1: Introduction

1.1 Policy Overview
United Civils Limited values and promotes equality, diversity, and inclusion in all aspects of its work. This Policy outlines how the company will embed these principles into its daily operations, from recruitment and site practice to interactions with clients, suppliers, and the wider community.

1.2 Statement of Commitment
We are committed to creating a work environment where everyone is respected, differences are valued, and diversity is seen as a strength. No form of discrimination or exclusion is tolerated at United Civils Limited.

2: Purpose

2.1 Objectives of the Policy
This Policy aims to:

2.1.1 Foster a culture that embraces diversity and supports equality for all.
2.1.2 Promote inclusion in decision-making, employment, and project delivery.
2.1.3 Raise awareness of unconscious bias, cultural sensitivity, and inclusive site behaviour.
2.1.4 Ensure that all individuals are treated with fairness and dignity.

3: Scope

3.1 Applicability
This Policy applies to all employees, site workers, subcontractors, agency staff, suppliers, and job applicants. It also informs the conduct of United Civils Limited during project delivery and community engagement.

3.2 Protected Characteristics
In accordance with the Equality Act 2010, United Civils Limited recognises and protects individuals from discrimination based on:

• Age

• Disability

• Gender reassignment

• Marriage and civil partnership

• Pregnancy and maternity

• Race (including colour, nationality, ethnic or national origin)

• Religion or belief

• Sex

• Sexual orientation

4: Promoting Equality and Diversity

4.1 Respectful Work Culture

4.1.1 Everyone at United Civils Limited is expected to treat others with respect and courtesy, regardless of their background or beliefs.
4.1.2 Discriminatory jokes, comments, or actions will not be tolerated in any form—on-site, in meetings, or in written communications.

4.2 Inclusive Employment Practices

4.2.1 Recruitment will be based solely on skills, experience, and qualifications relevant to the role.
4.2.2 Where possible, jobs will be advertised in a way that reaches diverse audiences and avoids exclusionary language.
4.2.3 The company is open to flexible work arrangements where feasible, especially to support employees with caring responsibilities or disabilities.

4.3 Inclusive Site Practices

4.3.1 Site briefings, inductions, and communications will be clear, inclusive, and accessible.
4.3.2 Reasonable adjustments will be made to support workers with disabilities or religious needs (e.g., prayer time, dietary considerations).

4.4 Supporting Underrepresented Groups

4.4.1 United Civils Limited supports fair access to training and development for all, including women, minority ethnic groups, and younger or older workers.
4.4.2 The company encourages fair treatment of migrant workers and zero tolerance of modern slavery or exploitative labour.

5: Dealing with Discrimination and Harassment

5.1 Definitions

5.1.1 Discrimination: Treating someone unfairly or less favourably because of a protected characteristic.
5.1.2 Harassment: Unwanted behaviour that creates a hostile or offensive environment.
5.1.3 Victimisation: Treating someone unfairly because they made or supported a complaint under this Policy.

5.2 Reporting and Response

5.2.1 Anyone who feels they have been subjected to or witnessed discrimination or harassment should report it to Scott Bland in confidence.
5.2.2 All reports will be taken seriously and investigated promptly and fairly.
5.2.3 Disciplinary action will be taken against any individual found to be in breach of this Policy.

6: Roles and Responsibilities

6.1 Scott Bland – Managing Director

6.1.1 Sets the tone for respectful and inclusive leadership.
6.1.2 Holds overall responsibility for policy implementation and enforcement.

6.2 SEHSS Limited – HSEQ Consultants and Competent Persons

6.2.1 Provides guidance on equality and diversity matters.
6.2.2 Supports training, investigates concerns, and ensures awareness of policy expectations.

6.3 All Employees and Subcontractors

6.3.1 Must act in a respectful, inclusive manner and uphold the values of this Policy.
6.3.2 Are encouraged to challenge bias, report incidents, and promote fairness.

7: Training and Awareness

7.1 Induction training will include an overview of equality and diversity expectations.
7.2 Toolbox talks may include E&D topics such as respectful language, inclusive behaviour, and awareness of different needs.
7.3 Posters or visual prompts may be displayed on site to promote inclusivity and zero tolerance of harassment.

8: Monitoring and Continuous Improvement

8.1 The company will monitor equality-related issues such as:

• Workforce diversity (where voluntarily disclosed)

• Complaints and incidents relating to discrimination or harassment

• Access to training and promotions

8.2 Feedback will be encouraged to identify barriers or concerns. Lessons learned will inform future actions.

9: Policy Review

9.1 This Policy will be reviewed annually or following changes in legislation, industry standards, or company operations.
9.2 The review will be conducted by SEHSS Limited and approved by Scott Bland.
9.3 Revised versions will be issued to all staff and included in future inductions.

10: Legal and Ethical Standards

10.1 This Policy reflects the requirements of the Equality Act 2010, Modern Slavery Act 2015, and ISO 26000 (Social Responsibility).
10.2 United Civils Limited will maintain compliance with emerging equality and diversity standards relevant to construction and employment law.