P & T Contracts is committed to eliminating discrimination, victimisation and encouraging diversity amongst our workforce. Our aim is that our workforce will be truly representative of all sections of society and each employee feels respected and able to give their best.

To that end the purpose of this policy is to provide equality and fairness for all in our employment and not to discriminate on the grounds of gender, marital status, race, ethnic origin, colour, nationality, national origin, disability, sexual orientation, religion or age. We oppose all forms of unlawful and unfair discrimination and monitor fairness in recruitment from different ethnic and other under represented groups.

All employees, whether part-time, full time or temporary, will be treated fairly and with respect. Selection for employment, promotion, training or any other benefit will be on the basis of aptitude and ability. All employees will be helped and encouraged to develop their full potential through training and the talents and resources of the workforce will be fully utilised to maximise the efficiency of the organisation.

Our commitment is to:

• Create an environment in which individual differences and the contributions of all of our staff are recognised and valued.
• Ensure 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.
• Apply this policy when we recruit new staff and use open methods of recruitment including the use of job centres, careers offices and press releases.
• Equality in the workplace is good management practice and makes sound business sense.
• The company will review its’ practices and procedures to ensure fairness and communicate this policy by posting it on the company notice board, explaining it at induction and maing it available to mebers of the public on the company website.

Breaches of our equality policy will be regarded as misconduct and may lead to disciplinary actions and possibly dismissal.

• The Senior Partner is responsible for the policy stated above and it is fully supported by senior managers and partners and has been prepared in consultation with employee representatives.
• The policy will be reviewed to determine it has relevance annually.

Paul West
Senior Partner