Diversity & Equal Opportunities Policy

TBT Recruitment Ltd is committed to full compliance with the Equality Act 2010 and the worker protection (amendment of Equality Act 2010) Act 2023, as well as any future or equivalent legislation.

We provide a safe, fair and inclusive working environment, promoting equality of opportunity and taking all reasonable steps to prevent discrimination, harassment and sexual harassment – including by third parties.

The commitment applies to all employees, workers, contractors, clients, visitors and suppliers.

Commitment

TBT Recruitment opposes discrimination on the grounds of sex, age, sexual orientation, transsexuality, marital status, race/ethnic origin, religion/belief, gender reassignment, pregnancy, having a child or disability (protected characteristics).

We ensure fair treatment in recruitment, selection, promotion, pay, benefits, employment rights, appraisal, transfer, training, disciplinary procedures, redundancy and dismissal.

Preventing Harassment

TBT Recruitment takes all reasonable steps to prevent harassment and sexual harassment in the workplace, in line with the Worker Protection (amendment of Equality Act 2010) Act 2023.

Measures include:

• Clear policies and reporting procedures
• Staff and management training
• Prompt investigation of concerns and proportionate action
• Addressing harassment by third parties

Management Responsibilities

Directors, Managers and Team Leaders are responsible for:

• Ensuring a workplace free from discrimination, harassment and victimisation
• Taking all reasonable steps to prevent sexual harassment, including by third parties
• Promoting a respectful workplace culture
• Maintaining effective reporting routines and taking prompt action when issues arise.

Individual Responsibilities

All employees, workers and contractors are responsible for:

• Treating others respectfully and fairly
• Reporting any concerns about discrimination or harassment, including from third parties

Any breach of this policy may result in disciplinary action, up to and including dismissal or termination of contract/engagement.

How To Make A Complaint

Concerns or grievances relating to equality, diversity or harassment may be raised informally with the individual, a line manager or HR.

If the issue cannot be resolved informally, employees may raise a formal grievance in line with the Company’s Disciplinary, Capability and Grievance Policy and Procedure. All complaints will be treated confidentially, and employees will not be disadvantaged for raising concerns in good faith.

Definitions:

• Direct Discrimination: treating someone less favourably due to a protected characteristic
• Indirect Discrimination: apply requirements that disadvantage people with a protected characteristic
• Association/Perception Discrimination: unfavourable treatment based on association with, or perception of, a protected characteristic
• Bullying & Harassment: offensive, intimidating or unwanted behaviour that induces stress or fear
• Victimisation: unfavourable treatment because someone raised a concern under this policy or the Equality Act 2010.

For clarity, this policy is non-contractual. It is reviewed regularly to ensure it remains up to date with current legislation and best practice.

Reviewed: October 2025 by Operations Director – Scott Jeffrey