Equal Opportunity Policy

Effective Date: 22nd February, 2024

Last Updated: 28th February, 2025

Review Date: 28th February, 2026

It is the policy of TreadTracker to treat everyone with dignity and respect at work.

We are committed to an ongoing programme of equal employment and non-discrimination for all and comply with all relevant obligations under the Equality Act 2010.

This policy is not contractual but sets out the way in which we aim to manage equal opportunities. This policy applies to all employees and workers. To ensure that this policy complies with the law and remains effective and relevant we reserve the right to amend it as necessary from time to time.

We provide equal employment opportunities in accordance with the developments in the field of race relations, age, sex equality, sexual orientation, religion or belief, gender reassignment, pregnancy and maternity, disability, marriage and civil partnership and the legislation to protect against discrimination in employment. Our aim is that our workforce will be truly representative of all sections of society and each employee feels respected and able to give of their best.

Our Commitment

To create an environment in which individual differences and the contributions of all our staff are recognised and valued.
Every employee is entitled to a working environment that promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated.
Training, development and progression opportunities are available to all staff.
To promote equality in the workplace which we believe is good management practice and makes sound business sense.
We will review all our employment practices and procedures to ensure fairness.
To ensure all staff will not directly or indirectly discriminate or harass any third parties including customers or clients.
Breaches of our equality policy will be regarded as misconduct and could lead to disciplinary proceedings.

This policy is fully supported by senior management.

All job applicants, employees and workers will be made aware of this policy and a copy of the policy will be made available to all employees on joining the business. Customers/clients may also be made aware.

We take a strict approach to breaches of this policy, which will be dealt with in accordance with our Disciplinary Procedure. Serious cases of deliberate discrimination may amount to gross misconduct resulting in dismissal.

If you believe that you have suffered discrimination you must raise your concerns with your line manager or a board director. Complaints will be treated in confidence and investigated as appropriate.

There must be no victimisation or retaliation against staff who complain about discrimination. However, making a false allegation deliberately and in bad faith will be treated as misconduct and dealt with under our Disciplinary Procedure.

The Director(s) has overall responsibility for implementing and monitoring this policy, which will be reviewed on a regular basis following its implementation and may be changed from time to time.

Signed: Steve Richardson
Chairman

Alternative Wording:
Equal Opportunities Policy

The Company is committed to achieving a working environment which provides equality of opportunity and freedom from unlawful discrimination on the grounds of race, sex, pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation. This Policy aims to remove unfair and discriminatory practices within the Company and to encourage full contribution from its diverse community. The Company is committed to actively opposing all forms of discrimination.

The Company also aims to provide a service that does not discriminate against its clients and customers in the means by which they can access the services and goods supplied by the Company. The Company believes that all employees and clients are entitled to be treated with respect and dignity.

The Company will take all reasonable steps to employ, train and promote employees on the basis of their experience, abilities and qualifications without regard to race, colour, ethnic origin, nationality, national origin, religion or religious or philosophical belief, sex, sexual orientation, gender reassignment, age, marital or civil partnership status or disability. The Company will also take all reasonable steps to provide a work environment in which all employees are treated with respect and dignity and that is free of harassment based upon an employee’s race, colour, ethnic origin, nationality, national origin, religion or religious or philosophical belief, sex, sexual orientation, gender reassignment, age, marital or civil partnership status or disability. The Company will not condone any form of harassment, whether engaged in by employee or by outside third parties who do business with the Company, such as clients, customers, contractors or suppliers.

Employees have a duty to co-operate with the Company to ensure that this policy is effective in ensuring equal opportunities and in preventing discrimination, harassment or bullying. Action will be taken under the Company’s disciplinary procedure against any employee who is found to have committed an act of improper or unlawful discrimination, harassment, bullying or intimidation. Serious breaches of this equal opportunities and dignity at work statement will be treated as potential gross misconduct and could render the employee liable to summary dismissal. Employees should also bear in mind that they can be held personally liable for any act of unlawful discrimination. Employees who commit serious acts of harassment may also be guilty of a criminal offence.

You should draw the attention of your line manager to suspected discriminatory acts or practices or suspected cases of harassment. You must not victimise or retaliate against an employee who has made allegations or complaints of discrimination or harassment or who has provided information about such discrimination or harassment. Such behaviour will be treated as potential gross misconduct in accordance with the Company’s disciplinary procedure.

The Company will also take appropriate action against any third parties who are found to have committed an act of improper or unlawful harassment against its employees.

Objective
To reduce, stop and prevent all forms of unlawful discrimination.
To ensure that recruitment, promotion, training, development, assessment, benefits, pay, terms and conditions of employment, redundancy and dismissals are determined on the basis of capability, qualifications, experience, skills and productivity.

Designated Officer
Steve Richardson
Managing Director

Definition of Discrimination
Discrimination is unequal or differential treatment which leads to one person being treated more or less favorably than others are, or would be, treated in the same or similar circumstances on the grounds of race, sex, pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation. Discrimination may be direct or indirect.

Types of Discrimination
Direct Discrimination
This occurs when a person or a policy intentionally treats a person less favorably than another on the grounds of race, sex, pregnancy or maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation.

