Our Commitment
Guardsman Security Services Ltd is committed to providing equal opportunities in employment and to ensuring that applicants, employees and workers are treated fairly, consistently and with respect.
We make employment-related decisions on the basis of merit, capability, qualifications, experience, conduct and legitimate business requirements. We do not tolerate unlawful discrimination, harassment or victimisation.
Scope
This policy applies to recruitment, selection, vetting, training, allocation of work, pay, promotion, development, performance management, disciplinary action, grievance procedures and termination of employment or engagement.
It applies to employees, workers, applicants, contractors and others working on behalf of Guardsman Security Services.
Protected Characteristics
We are committed to complying with the Equality Act 2010 and will not unlawfully discriminate because of age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex, or sexual orientation.
Recruitment & Selection
Recruitment and selection processes will be fair, objective and based on the requirements of the role. Job advertisements, screening criteria and interview decisions will be designed to avoid unlawful discrimination.
Where a role is subject to lawful occupational requirements, licensing conditions, right-to-work checks, vetting or client-specific security requirements, these will be applied consistently and only where relevant.
Reasonable Adjustments
We will consider reasonable adjustments for disabled applicants and workers where required, taking account of the nature of the role, the working environment and any relevant health and safety considerations.
Training, Development & Progression
Access to training, development and progression opportunities will be based on business needs, performance, capability and suitability for the role. We aim to ensure that employees have a fair opportunity to develop and progress.
Bullying, Harassment & Victimisation
Bullying, harassment, sexual harassment, discrimination and victimisation are not acceptable. Concerns will be taken seriously and handled in accordance with the appropriate company procedures.
No person will be treated adversely for raising a genuine concern in good faith or for supporting another person who raises a concern.
Responsibilities
Managers and supervisors are responsible for applying this policy consistently and promoting fair treatment. All employees and workers are expected to treat colleagues, clients and members of the public with dignity and respect.
Any employee or worker who believes that this policy has been breached should raise the matter promptly through their manager or the appropriate grievance or reporting procedure.
Monitoring & Review
We will review this policy periodically and may monitor recruitment, employment and workforce practices where appropriate to help identify and address barriers to equal opportunity.
Policy Review
This policy is intended to be reviewed at least annually and sooner where there is a significant change in legislation, company operations or relevant risk.