1: Introduction

1.1 Policy Overview
United Civils Limited is committed to creating an inclusive working environment in which all individuals are treated fairly and with dignity. This Policy sets out our approach to equal opportunities in employment, training, development, site work, and subcontractor engagement.

1.2 Statement of Commitment
We value diversity and believe that everyone has the right to be treated with respect and without discrimination. United Civils Limited does not tolerate unfair treatment based on protected characteristics or any other unjustified criteria.

2: Purpose

2.1 Objectives of the Policy
The objectives of this Policy are to:

2.1.1 Promote a working environment free from discrimination, harassment, and victimisation.
2.1.2 Ensure that employment practices are based on merit, ability, and business need.
2.1.3 Support equal access to opportunities for training, development, and progression.
2.1.4 Foster a respectful, inclusive culture on sites and in all dealings with clients, suppliers, and the public.

3: Scope

3.1 Applicability
This Policy applies to all employees, subcontractors, agency workers, and job applicants. It also extends to client-facing roles and on-site operations.

3.2 Protected Characteristics
In line with the Equality Act 2010, the following characteristics are protected under this Policy:

• Age

• Disability

• Gender reassignment

• Marriage and civil partnership

• Pregnancy and maternity

• Race

• Religion or belief

• Sex

• Sexual orientation

4: Equal Opportunities in Practice

4.1 Recruitment and Selection

4.1.1 Recruitment decisions will be based solely on objective criteria relevant to the job role.
4.1.2 Job adverts will be worded neutrally and avoid discouraging underrepresented groups.
4.1.3 Reasonable adjustments will be made for candidates with disabilities.

4.2 Employment and Site Work

4.2.1 All staff will be treated fairly with respect to pay, conditions, allocation of duties, and site responsibilities.
4.2.2 Language, behaviour, or conduct that demeans others will not be tolerated on site or in company communications.
4.2.3 Any discriminatory behaviour by subcontractors or third parties will be challenged or escalated.

4.3 Training and Development

4.3.1 Opportunities for development or upskilling (e.g., CSCS cards, plant tickets) will be offered based on business needs and individual ability.
4.3.2 Training access will not be denied on the basis of personal characteristics.

4.4 Reasonable Adjustments

4.4.1 United Civils Limited will make reasonable adjustments to support employees or subcontractors with disabilities in performing their roles.
4.4.2 Adjustments may include modified duties, flexible working, or adjustments to welfare facilities.

5: Harassment, Bullying, and Victimisation

5.1 Definition and Prohibition

5.1.1 Harassment is unwanted conduct that violates a person’s dignity or creates a hostile or offensive environment.
5.1.2 Bullying or victimisation in any form is strictly prohibited, whether based on protected characteristics or other factors.

5.2 Reporting Procedure

5.2.1 Any individual who experiences or witnesses discriminatory behaviour is encouraged to report it confidentially to their line manager, Scott Bland.
5.2.2 All reports will be taken seriously and handled in line with the company’s disciplinary or grievance procedures.

6: Roles and Responsibilities

6.1 Scott Bland – Managing Director

6.1.1 Provides leadership in upholding the principles of equal opportunities across the business.
6.1.2 Oversees investigations into alleged discrimination and ensures fair disciplinary outcomes.

6.2 SEHSS Limited – HSEQ Consultants and Competent Persons

6.2.1 Supports training, awareness, and compliance with this Policy.
6.2.2 Acts as a point of contact for confidential advice or concerns related to equality and dignity at work.

6.3 All Employees and Subcontractors

6.3.1 Are responsible for treating colleagues, clients, and third parties with fairness and respect.
6.3.2 Must challenge or report any behaviour that contradicts this Policy.

7: Training and Awareness

7.1 Equal opportunities awareness will be covered in employee inductions and toolbox talks.
7.2 Supervisors will receive periodic reminders on non-discriminatory site management and recruitment practices.
7.3 Briefings may be held if specific concerns or incidents arise.

8: Policy Enforcement and Disciplinary Action

8.1 Breaches of this Policy may result in:

• Informal warnings or retraining.

• Formal disciplinary action, up to and including dismissal.

• Termination of subcontractor agreements.

• Removal from site.

8.2 United Civils Limited will treat all allegations fairly, confidentially, and without retaliation.

9: Policy Review

9.1 This Policy will be reviewed annually or following any legal updates or significant organisational changes.
9.2 The review will be conducted by SEHSS Limited and approved by Scott Bland.
9.3 Updated versions will be shared with all staff and contractors, and made available on site.

10: Legal and Regulatory Considerations

10.1 This Policy has been developed in accordance with the Equality Act 2010, ISO 26000 guidance on Social Responsibility, and best practice as advised by the Equality and Human Rights Commission (EHRC).
10.2 United Civils Limited will remain informed of legal and social developments to maintain compliance and leadership in equal opportunity practices.