Indirect Discrimination
This is the application of a policy, criterion or practice which the employer applies to all employees but which is such that:
It is detrimental to a considerably larger proportion of people from the company that the person the employer is applying it to represents.
The employer cannot justify the need for the application of the policy on a neutral basis.
The person to whom the employer is applying it suffers detriment from the application of the policy.

Harassment
This occurs when a person is subjected to unwanted conduct that has the purpose or effect of violating their dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment.

Victimisation
This occurs when a person is treated less favourably because they have brought or intend to bring proceedings, or they have given or intend to give evidence.

Unlawful Reasons for Discrimination
Sex
It is not permissible to treat a person less favourably on the grounds of sex, marital status, civil partnership, pregnancy or maternity, gender reassignment or transgender status. This applies to men, women and those undergoing or intending to undergo gender reassignment.

Age
It is not permissible to treat a person less favourably because of their age. This applies to people of all ages. This does not currently apply to the calculation of redundancy payments.

Disability
It is not permissible to treat a disabled person less favourably than a non-disabled person. Reasonable adjustments must be made to give the disabled person as much access to the service and ability to be employed, trained or promoted as a non-disabled person.

Race
It is not permissible to treat a person less favourably because of their race, the colour of their skin, their nationality or their ethnic origin.

Sexual Orientation
It is not permissible to treat a person less favourably because of their sexual orientation.

Religion or Belief
It is not permissible to treat a person less favourably because of their religious beliefs or their religion or their lack of any religion or belief.

Reasonable Adjustments
The Company has a duty to make reasonable adjustments to facilitate the employment of a disabled person. These may include:
Making adjustments to premises;
Transferring a disabled employee to a role better suited to their disability;
Relocating a disabled employee to a more suitable office;
Giving a disabled employee time off work for medical treatment or rehabilitation;
Providing training or mentoring for a disabled employee;
Supplying or modifying equipment, instruction and training manuals; or
Any other adjustments that the Company considers reasonable and necessary, provided such adjustments are within the financial means of the Company.

If an employee has a disability and feels that any such adjustments could be made by the Company, they should contact the Designated Officer.

Responsibility
All employees, subcontractors and agents of the Company are required to act in a way that does not subject any other employees or clients to direct or indirect discrimination, harassment or victimisation on the grounds of their race, sex, pregnancy or maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age or sexual orientation.

The co-operation of all employees is essential for the success of this Policy. Senior employees are expected to follow this Policy and ensure that all employees, subcontractors and agents do the same.

Employees may be held independently and individually liable for their discriminatory acts by the Company and, in some circumstances, an Employment Tribunal may order them to pay compensation to the person who has suffered as a result of discriminatory acts.

The Company takes responsibility for achieving the objectives of this Policy, and for ensuring compliance with relevant Legislation and Codes of Practice.

Reporting Complaints
All allegations of discrimination or harassment will be dealt with seriously, confidentially and speedily. The Company will not ignore or treat lightly grievances or complaints of discrimination or harassment from members of a particular race, colour, ethnic origin, nationality, national origin, religion or religious or philosophical belief, sex, sexual orientation or age or from employees who have undergone gender reassignment, are married, have entered into a civil partnership or have a disability.

With cases of harassment, while the Company encourages employees who believe they are being harassed to notify the offender that his or her behaviour is unwelcome, the Company also recognises that actual or perceived power and status disparities may make such confrontation impractical.

If you wish to make a complaint of discrimination or harassment, whether against the Company, a fellow employee or a third party, you should follow the steps below:
First of all, report the incident of discrimination or harassment to your line manager. If you do not wish to speak to your line manager, you can instead speak to another member of management or to Human Resources.
Such reports should be made promptly so that investigation may proceed and any action taken expeditiously.
All allegations will be taken seriously. You will be interviewed and asked to provide a written statement setting out the details of your complaint. Confidentiality will be maintained to the extent practical, but the alleged harasser or discriminator must be informed so that they can fairly respond. The Company reserves the right to arrange for another manager to conduct the investigation.
Once the investigation has been completed, you will be informed in writing of the outcome. If your complaint is upheld, the Company will take appropriate action. You will not be penalised for raising a complaint in good faith. If your complaint is not upheld, arrangements will be made for you and the alleged harasser or discriminator to continue or resume working.
Alternatively, you may use the Company’s grievance procedure to make a complaint.

Any employee found to have discriminated against or harassed another in violation of this policy will be subject to disciplinary action under the Company’s disciplinary procedure. Such behaviour may be treated as gross misconduct and could render the employee liable to summary dismissal. Line managers who know that such discrimination or harassment has occurred but take no action will also be subject to disciplinary action under the Company’s disciplinary procedure.

Extent
The Company seeks to apply this Policy in recruitment, selection, training, appraisal, development and promotion of employees. The Company seeks to ensure that all subcontractors and agents act in accordance with this Policy. The Company accepts no liability for the actions of subcontractors and agents. The Company offers goods and services in a manner that complies with the spirit of this Policy.

This Policy does not form a part of any employment contract with any employee and its contents are not to be regarded by any person as implied, collateral or express terms to any contract made with the Company.

The Company reserves the right to amend and update this Policy at any time.