Equal Opportunities Policy

This document sets out MYCO’s policy on equality and equal opportunities. This policy does not form part of your contract of employment but is a policy statement describing the way in which equal opportunities issues are dealt with by us.

We are particularly concerned that equality of opportunity is maintained in the following areas:

a) recruitment and selection;

b) promotion, appraisal, transfer and training;

c) terms of employment, benefits, facilities and services;

d) grievance and disciplinary procedures; and

e) dismissals, resignations and redundancies.

Statement of principle

Our statement of principle on equality and equal opportunities is:

“MYCO is committed to a policy of treating all employees, workers and job applicants equally. No employee or potential employee will receive less favourable treatment because of any ‘protected characteristic’, namely:

a) age (or perceived age);

b) disability (past or present);

c) gender reassignment;

d) marriage or civil partnership status;

e) race, colour, nationality, ethnic or national origins;

f) religion or belief;

g) pregnancy or maternity;

h) sex;

i) sexual orientation;

j) trade union membership (or non-membership);

k) part-time or fixed term status

No employee or potential employee will be disadvantaged by any conditions of employment that cannot be justified as necessary on operational grounds.

We aim to encourage, value and manage diversity and is committed to equality for all employees. We wish to attain a workforce which is representative of the communities from which it is drawn.

These principles of equality of opportunity and non-discrimination also apply to the manner in which our employees treat clients or customers, business partners and visitors.”

We expect you to work with the us towards these aims. In certain circumstances, you can be personally liable for discrimination against a fellow employee or a job applicant.

Other Company policies, such as those dealing with harassment and bullying, maternity, paternity, adoption, emergency time off for dependants and parental leave are set out in separate documents, copies of which are available in this handbook or from your line manager.

Equality principles

There should be no discrimination, whether direct or indirect, because of any of the protected characteristics set out in our statement of principle on equal opportunities contained in the paragraph above.

Discrimination may occur in the following forms:

a) direct discrimination — this is treating someone less favourably because of a protected characteristic. An example of this is paying someone less because of their sex or because they belong to a different racial group. ‘Because of’ is very wide and includes less favourable treatment based on a perception of another person, for example that the person is gay, or is disabled, whether this perception is correct and even if the perpetrator knows that their perception is, in fact, wrong. It also includes less favourable treatment because someone is associated with another person who has a protected characteristic.

b) indirect discrimination — this is treating people in the same, but in such a way which adversely affects those with a protected characteristic. An example of this is telling all employees that they must work late at night — although applied to everyone, it will adversely affect those employees with childcare responsibilities, and these tend to be women.

c) victimisation — this is treating someone less favourably because they have asserted their right not to be discriminated against because of a protected characteristic. An example of this would be an employee claiming that they had been discriminated on the grounds of their disability and then their manager deciding when they left not to give them a reference because they had claimed disability discrimination.

d) harassment — this is unwanted conduct, related to a protected characteristic, which has the purpose or effect of creating an intimidating, hostile, degrading, humiliating or offensive environment for someone or violating their dignity. Harassment may also be of a sexual nature or may occur because someone has harassed the victim and the victim either rejects or submits to it and, because of that rejection or submission, that person treats the victim less favourably. More information on what can constitute harassment is set out in the Employer’s harassment and bullying policy are available from your line manager.

We will appoint, train, develop, reward and promote based on merit and ability.

All employees have personal responsibility for the practical application of our equality policy, which extends to the treatment of job applicants, employees (including former employees), customers or clients and visitors. Our Grievance Procedure is available to any employee who believes that they may have been unfairly discriminated against, copies of which are available in this handbook or from your line manager.

The harassment complaints procedure set out in our harassment and bullying policy is also available to any employee who believes that they may have been harassed or bullied. You will not be victimised in any way for making such a complaint in good faith. Complaints of this nature will be dealt with seriously, in confidence and as soon as possible.

Disciplinary action will be taken against any employee who is found to have committed an act of unlawful discrimination. Serious breaches of this policy and serious incidents of harassment and bullying will be treated as gross misconduct.

Unwarranted allegations that are not made in good faith may also be considered as a disciplinary matter.

Confidential records of ongoing matters dealt with in accordance with this policy will be kept. In the case of any doubt or concern about the application of this policy in any instance or situation, please consult your line manager as soon as possible.

