Equality & Diversity Policy
1. Policy Statement
SSGC Ltd is committed to promoting equality, diversity, and inclusion and to providing a working environment in which all employees, workers, applicants, contractors, and agency staff are treated fairly, with dignity and respect.
The Company is committed to ensuring that no individual is treated less favourably or disadvantaged unlawfully on the grounds of a protected characteristic and that equality of opportunity is embedded across all areas of the business.
2. Legal Framework
This policy is underpinned by the Equality Act 2010, which protects individuals from discrimination, harassment, and victimisation on the basis of the following protected characteristics:
• Age
• Disability
• Gender reassignment
• Marriage and civil partnership
• Pregnancy and maternity
• Race (including colour, nationality, ethnic or national origin)
• Religion or belief
• Sex
• Sexual orientation
3. Scope
This policy applies to all stages of employment, including recruitment, selection, training, promotion, pay, benefits, performance management, disciplinary procedures, dismissal, and redundancy.
It applies to all employees, workers, agency staff, contractors, volunteers, and applicants for employment.
4. Our Commitment
SSGC is committed to:
• Promoting equality of opportunity for all
• Making employment decisions based on merit, skills, and experience
• Preventing unlawful discrimination, harassment, bullying, and victimisation
• Creating an inclusive workplace that values difference
• Complying with all relevant equality and employment legislation
Where appropriate and lawful, the Company may take positive action to encourage applications from underrepresented groups or to support development opportunities, in accordance with the Equality Act 2010.
5. Recruitment, Selection, and Promotion
SSGC aims to ensure that recruitment, selection, and promotion processes are fair, transparent, and objective.
• Job advertisements will be worded and placed to avoid discrimination
• Selection criteria will relate directly to the requirements of the role
• Comparable overseas qualifications will be considered where appropriate
• Employment decisions will not be influenced by assumptions or stereotypes
Where an occupational requirement applies and is lawful under the Equality Act 2010, it will be applied narrowly and objectively.
6. Training and Development
SSGC is committed to providing fair access to training and development opportunities. Selection for training and development will be based on objective criteria and business need.
Where appropriate and lawful, the Company may provide additional training or development support to address underrepresentation or disadvantage.
7. Harassment, Bullying, and Victimisation
SSGC will not tolerate harassment, bullying, or victimisation of any kind.
Any employee who experiences or witnesses’ behaviour that may breach this policy is encouraged to raise concerns in accordance with the Company’s grievance procedure. All complaints will be taken seriously and handled fairly and confidentially.
Breaches of this policy may result in disciplinary action, up to and including dismissal.
8. Reasonable Adjustments and Cultural Considerations
SSGC will make reasonable adjustments for employees and applicants with disabilities, in line with legal requirements.
The Company will also seek, where reasonably practicable, to accommodate cultural and religious needs, provided this does not compromise health, safety, or operational requirements.
9. Responsibilities
Employees
All employees are expected to:
• Comply with this policy
• Treat colleagues, clients, and members of the public with fairness and respect
• Refrain from discriminatory, harassing, or victimising behaviour
Managers
Managers are responsible for:
• Promoting equality and diversity within their teams
• Applying this policy consistently
• Addressing concerns promptly and appropriately
The Company
The Company is responsible for:
• Implementing and monitoring this policy
• Providing appropriate training and guidance
• Reviewing the policy regularly to ensure legal compliance and effectiveness
10. Monitoring and Review
SSGC will monitor workforce data and employment practices where appropriate and lawful to assess the effectiveness of this policy. The policy will be reviewed regularly and updated as required to reflect changes in legislation or best practice.
11. Status of This Policy
This policy does not form part of any contract of employment. SSGC reserves the right to amend, update, or withdraw this policy at its discretion.
12. Approval
This policy was approved on:
Date: 29/01/2026
Name: Doug Edwards
Position: Managing Director
Signed:
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