1: Introduction

1.1 Policy Overview
Redcone Recruitment Limited is committed to fostering a workplace environment where equality, diversity, and inclusion are not only respected but actively promoted. We recognise the value of a diverse workforce and believe that the varied perspectives, experiences, and backgrounds of our employees enhance our ability to deliver superior services in traffic management and the recruitment/supply of labour. This Equality and Diversity Policy outlines the company’s commitment to eliminating discrimination, promoting fairness, and ensuring equal opportunities for all employees, contractors, clients, and stakeholders.

1.2 Purpose of the Policy
The purpose of this policy is to:

• Promote equality of opportunity in all aspects of employment and service provision.
• Eliminate unlawful discrimination, harassment, and victimisation on the grounds of any protected characteristic as outlined in the Equality Act 2010.
• Foster an inclusive workplace culture where diversity is embraced, and all individuals are treated with respect and dignity.
• Ensure compliance with relevant legislation, including the Equality Act 2010 and other applicable industry standards, such as ISO 45001 (Occupational Health and Safety Management).

1.3 Legal Framework
This policy has been developed in line with UK legislation, including:

• The Equality Act 2010, which prohibits discrimination, harassment, and victimisation on the grounds of protected characteristics such as age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.
• The Human Rights Act 1998, which ensures the fundamental rights and freedoms of individuals.
• Relevant Health and Safety regulations that ensure reasonable adjustments for disabled employees and other considerations to ensure equal access to safety in the workplace.

2: Scope

2.1 Applicability
This policy applies to all employees, contractors, temporary staff, job applicants, visitors, clients, and any other individuals who interact with Redcone Recruitment Limited. It covers all aspects of employment, including recruitment, selection, training, development, promotions, pay and benefits, discipline, and termination.

2.2 Protected Characteristics
In line with the Equality Act 2010, the following characteristics are protected under this policy:

• Age
• Disability
• Gender reassignment
• Marriage and civil partnership
• Pregnancy and maternity
• Race (including colour, nationality, and ethnic or national origin)
• Religion or belief
• Sex (gender)
• Sexual orientation

3: Policy Details

3.1 Equality of Opportunity
Redcone Recruitment Limited is committed to ensuring that all employees and job applicants are treated fairly and judged solely on their ability to perform the job. We will:

• Ensure that no job applicant, employee, or contractor is treated less favourably because of their protected characteristics.
• Strive to create a working environment free from discrimination, harassment, victimisation, and bullying.
• Ensure that equal opportunities are embedded into every aspect of the employee lifecycle, from recruitment and induction to promotion and development.

3.2 Diversity and Inclusion
Redcone Recruitment Limited values diversity in the workforce and recognises the benefits that a diverse range of experiences, perspectives, and backgrounds bring to the business. To support diversity, we will:

• Encourage applications from individuals of all backgrounds and ensure recruitment practices are transparent and free from bias.
• Provide reasonable adjustments for disabled employees and applicants to ensure equal access to employment and career progression.
• Ensure all employees feel valued and included, regardless of their background, culture, or personal circumstances.

3.3 Preventing Discrimination
Redcone Recruitment Limited will take steps to eliminate all forms of unlawful discrimination, including:

• Direct Discrimination: Treating someone less favourably because of a protected characteristic.
• Indirect Discrimination: Implementing a policy, criterion, or practice that disproportionately impacts individuals with a protected characteristic.
• Harassment: Unwanted conduct related to a protected characteristic that violates an individual’s dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment.
• Victimisation: Treating someone unfairly because they have made or supported a complaint under the Equality Act 2010.

3.4 Harassment and Bullying
Harassment and bullying in any form are not tolerated at Redcone Recruitment Limited. This includes verbal abuse, inappropriate remarks, exclusion, threats, or any behaviour that is intended to demean, degrade, or intimidate others. Employees who experience or witness such behaviour are encouraged to report it through the procedures outlined in the Grievance Policy or via the company’s confidential whistleblowing channels. The company will:

• Investigate all complaints of harassment or bullying in a fair, timely, and confidential manner.
• Take appropriate action, which may include disciplinary action, against individuals found to be in breach of this policy.

4: Recruitment and Selection

4.1 Fair Recruitment
Redcone Recruitment Limited is committed to ensuring that all recruitment practices are fair, consistent, and free from bias. To achieve this, we will:

• Ensure that job descriptions and person specifications are based solely on job requirements and that criteria do not unfairly disadvantage any group.
• Advertise job vacancies widely to encourage applications from underrepresented groups.
• Ensure that selection decisions are based on objective criteria, focusing on skills, experience, and qualifications relevant to the role.
• Implement structured interviews and standardised assessment processes to ensure fairness during recruitment.
• Monitor recruitment data to assess the diversity of applicants and review processes to remove potential barriers to employment.