Recruitment and selection

The following principles should apply whenever recruitment or selection for positions takes place, whether externally or internally:

a) employees will be assessed according to their personal capability to carry out a given job;

b) assumptions that only certain types of people will be able to perform certain types of work must not be made;

c) any age limits applied to a job should only be retained if they can be objectively justified in terms of the job to be done — in most cases this will not be the case and managers should consult us if considering an age limit for a post;

d) the use of years of experience as a criterion for a role will need to be objectively justified;

e) applications from different types of people should be processed in the same way and the same questions asked at interview;

f) written records of interviews and reasons for appointment and non-appointment should be kept;

g) questions at interview should relate to the requirements of the job;

h) where any provision, criterion or practice for recruitment and selection puts disabled people at a substantial disadvantage due to a reason connected with their disability, reasonable adjustments should be made to eliminate or, if that is not reasonably practicable, reduce the disadvantage. This could, for example, be making different interview arrangements for an applicant with mobility problems or arranging for facilities for applicants with sight or hearing impairments; and

i) decisions regarding the method of recruitment or selection or who is recruited or selected should only be made by a person who has read and understood this policy and undergone relevant training.

Promotion, transfer and training

The following principles should apply to appointments for promotion, transfer and training:

a) assessment criteria and appraisal schemes should be carefully examined to ensure that they are not discriminatory, whether directly or indirectly;

b) traditional qualifications and requirements for promotion, transfer and training, such as length of service, years of experience or age may discriminate against certain employees and will need to be objectively justified by reference to the job requirements;

c) policies and practices regarding selection for training, day release and personal development should not normally result in an imbalance in training between groups of workers; and

d) where any provision, criterion or practice relating to promotion, appraisal, transfer or training puts disabled employees at a substantial disadvantage for a reason connected with their disability, reasonable adjustments will be made to eliminate or, if that is not reasonably practicable, reduce the disadvantage. For example, this could be making training available for a disabled worker in a different way, in a different location or at a different time.

Terms of employment, benefits, facilities and services

The following principles apply to terms of employment, benefits, facilities, and services:

a) the terms of employment, benefits, facilities and services available to employees should be reviewed regularly to ensure that they are provided in a way which is free from unlawful discrimination;

b) part-time employees should receive pay, benefits, facilities and services on a pro rata basis to their full-time comparator unless otherwise objectively justified. We will give due consideration when assessing pay (including any bonus) and benefits for part-time employees;

c) where any provision, criterion or practice relating to terms of employment, benefits, facilities and services puts disabled employees at a substantial disadvantage due to a reason connected with their disability, reasonable adjustments will be made to eliminate or, if that is not reasonably practicable, reduce the disadvantage. We will give due consideration when assessing pay (including any bonus) and benefits for disabled employees; and

d) pay and bonus criteria, policies and practices should be carefully examined and regularly monitored, and if it appears that any group of employees are disadvantaged by them, they will be checked to make sure that this is not due to any hidden or indirect discrimination.

Reasonable Adjustments

The Company has a duty to make reasonable adjustments to facilitate the employment of a disabled person as outlined above.

Any other adjustments that the Company considers reasonable and necessary provided such adjustments are within the financial means of the Company.

If an employee has a disability and feels that any such adjustments could be made by the Company, they should contact the HR & Employee Relations Manager.

Grievances, disciplinary procedures, dismissals and redundancies

Employees who, in good faith, bring a grievance (or assist another to do so) either under this policy or otherwise in relation to an equality or equal opportunities matter will not be disciplined, dismissed or otherwise suffer any adverse treatment for having done so.

No member of a group of employees will be disciplined or dismissed for performance or behaviour which would be overlooked or condoned in another group, unless there is genuine and lawful justification for different treatment.

Redundancy criteria and procedures will be carefully examined to ensure that they are not applied and do not operate in an unlawfully discriminatory manner.

The provision of any voluntary redundancy benefits will be equally available to all employees unless there is a genuine and lawful justification for doing otherwise.

The Extent of the Policy

The Company seeks to apply this Policy in the recruitment, selection, training, appraisal, development and promotion of all employees The Company ensures that all its practices are in full compliance with this Policy.

This Policy does not form a part of any employment contract with any employee, and its contents are not to be regarded by any person as implied, collateral or express terms to any contract made with the Company.

The Company reserves the right to amend and update this Policy at any time.

Kevin Culhane
Director
17th November 2025

MYCO Contracts Ltd
3rd Floor, Godliman House, 21 Godliman Street, London EC4V 5BD
+44 20 3848 8777
info@mycoltd.co.uk