Equal Opportunities Policy

Equal Opportunities Policy

W. M. IRONWORK LTD, NEWTON TRACEY, BARNSTAPLE, DEVON, EX31 3PN
Tel: 01271 858444
www.wmi.uk.com
Created and issued: 12/11/2024
Reviewed: 07/08/2025

Introduction

W. M. Ironwork Ltd is committed to creating an inclusive and supportive workplace where everyone can thrive.
This policy outlines our commitment to equality and compliance with the Equality Act 2010 and other relevant UK legislation.

Scope

This policy applies to all employees, contractors, temporary staff, job applicants, and anyone carrying out work on behalf of W. M. Ironwork Ltd. It covers all aspects of employment including recruitment, onboarding, promotions, training, and conduct.

Policy

• The company values the contributions of individuals regardless of sex, pregnancy or maternity, age, marital status, civil partnership, disability, sexual orientation, gender reassignment, race, religion or belief, or national origin.
• All employees will be treated with dignity and respect, and the company aims to provide a workplace free from unlawful discrimination, harassment, or victimisation.
• The company recognises its legal obligations under the Equality Act 2010, the Civil Partnership Act, and regulations relating to fixed-term and part-time workers.
• Recruitment and selection processes will be based solely on merit and ability.
• Acts breaching this policy will be fully investigated and may result in disciplinary action.
• Support will be provided where possible to employees who become disabled.
• Where practicable, facilities for people with disabilities will be incorporated into new or refurbished premises.
• This policy will be distributed and publicised to all employees as appropriate.

Recruitment, Training, and Promotion

• Recruitment processes aim to attract a diverse applicant pool. Decisions are based solely on suitability and qualifications.
• Training will be provided to support skill development and reinforce equal opportunities principles.
• Promotion decisions will be based on merit, performance, and potential. Progression opportunities will be fair and transparent.

Right to Work and Non-Discrimination

• Right to Work checks will be conducted for all employees in line with the Immigration, Asylum and Nationality Act 2006.
  These checks are applied equally to all candidates.

Harassment at Work

The company will not tolerate harassment. All employees are required to maintain high standards of conduct.

Harassment may include:

• Verbal abuse or insulting behaviour
• Sexist, racist, or other discriminatory jokes
• Circulation of offensive material
• Bullying or threatening behaviour
• Exclusion or ridicule based on protected characteristics
• Unwelcome sexual behaviour or comments
• Any conduct that intimidates, humiliates, or offends

Harassment or malicious allegations will be treated as gross misconduct. Complaints should be raised through the grievance procedure.

Non-Compliance

Non-compliance may result in disciplinary action up to and including dismissal.

Implementation of the Policy

Senior management holds responsibility for policy implementation. All employees must support and comply with the policy. New employees will be informed during induction.

Monitoring Policy

The policy will be monitored continuously to assess effectiveness.

Reviewing Policy

The policy will be reviewed annually or following incidents or organisational changes.

Policy Amendments

Any changes will be communicated to all relevant employees, with written notice or training provided where appropriate.

Additional Information

If further information or clarification is needed, employees should contact their manager. Concerns may be raised through the company’s formal Grievance Procedure.