Equality, Diversity & Inclusion Policy

1Statement of Commitment

Albrighton Group Services Ltd is firmly committed to equality, diversity and inclusion and is opposed to unlawful discrimination in every aspect of employment and business activity.

We aim to create a working environment in which all employees, workers, applicants, contractors and volunteers are treated fairly, respectfully and with dignity and are able to contribute and develop according to their ability, experience and performance.

We value the different perspectives, backgrounds and experiences that a diverse workforce brings and recognise that an inclusive culture supports stronger decision-making, improved service delivery and a better understanding of our clients and communities.

2Purpose and Scope

This policy applies to all stages of the employment relationship, including:

• recruitment, selection and onboarding;
• terms and conditions of employment;
• deployment, shift allocation and site placement;
• training, development and promotion;
• pay, benefits and recognition;
• performance management and disciplinary procedures;
• grievances, complaints and whistleblowing;
• termination of employment or engagement; and
• interactions with clients, suppliers, contractors and members of the public.

It applies to directors, employees, workers, agency personnel, job applicants, consultants, contractors, trainees and volunteers.

3Equality, Diversity and Inclusion

4Protected Characteristics

The Equality Act 2010 protects individuals from discrimination because of nine protected characteristics:

The company also prohibits discrimination based on association with a person who has a protected characteristic or because someone is perceived to have a protected characteristic.

5Fair Employment Practices

Albrighton Group Services Ltd will use fair and objective employment practices and will seek to ensure that:

• employees and applicants are treated fairly and respectfully;
• entry to employment and progression are based on merit and role requirements;
• no person receives less favourable treatment because of a protected characteristic;
• requirements and conditions are relevant, proportionate and capable of objective justification;
• employees performing the same or broadly similar work, or work of equal value, receive fair treatment in relation to pay and conditions;
• grievance and disciplinary procedures are applied consistently and without unlawful discrimination; and
• flexible working, family-related leave and other workplace arrangements are considered fairly.

6Recruitment and Selection

Recruitment and selection decisions will be based on the skills, qualifications, experience, conduct and capability required for the role.

The company will:

• use clear and objective job descriptions and selection criteria;
• avoid discriminatory wording or unnecessary restrictions in advertisements;
• provide reasonable adjustments during recruitment where required;
• assess candidates consistently against role-related criteria;
• not accept discriminatory instructions from clients or other third parties;
• maintain appropriate records supporting recruitment decisions; and
• ensure that any genuine occupational requirement is lawful and properly justified.

7Training, Progression and Reward

Access to training, professional development, promotion, transfer and recognition will be based on legitimate business requirements, capability, performance and potential.

Employees will not be unlawfully disadvantaged in relation to:

• training or qualification opportunities;
• promotion or supervisory responsibilities;
• shift allocation or deployment;
• performance assessment;
• pay, benefits or reward; or
• access to company facilities and support.

8Disability and Reasonable Adjustments

The company will comply with its duty to consider reasonable adjustments where a disabled applicant, employee or worker would otherwise be placed at a substantial disadvantage.

Reasonable adjustments may include:

• changes to interview or assessment arrangements;
• adjustments to duties, hours or working methods;
• specialist equipment, software or communication support;
• alterations to premises or workstations;
• additional training, supervision or support; and
• alternative methods of communication or accessing information.

Each request will be assessed individually and in consultation with the person concerned.

9Harassment, Bullying and Victimisation

Employees have the right to work without harassment, bullying, intimidation or victimisation.

Prohibited conduct may arise through words, behaviour, images, gestures, messages, social media, physical conduct or exclusion and may occur:

• in the workplace or at a client site;
• during training, travel or work-related events;
• through email, messaging or social media;
• between colleagues or managers; or
• through the conduct of clients, contractors, suppliers or members of the public.

The company will take reasonable steps to prevent and address inappropriate conduct and expects managers to act promptly when concerns are reported or observed.

10Clients, Sites and Third Parties

Employees working at client premises remain protected by this policy. The company will not knowingly accept discriminatory site instructions, deployment requests or conduct from a client or third party.

Where an employee experiences discrimination, harassment or exclusion at a client site, the concern should be reported promptly so that appropriate action can be considered with the client.

11Responsibilities

11.1Directors and Senior Management

Directors and senior managers are responsible for demonstrating leadership, maintaining appropriate policies and procedures and ensuring significant concerns are addressed.

11.2Managers and Supervisors

Managers and supervisors must apply this policy consistently, make objective decisions, promote inclusive working practices and respond to concerns promptly.

11.3Employees and Workers

All employees and workers must treat others respectfully, follow this policy, complete relevant training and report suspected discrimination or inappropriate conduct.

12Reporting Concerns

Anyone who experiences or witnesses discrimination, harassment, bullying or victimisation should raise the concern as soon as reasonably practicable.

Concerns may be raised with a line manager, senior manager, Director or through the company's grievance or whistleblowing arrangements.

Complaints will be handled sensitively, impartially and as confidentially as reasonably possible. No person should suffer retaliation or detrimental treatment for raising a genuine concern in good faith.

Serious or deliberate breaches may result in disciplinary action, including dismissal for gross misconduct where appropriate.

13Monitoring and Review

The company may monitor recruitment, workforce composition, training, progression, complaints and other relevant information to assess the effectiveness of this policy and identify potential barriers or areas for improvement.

Monitoring information will be handled lawfully, proportionately and with appropriate confidentiality.

This policy will be reviewed periodically and updated where required to reflect changes in legislation, guidance, business operations or workforce needs.

14Official Legal and Regulatory Guidance

Principal legislation: The Equality Act 2010 provides the main legal framework for equality and discrimination, including the nine protected characteristics.

Government guidance: GOV.UK provides an official Equality Act 2010 overview and guidance on reasonable adjustments for disabled workers.

Regulatory guidance: The Equality and Human Rights Commission's Employment Statutory Code of Practice provides detailed guidance on how the Equality Act applies to employment.

15Approval