Equality, Diversity & Inclusion Policy

Revision: 001 | CJB Scaffolding Ltd

Policy Statement

We are committed to promoting equality, diversity and inclusion within our workforce. Our aim is to ensure that our organisation is representative of all sections of society and our customers, and that each employee feels respected, valued, and able to perform at their best.

We are dedicated to creating a working environment free from bullying, harassment, victimisation and unlawful discrimination. We promote dignity and respect for all, and value the individual differences and contributions of all employees.

1. Our Commitments

We are fully committed to:

Treating all employees and job applicants fairly and equally in all aspects of employment, including recruitment, promotion, transfer, training, pay and benefits, disciplinary matters, redundancy and dismissal.
Providing a workplace that upholds dignity and respect for every individual.
Training managers and employees on their rights and responsibilities under this policy.
Making decisions on employment, training and promotion based on merit, qualifications and ability, without regard to any of the Protected Characteristics listed below.
Providing opportunities for all employees to develop their full potential to maximise their contribution to the organisation’s success.

Protected Characteristics include: Race, religion or belief, sex, sexual orientation, pregnancy or maternity, gender reassignment, age, marriage and civil partnership, and disability.

2. Responsibilities

All employees must cooperate to ensure the effectiveness of this policy and prevent discrimination, harassment or bullying.
Any employee who commits an act of unlawful discrimination, harassment, bullying or intimidation will face disciplinary action, up to and including summary dismissal for gross misconduct.
Employees and the organisation may both be held liable for acts of bullying, harassment, victimisation or unlawful discrimination during the course of employment.
Employees must report suspected discrimination, harassment or victimisation to their line manager and must not retaliate against anyone who raises a concern or complaint.

3. Prohibited Conduct

The following forms of discrimination are prohibited under this policy and by law:

Direct Discrimination – Treating someone less favourably because of a Protected Characteristic.
Indirect Discrimination – Applying a provision, criterion or practice that disadvantages a group with a particular Protected Characteristic without objective justification.
Associative Discrimination – Discrimination against someone because they associate with a person who has a Protected Characteristic.
Perceptive Discrimination – Discrimination based on the perception that someone has a Protected Characteristic, even if they do not.
Harassment – Unwanted conduct related to a Protected Characteristic that violates dignity or creates a hostile or offensive environment.
Victimisation – Treating someone unfairly because they have made or supported a complaint or grievance of discrimination.
Disability Discrimination – Including direct and indirect discrimination, unfavourable treatment arising from disability, and failure to make reasonable adjustments.

4. Recruitment and Selection

Recruitment will be based on merit, abilities and qualifications relevant to the role.
All stages of recruitment and selection will apply this policy consistently.
Job advertisements will encourage applications from all suitably qualified candidates, ensuring accessibility and fairness.
Where an occupational requirement applies to a role, it will be stated clearly and justified as proportionate to achieving a legitimate aim.
Selection criteria will relate solely to job requirements, and all interview questions will be relevant to the position.
Reasonable adjustments will be made to support applicants with disabilities during recruitment.

5. Training, Transfer and Promotion

Managers and employees involved in recruitment, promotion and training decisions will receive training in equality, diversity and inclusion.
Promotion and training opportunities will be based on ability and potential, not on any Protected Characteristic.
Systems and processes will be regularly reviewed to ensure they are fair, transparent and non-discriminatory.
We will monitor participation in development and progression opportunities to identify and address potential barriers.

6. Terms of Employment, Benefits and Facilities

All employment terms, benefits, facilities and services will be reviewed periodically to ensure equality of access and non-discrimination.

7. Equal Pay

We are committed to equal pay for equal work. Our pay system is designed to be transparent, objective and free from bias, ensuring that employees performing comparable work receive equal remuneration, regardless of gender or other Protected Characteristics.

8. Disabilities

We are committed to supporting employees with disabilities by:

Encouraging disclosure to allow appropriate support and reasonable adjustments.
Consulting with employees and, where necessary, medical advisers to identify effective adjustments.
Monitoring the accessibility of our premises and taking reasonable steps to remove barriers.
Explaining any decision not to implement a requested adjustment and seeking alternative solutions where possible.

9. Breach of Policy

Any breach of this policy will be treated seriously. Misconduct involving discrimination, harassment or victimisation will result in disciplinary action, which may include dismissal for gross misconduct.

Employees are encouraged to support colleagues who experience unfair treatment and to report any concerns promptly. Retaliation against individuals raising genuine complaints will not be tolerated.

10. Monitoring and Review

This policy will be monitored and reviewed regularly to ensure ongoing compliance with legal requirements and best practice standards. Updates will be communicated to all employees.