Abbott Construction (“the Company”) is committed to achieving a working environment which provides equality of opportunity and freedom from unlawful discrimination on the grounds of race, sex, pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation (Protected Characteristics). We are committed to taking all reasonable steps to prevent Sexual Harassment during the course of your work.
This Policy aims to remove unfair and discriminatory practices within the Company and to encourage full contribution from its diverse community.
The Company also aims to provide an equitable, fair and respectful service that does not discriminate against its clients and customers in the means by which they can access the services and goods supplied by the Company. The Company believes that all employees and clients are entitled to be treated with respect and dignity.
The Company aims for our employees to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.
The Company is committed to prevent, reduce and stop all forms of unlawful discrimination in line with the Equality Act 2010, take all reasonable steps to prevent sexual harassment and to ensure that recruitment, promotion, training, development, assessment, benefits, pay, terms and conditions of employment, redundancy and dismissals are determined on the basis of capability, qualifications, experience, skills and productivity.
This Policy applies to all who work for and also those who apply to work for the Company. A sound understanding of the importance of team working is paramount to our success. Discrimination, both direct and indirect can undermine this success, is unlawful and is not tolerated.
All individuals are encouraged to improve their own understanding and awareness of equal opportunities and to request training where required. If any individual believes that this Policy is not being adhered to, then they are encouraged to bring this to the attention of their manager.
Any and all personal data used in connection with this Policy shall be collected, held, and processed in accordance with the Company’s Employee Data Protection Policy.
This policy supports Abbott Construction’s Corporate Social Responsibility (CSR) framework and aligns with our Social Value Policy in promoting equality of opportunity and inclusive growth.
Discrimination is unequal or differential treatment which leads to one person being treated more or less favourably than others are, or would be, treated in the same or similar circumstances on the grounds of race, sex, pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation. Discrimination may be direct or indirect.
Direct Discrimination
This occurs when a person or a policy intentionally treats a person less favourably than another on the grounds of race, sex, pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation.
Indirect Discrimination
This is the application of a policy, criterion or practice which the employer applies to all employees but disadvantages people with a Protected Characteristic more than others and is not justified.
Harassment or Bullying
This occurs when a person is subjected to unwanted conduct that has the purpose or effect of violating their dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment.
Sexual Harassment
This is defined as unwanted conduct of a sexual nature that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment.
This can include:
Sexual harassment can happen to anyone, regardless of gender, and may be carried out by someone of the same or different gender. Sexual harassment also extends to actions towards an employee which are undertaken by a third party during the course of your work.
Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations.
Victimisation
This occurs when a person is treated less favourably because they have brought or intend to bring proceedings including a grievance against the Company or another employee, or they have given or intend to give evidence.
Sex
It is not permissible to treat a person less favourably on the grounds of their sex. This applies to men and women. Discrimination because of pregnancy or maternity is also unlawful. Sexual harassment of men or women can be found to constitute sex discrimination. Example: Asking a woman during an interview if she is planning to have any (more) children constitutes discrimination on the grounds of sex.
Marital Status and Civil Partnership
It is not permissible to treat a person less favourably because they are married or in a civil partnership.
Gender Reassignment
It is not permissible to treat a person less favourably because they are proposing to undergo, are undergoing, or have undergone a process of gender reassignment. Protection applies regardless of whether medical treatment is involved.
Age
It is not permissible to treat a person less favourably because of their age. This applies to people of all ages. Certain age-based practices (such as statutory redundancy payments) may be lawful where permitted by legislation or objectively justified.
Disability
It is not permissible to treat a disabled person less favourably than a non-disabled person because of their disability. Employers have a duty to make reasonable adjustments to remove the disadvantages arising from a disability. Disability Discrimination can also occur if someone who is associated with a disabled person, such as a partner or child, is treated less favourably as a result of the association than a non-disabled person.
Race
It is not permissible to treat a person less favourably because of their race, the colour of their skin, their nationality or their ethnic origin.
Sexual Orientation
It is not permissible to treat a person less favourably because of their sexual orientation, including being lesbian, gay, bisexual, or heterosexual.
Religion or belief
It is not permissible to treat a person less favourably because of their religion, religious beliefs, philosophical beliefs, or their lack of any religion or belief.
Preventing Sexual Harassment
We take our legal duty to prevent sexual harassment seriously.
We are committed to:
The Company prohibits the distribution of discriminatory or offensive material and will, if necessary, ensure that workplaces are inspected and offending materials removed.
Any employee, agent or contractor who circulates discriminatory or offensive material will be dealt with seriously, promptly and confidentially under the appropriate Policy.
Wherever possible, all vacancies will be advertised simultaneously internally and externally, demonstrating that the Company is an Equal Opportunities Employer and will take positive action in recruitment, as defined in the Equality Act 2010. Steps will be taken to ensure that knowledge of vacancies reaches underrepresented groups internally and externally.
Wherever possible, notifications of vacancies will be made to minority group institutions and press, in conjunction with all general media such as Job-Centre Plus and Careers Offices.
Selection criteria (job description and employee specification) will be kept under constant review to ensure that they are justifiable on non-discriminatory grounds as being essential for the effective performance of the job.
Wherever possible, more than one person will be involved in the selection interview and recruitment process and all should have received training in equal opportunities.
Job applicants should not be asked about health or disability before a job offer is made.
There are limited exceptions that should only be used with the prior involvement of Human Resources/Senior Manager, including:
Reasons for the selection and rejection of applicants for vacancies will be recorded.
Underrepresented groups will be encouraged to apply for training and employment opportunities with the Company.
Wherever possible, special training will be provided for such groups to prepare them to compete on genuinely equal terms for jobs and promotions. However, actual recruitment to all jobs will be strictly on merit.
Wherever necessary, use will be made of lawful exemptions to recruit suitably qualified people to cater for the special needs of particular groups.
Wherever possible, efforts will be made to identify and remove unnecessary/unjustifiable barriers and provide appropriate facilities and conditions of service to meet the special needs of disadvantaged and/or other underrepresented groups.
If the Company chooses to utilise positive action in recruitment, this will not be used to treat people with a Protected Characteristic more favourably, it will be used only in tie-break situations, when there are two candidates of equal merit applying for the same position.
This supports our commitment to delivering social value through inclusive employment and skills development.
Employees who believe they have suffered any form of discrimination, harassment, sexual harassment or victimisation are entitled to raise the matter through the grievance procedure Policy C5.
All complaints will be dealt with seriously, promptly and confidentially.
In addition to our internal procedures, employees have the right to pursue complaints of discrimination to an Employment Tribunal under the Equality Act 2010.
Any complaints or grievances proven to be deliberately false and/or malicious will result in disciplinary action being taken against the complainant.
In order to implement this Policy, we shall:
We will establish appropriate information and monitoring systems to assist the effective implementation of our Equality, Diversity and Inclusion Policy. The effectiveness of the Equality, Diversity and Inclusion Policy is reviewed regularly (at least annually) and action taken as necessary.
