Equality & Diversity Policy

Policy Statement: 4 Woods Carpentry and Construction Limited ("the Company") is committed to promoting equality, diversity, and inclusion in all areas of our operations – within our workforce, in our recruitment practices, and in the services we provide to clients. We aim to provide a work environment where everyone is treated with respect, dignity, and fairness, and where individual differences are valued and celebrated. We will not tolerate any form of unlawful discrimination, harassment, or victimisation on any grounds. The goal is for our workforce to be truly representative of all sections of society we encounter, and for each employee to feel respected and able to give their best.

 

This policy is applicable to all employees, job applicants, contractors, subcontractors, clients, and any other stakeholders in our business. Everyone has a duty to uphold these principles and to act in accordance with this policy.

 

Legal Framework: We adhere to the Equality Act 2010 and all relevant anti-discrimination laws. It is unlawful to discriminate against someone on the basis of what the law terms "protected characteristics". These are:

• Age

• Disability (physical or mental)

• Marriage and civil partnership

• Pregnancy and maternity

• Race (including colour, nationality, ethnic or national origin)

• Religion or belief (including no religion)

• Sex (gender)

• Sexual orientation

 

We also strive to ensure no discrimination based on any other personal characteristics or group membership (such as socio-economic background, union membership, part-time/fixed-term status, political views unconnected to work, etc.) in line with our commitment to inclusion, even where not explicitly prohibited by law.

 

Our Commitments in Employment:

1. Recruitment and Selection: The Company recruits employees on the basis of merit – skills, experience, qualifications, and potential – relevant to the job role. Job descriptions and requirements will be limited to those necessary for effective performance. We will avoid criteria or wording that may unjustifiably exclude particular groups. All job advertisements will carry a statement that we are an equal opportunity employer. We will make efforts to reach a diverse pool of candidates (for instance, advertising in a variety of outlets). Shortlisting and interviewing will be done against objective criteria and consistently applied. Interview questions will relate to the requirements of the job and not unlawfully discriminate (for example, we will not ask questions about plans for family or religious practices, etc., which are irrelevant to job ability).

 

1. Employment Terms, Benefits, and Pay: We ensure that all employees receive equal pay for the same or equivalent work, free of gender or other bias. We evaluate job roles and pay grades to ensure a fair structure. No discriminatory clauses (e.g., benefits that indirectly disadvantage one group) will be in our terms. All employment policies (like leave, flexible working requests, promotion criteria) will be applied consistently and fairly to all. We commit to making reasonable adjustments in the workplace or to working arrangements for those with disabilities to give them equal opportunities (for example, accommodating medical appointments, modifying equipment, or adjusting hours as needed and feasible).

 

1. Promotion and Career Development: Decisions on promotions, training, or any other career development opportunities will be based on merit and business needs. We encourage all employees to develop, and we will make opportunities for training and advancement available to all staff, without bias. Where representation of certain groups in particular job levels is low, we will consider whether there are any barriers (e.g., women in construction trades) and what support might help (like mentorship or targeted outreach). However, selection for promotion will remain based on objective performance and competency criteria.

 

1. Day-to-Day Work Environment: We strive to create a supportive environment. Every employee is expected to treat colleagues and customers with respect. Any form of harassment or bullying is not tolerated. This includes jokes or banter that might be offensive, slurs, or unwanted touching – whether it relates to a protected characteristic or otherwise. We have a separate Anti-Bullying and Harassment policy that sets out examples and process (which aligns with this policy). Employees found to have harassed or bullied others will face disciplinary action, which could include dismissal in serious cases.

1. • Harassment is defined as unwanted conduct related to a relevant protected characteristic that has the purpose or effect of violating someone's dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment. This can be one serious incident or a pattern of behaviour.

   • Bullying might not be tied to a protected characteristic but is similarly prohibited – it's repeated less-favourable treatment, ridicule, or exclusion that is offensive or intimidating.

   • All employees have a responsibility to be mindful of their language and behaviour. "Banter" is not an excuse for harassment.

 

1. Family-Friendly Practices: We abide by legislation regarding maternity, paternity, adoption, parental leave, and the right to request flexible working. We will not discriminate against anyone for being pregnant or a parent. We aim to accommodate religious practices reasonably (like prayer times or religious holidays) as long as it does not unduly disrupt work, under our duty to accommodate religious beliefs as practicable.

 

1. Disability and Reasonable Adjustments: If an employee or job applicant has a disability, we will engage with them to understand what adjustments can help them perform or participate equally. This might include adjustments to the recruitment process (e.g., giving a longer time for a test), adjustments to the role (e.g., specialised equipment or modified duties), or adjustments to the work environment (e.g., wheelchair access, ergonomic furniture). Each case is considered individually and confidentially. We ensure no one is treated less favourably due to disability and that disabled employees are supported.

