Equal Opportunities Policy
1. Purpose and Scope
1.1 Triquetra Construction Group Ltd (“the Company”) is committed to promoting equality, diversity and inclusion and to ensuring that all individuals are treated fairly, with dignity and respect.
1.2 This policy sets out the Company’s approach to equal opportunities and applies to all aspects of working life, including but not limited to:
- recruitment and selection;
- pay, terms and conditions of employment;
- training and development;
- promotion, transfer and career progression;
- performance management, disciplinary and grievance procedures;
- redundancy and termination of employment;
- the treatment of visitors, clients, suppliers and other business contacts.
1.3 This policy applies to:
- employees;
- workers, apprentices and interns;
- consultants, officers and directors;
- contractors, agency and casual workers;
- job applicants and volunteers.
1.4 This policy does not form part of any contract of employment and may be amended at any time.
1.5 This policy should be read in conjunction with the Harassment and Bullying Policy and the Grievance Policy.
2. Policy Statement
2.1 The Company will not tolerate unlawful discrimination, harassment or victimisation in any form.
2.2 The Company is committed to ensuring that employment-related decisions are made fairly, objectively and on the basis of merit.
2.3 Individuals who raise concerns or complaints in good faith under this policy will not be victimised or treated less favourably as a result.
3. Legal Framework and Protected Characteristics
3.1 This policy is underpinned by the Equality Act 2010.
3.2 The protected characteristics under the Equality Act 2010 are:
- age;
- disability;
- gender reassignment;
- marriage or civil partnership;
- pregnancy or maternity;
- race (including colour, nationality, ethnic or national origin);
- religion or belief;
- sex; and
- sexual orientation.
3.3 Unlawful discrimination can occur intentionally or unintentionally.
4. Forms of Discrimination
4.1 The following conduct may be unlawful and is prohibited by this policy:
Direct Discrimination
- Treating someone less favourably because of a protected characteristic.
Indirect Discrimination
- Applying a provision, criterion or practice that disadvantages people with a protected characteristic, unless it can be objectively justified.
Harassment
- Unwanted conduct related to a protected characteristic that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.
Victimisation
- Treating someone less favourably because they have made, supported, or are suspected of making or supporting a complaint under this policy.
4.2 Further unlawful conduct may include:
- failure to make reasonable adjustments for disabled individuals;
- instructing or pressuring others to discriminate;
- assisting discriminatory acts; or
- discriminating based on association or perception.
5. Recruitment, Selection and Promotion
5.1 Recruitment, promotion and selection decisions will be based on merit, qualifications, experience and ability, using objective and non-discriminatory criteria wherever possible.
5.2 Job advertisements will be drafted to avoid discriminatory language and placed to reach as wide and diverse a pool of candidates as reasonably practicable.
5.3 Health or disability-related questions will not be asked before a job offer is made, except where permitted by law (for example, to establish reasonable adjustments for interviews or assess the ability to carry out an essential part of the role).
5.4 Equal opportunities monitoring information may be collected for monitoring purposes only and will not be used to make employment decisions.
6. Responsibilities
6.1 The Board and senior management have overall responsibility for the effective implementation of this policy.
6.2 Managers are expected to:
- lead by example;
- apply this policy consistently and fairly;
- address inappropriate behaviour promptly; and
- ensure their teams understand their responsibilities.
6.3 All individuals working for or on behalf of the Company have a responsibility to:
- comply with this policy;
- treat others with dignity and respect; and
- report any concerns or breaches promptly.
6.4 Individuals may be personally liable for unlawful discrimination, and breaches of this policy may also expose the Company to legal liability.
7. Raising Concerns and Complaints
7.1 Anyone who believes they have been discriminated against, harassed or victimised should raise the matter as soon as reasonably practicable.
7.2 Concerns may be raised informally with a manager or formally under the Grievance Policy.
7.3 Complaints will be handled promptly, sensitively and fairly.
7.4 Complaints made in good faith will not result in any detriment to the individual raising them.
7.5 Complaints found to have been made maliciously or in bad faith may result in disciplinary action.
8. Breaches and Disciplinary Action
8.1 Any breach of this policy may result in disciplinary action under the Disciplinary Policy, up to and including dismissal for gross misconduct.
8.2 Serious breaches may also result in termination of engagement for workers, contractors or agency staff.
9. Monitoring and Data
9.1 The Company may collect and analyse equal opportunities data to:
- monitor the effectiveness of this policy;
- review workforce composition; and
- identify areas for improvement.
9.2 Any such data will be handled in accordance with data protection legislation and the Data Protection Policy.
10. Review
10.1 This policy will be reviewed regularly to ensure it remains effective, legally compliant and aligned with best practice.
10.2 Updates will be made where necessary and communicated appropriately.