Equal Opportunities Policy Statement
SSGC understands that a strong business is built from its employees up. That is why we are dedicated to onboarding team members of the highest quality and retaining toptier talent through fostering an equitable and honourable company ethos. In short, that is why we are an equal opportunities employer.
We are firmly committed to a policy of treating all our employees and job applicants equally. SSGC works diligently to avoid unlawful discrimination across the board, including in recruitment, promotion, opportunities for training, pay and benefits, discipline and selection for redundancy.
We work hard to employ and promote employees solely on the basis of their abilities and qualifications, without regard to race, colour, ethnic origin, nationality, national origin, religion or belief, sex, sexual orientation, gender reassignment, age, marital or civil partnership status and/or disability.
We appoint, train, develop and promote our employees on the basis of merit and ability alone.
Prevention of Sexual Harassment
SSGC recognises its legal duty to take reasonable steps to prevent sexual harassment of employees in the course of their employment. This includes harassment by colleagues, managers, contractors, customers, clients, or any third party connected with our work.
SSGC will take proactive measures to prevent sexual harassment, including maintaining clear policies, providing regular and refreshed training, ensuring effective reporting procedures, and taking prompt and appropriate action where concerns are raised. Training may be tailored where appropriate for managers and those with responsibility for others.
We recognise that the effectiveness of this policy depends on the commitment of everyone within the organisation. Employees are expected to work with SSGC to ensure this policy is upheld. A rigorous approach is taken to addressing bullying, harassment, intimidation and unlawful discrimination, supported by clearly defined procedures which are firmly enforced.
Aims
SSGC is committed to promoting equality and eliminating unlawful discrimination. This policy aims to support that commitment by:
• ensuring our workforce reflects the diversity of the community we serve; and
• identifying special needs and taking steps to meet them.
Employment
SSGC is taking concrete steps to achieve a fully representative workforce. These include:
• refining recruitment and selection procedures;
• training employees on this policy and related procedures; and
• supporting flexible working arrangements.
SSGC recognises:
• that we exist to serve our customers;
• that our customers have a diverse range of needs;
• that our workforce should reflect our customer base at all levels;
• that meaningful service improvements require informed input from those who use our services; and
• that nondiscriminatory service delivery requires regular monitoring and review.
SSGC will:
• take all necessary steps to ensure equality of opportunity and eliminate unlawful discrimination;
• ensure equality principles are embedded throughout service provision;
• require service providers acting on our behalf to operate without discrimination; and
• seek to promote equal opportunities within the wider community.
Recruitment, Advertising and Selection
Recruitment processes are designed to identify the best candidates based solely on ability and qualifications. Equal opportunities principles apply at all stages of recruitment and selection.
Advertisements will, where practical:
• encourage applications from all sections of the community;
• avoid unnecessary criteria that may disadvantage particular groups; and
• avoid requirements relating to marital or civil partnership status.
Selection decisions are based on objective assessment of an individual’s ability to perform, or be trained to perform, the role. Disabled applicants can expect reasonable adjustments to be made where required.
Selection tests are reviewed periodically to ensure relevance and freedom from unjustifiable bias.
Training, Transfer and Promotion
Managers are trained and supported to promote equal opportunity within their teams and to identify, prevent and address bullying and harassment, taking early action where inappropriate behaviour arises.
All employees involved in recruitment, training, transfer or promotion decisions are instructed not to discriminate on protected grounds.
SSGC provides training to employees to support understanding of their rights and responsibilities and to foster a working environment free from bullying and harassment.
Promotion and development systems are reviewed periodically to ensure they operate fairly and without unlawful discrimination.
Terms of Employment, Benefits and Equal Pay
All terms of employment, benefits, facilities and services are reviewed periodically to ensure compliance with equality legislation.
SSGC is committed to equal pay for work of equal value and seeks to maintain a transparent, objective and biasfree pay system.
Grievances and Complaints
SSGC treats all allegations of discrimination, bullying or harassment seriously, confidentially and promptly. Employees are encouraged to raise concerns at an early stage, formally or informally, without fear of retaliation.
Clear grievance and antiharassment procedures are in place to support employees who raise concerns. No employee will be penalised for raising a complaint unless it is found to be untrue and made in bad faith.
SSGC will not tolerate sexual harassment or discrimination by third parties, including clients, customers, suppliers or visitors. Such behaviour will be addressed promptly and may result in removal from site, termination of contracts or other appropriate action.
Monitoring and Review
SSGC monitors the impact of its employment practices to assess whether equal opportunity standards are being met and to identify any potential indirect discrimination. The effectiveness of this policy, including measures taken to prevent harassment, will be reviewed periodically and updated where necessary.
Approval For this Statement
This statement was approved by the Board of Directors on 29/01/2026 signed by Doug Edwards, Managing Director.
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