 

Our Commitments in Service Delivery:

1. Equal Treatment of Clients: We provide our services to clients without discrimination. We will never refuse service or provide sub-standard service on the basis of a person's protected characteristic. For instance, all customers—regardless of race, religion, gender, sexual orientation, etc.—will be treated with respect and professionalism. Any terms of service, pricing, scheduling, etc., are set based on legitimate factors (like project scope and timing) and not on discriminatory factors.

 

1. Accessibility: We strive to ensure our communications and interactions are accessible. For example, if a client has difficulty with written English, we will try to verbally explain contracts or use plain language. If a client has a hearing impairment, we'll accommodate with written follow-ups or use of email/SMS. If a customer has mobility issues, we ensure meeting locations are accessible or offer to meet at an accessible location. Our website, if used for communications or marketing, will aim to meet basic accessibility standards (clear fonts, alternative text for images, etc.).

 

1. Respect on Site: When working at clients' homes or premises, our employees and subcontractors are expected to respect the cultural norms and privacy of the household or business. For example, if working for a client who observes certain customs (like removing shoes or dietary restrictions if we bring food on site), we will respectfully follow such requests. We will not tolerate any crew member making derogatory comments about clients or their families.

2. Client Feedback: We welcome feedback from clients on our equality and diversity performance. If any client feels they have been treated in a discriminatory way by any representative of our Company, we encourage them to inform management so we can investigate and address it.

 

Responsibilities and Implementation:

• The overall responsibility for equality and diversity lies with Company Directors, who endorse this policy and ensure it is implemented. They will review progress periodically (including any incidents or complaints).

• Managers at all levels are responsible for promoting these principles in their areas, identifying any potential discriminatory practices, and taking immediate corrective action if any occur.

 

• Every employee, subcontractor, and person representing the Company has a duty to act in accordance with this policy. They should avoid participating in or condoning any form of discrimination or harassment. They are encouraged to challenge (or report) if they witness inappropriate behaviours or decisions.

• Employees have the right to raise complaints or grievances about discrimination or harassment without fear of reprisal. We have a Grievance Procedure to handle such complaints fairly and confidentially. Likewise, if an employee feels they have witnessed discrimination affecting someone else, they should report it (this can be done via our whistleblowing channels if they prefer anonymity). Management will take all complaints seriously and investigate them promptly. Disciplinary action will be taken against employees who are found to violate this policy.

 

Monitoring and Review:

• We will monitor our workforce composition (e.g., age ranges, gender balance, ethnic backgrounds to the extent staff wish to disclose, etc.) to gain insight into diversity. While being a small company may limit statistical significance, any obvious imbalances or lack of representation may prompt outreach or review of our practices for bias.

• Recruitment and promotion decisions are recorded (applications received, interview notes) to ensure decisions can be justified and to check for any inadvertent bias patterns.

• Pay is reviewed (for equal pay and to check no consistent unexplained disparity between people doing like work).

• Any incidents of harassment or discrimination are logged (even if resolved informally) to see if patterns exist (e.g., repeat issues with a particular employee or subcontractor).

• This policy will be reviewed annually and whenever there are relevant changes in legislation or best practices. Employees will be consulted on major changes where appropriate (their feedback can highlight issues not seen by management). The last review date is indicated at the end of the document.

 

Disciplinary Consequences:

• As noted, breaches of this policy by employees can lead to disciplinary action. Serious cases (like proven harassment or deliberate discrimination) are gross misconduct and can result in summary dismissal.

• For subcontractors or suppliers, a breach (e.g., a subcontractor making racist remarks on site) can lead to termination of their contract and removal from our approved list. We will also report any unlawful acts to authorities if needed.

 

Communication of Policy:

• This Equality & Diversity Policy is given to all employees (e.g., included in the employee handbook and issued at induction). We provide periodic reminders or training on its contents, especially focusing on harassment prevention and unconscious bias.

• A copy is available on our staff notice board and on our website for transparency to clients and partners.

• Managers ensure that subcontractors who work regularly with us are aware of our standards (some may even sign to acknowledge this policy or have their own similar policy).

• We foster an inclusive culture day-to-day: e.g., team social events are arranged considerately (respecting dietary restrictions, etc.), language in the workplace should be inclusive (e.g., avoiding sexist or racist terms even in idioms), and recognition of staff achievements is fair and unbiased.

By adhering to this policy, the Company ensures we not only meet our legal obligations but also create a positive, inclusive environment for everyone connected to us. We value diversity and believe it makes us stronger and more adaptable as a business.