EQUAL OPPORTUNITY POLICY

Environmental Policy - H&S/Rev03/2025 

 

1. Policy Statement 

P’Brothers Building Ltd is committed to promoting equality, diversity and inclusion in all areas  of employment and service provision. We aim to create a workplace free from unlawful  discrimination, harassment, or victimisation on the basis of protected characteristics defined in  the Equality Act 2010, including: 

➢ 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 

We value the diversity of our workforce and client base and believe that everyone should be  treated with dignity and respect. All personal data used in connection with this policy will be  handled in line with the Company’s Data Protection Policy and UK GDPR requirements. 

2. Policy Objectives 

To comply with the Equality Act 2010 and eliminate unlawful discrimination in all areas of  employment. 

To promote a culture that values and supports diversity and inclusivity. 

To ensure fair treatment in recruitment, development, pay, promotion, dismissal and other  employment-related processes. 

3. Designated Officer 

Name: Ionut Potor  

Position: Company Director 

Tel: 07718 001491 

4. Definitions of Discrimination 

Direct Discrimination: Less favorable treatment because of a protected characteristic. Indirect Discrimination: A neutral provision, criterion or practice that disadvantages a protected  group and cannot be objectively justified. 

Harassment: Unwanted conduct related to a protected characteristic that violates dignity or  creates a hostile environment. 

Victimisation: Treating someone unfairly because they made or supported a complaint or raised  a concern. 

5. Positive Action 

We may use positive action to address disadvantage or underrepresentation under s.158 of the  Equality Act 2010. In a recruitment tie-break situation, preference may be given to a candidate  from a disadvantaged group where candidates are otherwise equally qualified.

6. Reasonable Adjustments 

City Abseiling Ltd is committed to removing barriers for disabled persons and will make  reasonable adjustments including (but not limited to): 

➢ Modifying workstations, equipment or materials 

➢ Adapting work patterns or duties 

➢ Relocation to suitable premises 

➢ Providing assistive technologies or support 

Requests for adjustments should be directed to the Designated Officer. 

7. Responsibilities 

All employees, subcontractors, and agents are expected to uphold this policy and avoid  discriminatory conduct. Breaches may result in disciplinary action, including dismissal, and  potential personal liability under the law. 

Senior management is responsible for promoting compliance and fostering a culture of inclusion. 

8. Grievances and Complaints 

Discriminatory conduct should be reported via the Company’s Grievance Procedure. All concerns  will be handled confidentially and sensitively. 

9. Further Support 

Equality and Human Rights Commission 

Website: https://www.equalityhumanrights.com 

Helpline: 0808 800 0082 

Citizens Advice 

Website: https://www.citizensadvice.org.uk 

10. Scope of the Policy 

This policy applies to all employees, workers, consultants, apprentices, interns, volunteers, and  job applicants. It also governs the Company’s provision of goods and services. 

It does not form part of any employment contract and may be amended at any time to reflect  legislative changes or operational needs. 

This policy has been approved & authorised by: 

Signed: Ionut Paul Potor – Managing Director  

Date: 20/04/2025​