Equality and Human Rights

1. Policy Statement
DYC Electrical Services Limited (“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.
Any and all personal data used in connection with this Policy shall be collected, held, and
processed in accordance with the Company’s [Employee] Data Protection Policy.

2. Objectives of this Policy
2.1 To prevent, reduce and stop all forms of unlawful discrimination in line with the
Equality Act 2010.
2.2 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.

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3. Designated Officer

Name: Dario Careaga
Position: Director
Telephone Number 07427149720

4. Definition of Discrimination
Discrimination is unequal or differential treatment which leads to one person being treated
more or less favourably 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, and includes discrimination by
perception and association.

5. Types of Discrimination
5.1 Direct Discrimination
This occurs when a person or a policy intentionally treats a person less favourably than
another on the grounds of race, sex, pregnancy and maternity, marital or civil partnership
status, gender reassignment, disability, religion or beliefs, age or sexual orientation.
5.2 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 it detrimental to a considerably larger proportion of people from the group 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; and
 The person to whom the employer is applying it suffers detriment from the application

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of the policy.
Example: A requirement that all employees must be 6ft tall if that requirement is not justified
by the position would indirectly discriminate against employees with an oriental ethnic origin,
as they are less likely to be able to fulfil this requirement.
5.3 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.
5.4 Victimisation
This occurs when a person is treated less favourably because they have bought or intend to
bring proceedings or they have given or intend to give evidence.

6. Unlawful Reasons for Discrimination
6.1 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.
Sexual harassment of men and women can be found to constitute sex discrimination.
Example: Asking a woman during an interview if she is planning to have any (more) children
constitutes discrimination on the ground of gender.
6.2 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.
6.3 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 any
services and ability to be employed, trained, or promoted as a non-disabled person.
6.4 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.
6.5 Sexual Orientation

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It is not permissible to treat a person less favourably because of their sexual orientation. For
example, an employer cannot refuse to employ a person because s/he is homosexual,
heterosexual or bisexual.
6.6 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.

7. Positive Action in Recruitment
Under the Equality Act 2010, positive action in recruitment and promotion applies as of 6
April 2011. ‘Positive action’ means the steps that the Company can take to encourage people
from groups with different needs or with a past record of disadvantage or low participation, to
apply for positions within the Company.
If the Company chooses to utilise positive action in recruitment, this will not be used to treat
people with a protected characteristic more favourably, it will be used only in tie-break
situations, when there are two candidates of equal merit applying for the same position.

8. Reasonable Adjustments
The Company has a duty to make reasonable adjustments to facilitate the employment of a
disabled person. These may include:
8.1 Making adjustments to premises;
8.2 Re-allocating some or all of a disabled employee’s duties;
8.3 Transferring a disabled employee to a role better suited to their disability;
8.4 Relocating a disabled employee to a more suitable office;
8.5 Giving a disabled employee time off work for medical treatment or rehabilitation;
8.6 Providing training or mentoring for a disabled employee;
8.7 Supplying or modifying equipment, instruction and training manuals for disabled
employees; or
8.8 Any other adjustments that the Company considers reasonable and necessary
provided such adjustments are within the financial means of the Company.

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

9. Responsibility for the Implementation of this Policy
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 to try to 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 endeavours
to ensure compliance with relevant Legislation and Codes of Practice.

10. Acting on Discriminatory Behaviour
In the event that an employee is the subject or perpetrator of, or witness to, discriminatory
behaviour, please refer to the to the company handbook on disciplinary and grievance
procedures.

11. Advice and Support on Discrimination
Employees may contact their employee or trade union representative if access to such an
individual is possible.
Other contacts include:

Equality and Human Rights Commission
Manchester
Arndale House
The Arndale Centre
Manchester
M4 3AQ

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London
Fleetbank House
2-6 Salisbury Square
London
EC4Y 8JX
Cardiff
Block 1, Spur D, Government Buildings
St Agnes Road
Gabalfa
Cardiff
CF14 4YJ
Glasgow
151 West George Street
Glasgow
G2 2JJ
Helpline Telephone Number:
Phone: 0808 800 0082
Textphone: 0808 800 0084
Website: www.equalityhumanrights.com
Citizens Advice Bureau
3 rd Floor North
200 Aldersgate Street
London
EC1A 4HD
Website: www.citizensadvice.org.uk

Community Legal Services Direct
Telephone: 0845 345 4 345
Website: www.clsdirect.uk

12. The Extent of the Policy
12.1 The Company seeks to apply this Policy in the recruitment, selection, training,
appraisal, development and promotion of all employees. The Company offers goods
and services in a fashion that complies with the spirit of this Policy.
12.2 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.
12.3 The Company reserves the right to amend and update this Policy at any time.

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This policy has been approved & authorised by:
Name: Dario
Position: Director
Date: 17/08/18