4.2 Reasonable Adjustments
Redcone Recruitment Limited will make reasonable adjustments for individuals with disabilities throughout the recruitment process and during employment. This includes:

• Adjusting interview locations or formats for disabled candidates.
• Modifying workspaces, equipment, or job roles to ensure disabled employees can perform their duties effectively.
• Reviewing policies, procedures, and practices to remove barriers for disabled employees.

5: Training and Development

5.1 Training Opportunities
Redcone Recruitment Limited ensures that all employees have equal access to training and development opportunities. The company will:

• Provide diversity and inclusion training to all employees and managers to raise awareness and promote respectful behaviour in the workplace.
• Offer equal access to professional development, training courses, and career progression opportunities.
• Encourage mentoring and coaching opportunities to support the career development of underrepresented groups.
• Regularly review training programmes to ensure that no group is inadvertently excluded from opportunities for growth and development.

5.2 Performance and Promotion
Decisions on promotions, salary increases, and performance appraisals will be made solely on merit and performance-related criteria. Redcone Recruitment Limited will:

• Ensure that performance evaluations are free from bias and focus on the individual’s achievements and potential.
• Provide opportunities for employees from all backgrounds to progress within the company, based on their skills and abilities.
• Review promotion processes to ensure that barriers to progression are identified and removed for underrepresented groups.

6: Grievances and Complaints

6.1 Reporting Discrimination
Employees who believe they have experienced discrimination, harassment, or victimisation are encouraged to raise their concerns through the company’s Grievance Procedure or the Whistleblowing Policy. Redcone Recruitment Limited is committed to investigating all complaints fairly, promptly, and confidentially. Steps include:

• Investigating allegations of discrimination or harassment in accordance with internal procedures.
• Ensuring that complaints are handled with sensitivity and respect.
• Protecting individuals who raise complaints from any form of retaliation or victimisation.

6.2 Resolution and Outcomes
Following an investigation, appropriate actions will be taken, which may include:

• Offering mediation or conciliation to resolve workplace disputes.
• Implementing disciplinary procedures, where applicable, which may result in formal warnings or dismissal for employees found to have violated this policy.

7: Responsibilities

7.1 Employee Responsibilities
All employees, contractors, and temporary staff are expected to:

• Treat colleagues, clients, and others they work with in a fair, respectful, and non-discriminatory manner.
• Adhere to the principles of equality and diversity outlined in this policy.
• Report any instances of discrimination, harassment, or victimisation they experience or witness.
• Participate in training sessions on diversity, equality, and inclusion as required by the company.

7.2 Management Responsibilities
Managers and supervisors have additional responsibilities to:

• Promote and uphold equality, diversity, and inclusion within their teams and across the organisation.
• Ensure that recruitment, promotion, and work allocation decisions are made based on merit and free from discrimination.
• Respond to and address any reports of discrimination or harassment in a timely and fair manner.
• Provide reasonable adjustments and support to employees with disabilities or other needs.

8: Monitoring and Review

8.1 Monitoring
Redcone Recruitment Limited is committed to monitoring and reviewing the effectiveness of its Equality and Diversity Policy. To do this, the company will:

• Collect and analyse diversity data across recruitment, training, promotions, and employee retention to identify any inequalities or barriers.
• Monitor employee feedback through engagement surveys and consultations.
• Review any incidents of discrimination, harassment, or complaints to inform future policy changes.

8.2 Regular Review
This policy will be reviewed annually to ensure it remains relevant and in line with current legislation, industry standards, and best practices. Updates will be made as required, and any significant changes will be communicated to employees.

8.3 Employee Involvement
Feedback from employees is actively encouraged to help improve the implementation and effectiveness of this policy. Suggestions or concerns can be raised with HR or through the company’s feedback mechanisms.

9: Conclusion

Redcone Recruitment Limited is dedicated to promoting equality and diversity in the workplace, ensuring that all employees and stakeholders are treated with respect and dignity. Compliance with this policy is mandatory, and Redcone Recruitment Limited will continue to foster an inclusive culture where differences are valued, and everyone has the opportunity to contribute and succeed.

By maintaining and reinforcing the principles of equality and diversity, Redcone Recruitment Limited ensures that its workforce is reflective of the communities it serves, creating a work environment where all individuals feel valued, respected, and empowered to perform at their best.