Equality, Diversity and Inclusion Policy
Policy Statement
Safety 360UK Ltd is committed to promoting equality, diversity and inclusion in all aspects of our work. We aim to create a working environment where everyone is treated with dignity and respect and where individual differences and contributions are recognised and valued.
We do not tolerate discrimination, harassment, victimisation, bullying or sexual harassment in any form.
This policy reflects our commitment to comply with the Equality Act 2010, the Worker Protection (Amendment of Equality Act 2010) Act 2023, and other relevant UK legislation. We are committed to taking reasonable steps to prevent discrimination and harassment and to ensuring that all employees, workers, applicants, consultants, contractors and visitors are treated fairly and with respect.
Purpose of the Policy
The purpose of this policy is to:
Promote equality, diversity and inclusion in the workplace
Ensure compliance with UK equality legislation
Prevent unlawful discrimination and harassment
Provide clear guidance on acceptable behaviour
Establish procedures for reporting and addressing concerns
Scope
This policy applies to:
All employees (permanent, temporary and agency workers)
Job applicants
Consultants and contractors
Volunteers and interns
Anyone representing the organisation
The policy applies to all aspects of employment including:
Recruitment and selection
Pay and benefits
Training and development
Promotion and career progression
Working conditions
Disciplinary and grievance procedures
Termination of employment
Work carried out on behalf of the organisation, including consultancy work at client sites.
Legal Framework
This policy is based primarily on the Equality Act 2010, which protects individuals from discrimination based on the following protected characteristics:
Age
Disability
Gender reassignment
Marriage and civil partnership
Pregnancy and maternity
Race (including colour, nationality and ethnic or national origin)
Religion or belief
Sex
Sexual orientation
The policy also reflects the Worker Protection (Amendment of Equality Act 2010) Act 2023, which places a legal duty on employers to take reasonable steps to prevent sexual harassment, including harassment by third parties such as clients or customers.
Types of Discrimination
The organisation will not tolerate unlawful discrimination in any form.
Direct Discrimination
Treating someone less favourably because of a protected characteristic.
Indirect Discrimination
Applying a policy or practice that disadvantages people with a protected characteristic without objective justification.
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 unfairly because they have raised or supported a complaint under equality legislation.
Our Commitment
Safety 360UK Ltd is committed to:
Providing equal opportunities in recruitment, training and promotion
Ensuring employment decisions are based on merit, skills and capability
Creating a respectful and inclusive workplace culture
Making reasonable adjustments for employees with disabilities
Preventing bullying, harassment and discrimination
Encouraging diversity of thought, experience and background
Promoting behaviour that aligns with both EDI principles and strong health and safety culture, recognising that psychological safety is as important as physical safety
Encouraging inclusive practices when working with clients, suppliers and subcontractors
Responsibilities
Senior Management
Senior leaders are responsible for:
Demonstrating commitment to equality and inclusion
Ensuring this policy is implemented and regularly reviewed
Providing appropriate training and resources
Support staff who raise concerns
Employees
All employees must:
Treat colleagues, clients and partners with dignity and respect
Promote an inclusive and respectful workplace
Challenge inappropriate behaviour where appropriate
Report incidents of discrimination or harassment
Recruitment and Selection
The organisation will ensure recruitment processes are fair and transparent by:
Using objective selection criteria
Recruiting based on merit and capability
Providing reasonable adjustments during recruitment for disabled applicants
Ensuring recruitment decisions are free from bias or discrimination
Training and Development
Employees will have equal access to training and development opportunities.
Where appropriate, the organisation may provide training on:
Equality, diversity and inclusion
Unconscious bias
Preventing harassment and discrimination
Inclusive leadership and management
Preventing Sexual Harassment (Preventative Duty)
Under the Worker Protection (Amendment of Equality Act 2010) Act 2023, employers have a duty to take reasonable steps to prevent sexual harassment in the workplace.
Safety 360UK Ltd is committed to meeting this duty by:
Maintaining clear policies on harassment and unacceptable behaviour
Providing training to employees and managers on recognising and preventing sexual harassment
Taking proactive steps to identify and address risks
Responding promptly to complaints
Addressing inappropriate behaviour from employees, clients or other third parties
Sexual harassment includes unwanted conduct of a sexual nature that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.
Examples include:
Unwanted sexual comments or jokes
Inappropriate questions about someone’s personal life
Unwelcome physical contact
Display or sharing of sexual images
Repeated unwanted invitations or advances
Protection from Sexual Harassment During Consultancy Work
Employees acting as consultants may perform work outside the organisation’s premises, including at client sites or other third-party environments.
The organisation is committed to protecting employees from harassment, including sexual harassment, while carrying out these duties.
Sexual harassment may arise from:
Colleagues
Managers
Clients
Contractors
Members of the public
Employees will not be expected to tolerate inappropriate behaviour from clients or third parties as part of their role.
Where incidents occur, the organisation will take appropriate action which may include:
Addressing the issue with the client organisation
Adjusting work arrangements
Removing the employee from the environment
Reviewing or terminating the business relationship if necessary
Consultant Safety Protocol
Where employees undertake consultancy work in external environments, the organisation will take reasonable steps to manage risks and protect staff.
These steps may include:
Providing guidance on professional conduct and expected behaviour
Ensuring employees understand how to report concerns
Communicating expectations of respectful behaviour to clients where appropriate
Taking action if a client environment becomes unsafe
Employees working in consultancy roles should:
Maintain professional conduct when representing the organisation
Report any incidents of harassment or inappropriate behaviour
Remove themselves from situations where they feel unsafe where possible
Reporting Concerns
Employees who experience or witness discrimination, harassment or sexual harassment should report the issue as soon as possible.
Concerns may be raised with:
Their line manager
A senior manager
Through the organisation’s grievance procedure
Reports will be treated seriously and handled confidentially wherever possible.
Employees who raise concerns in good faith will not suffer victimisation or retaliation.
Investigation Procedure
All complaints of discrimination, harassment or sexual harassment will be investigated promptly and fairly.
The investigation process may include:
A confidential discussion with the person raising the concern
Gathering information and evidence relating to the incident
Interviewing relevant individuals
Assessing the facts and determining appropriate action
Where misconduct is identified, appropriate action will be taken in accordance with the organisation’s disciplinary procedures.
Possible outcomes may include:
Formal warnings
Mandatory training
Changes to working arrangements
Termination of employment
Escalation of issues with third-party organisations
Support for Employees
Employees who report concerns will be supported throughout the process.
Support may include:
Adjustments to work arrangements
Temporary removal from a client environment
Access to internal support resources
Assistance during investigation processes
The organisation will take reasonable steps to protect employees from further harm while concerns are investigated.
Breaches of this Policy
Breaches of this policy may be treated as misconduct and dealt with under the organisation’s disciplinary procedures.
Serious breaches may constitute gross misconduct and could lead to dismissal.
Monitoring and Review
The organisation will monitor the effectiveness of this policy and review it regularly to ensure compliance with current legislation and best practice.
Policy Review
This policy will be reviewed annually or when there are significant changes to legislation or organisational practices.
This policy shall be reviewed annually or when otherwise required.
Paul MacArthur
Director
Effective Date: March 2026
Review Date: March 2027