This Equal Opportunities Policy applies to:

• All employees (full-time, part-time, fixed-term and temporary)

• Self-employed contractors and subcontractors

• Agency workers

• Job applicants

• Customers and clients

• Suppliers and visitors

The policy covers all aspects of employment and service delivery, including:

• Recruitment and selection

• Pay, benefits and terms of employment

• Training, development and promotion opportunities

• Performance management and appraisal

• Discipline and grievance procedures

• Redundancy and dismissal

• Access to company facilities and benefits

• Health and safety and wellbeing

• Flexible working requests

• Parental leave and requests for time off

Under the Equality Act 2010, it is unlawful to discriminate against anyone because of the following protected characteristics:

• Age – treating someone less favourably because they are, or appear to be, a particular age

• Disability – including physical disability, mental health conditions, learning disabilities and long-term medical conditions

• Gender Reassignment – the process of transitioning from one gender to another

• Marriage and Civil Partnership – being married or in a civil partnership

• Pregnancy and Maternity – being pregnant or having recently given birth, or breastfeeding

• Race – including colour, nationality, ethnic or national origin

• Religion or Belief – including any religion, belief, or lack of religion or belief

• Sex – being male or female

• Sexual Orientation – attraction to people of the same sex, opposite sex, or both sexes

Riverdale Falls is committed to preventing all forms of unlawful discrimination. These include:

4.1 Direct Discrimination

Treating someone less favourably because they have (or are perceived to have) a protected characteristic.

Example: Refusing to interview a candidate because of their age, or preferring to hire younger-looking workers.

4.2 Indirect Discrimination

Applying a provision, criterion or practice that appears neutral but puts people with a particular protected characteristic at a disadvantage.

Example: A requirement that all employees must be available to work evenings and weekends might indirectly discriminate against employees with childcare responsibilities (more likely to affect women or single parents).

4.3 Harassment

Unwanted conduct related to a protected characteristic that has the purpose or effect of:

• Violating someone's dignity, or

• Creating an intimidating, hostile, degrading, humiliating or offensive environment

Example: Making jokes about someone's religion, sexual orientation or ethnic background; unwanted physical contact; displaying offensive imagery or language.

4.4 Victimisation

Treating someone unfairly because they have:

• Made a complaint about discrimination

• Supported someone else's complaint

• Given information about a discrimination matter

• Taken action under the Equality Act 2010

Example: Not promoting someone because they raised a discrimination grievance.

4.5 Discrimination by Association

Treating someone unfairly because they are associated with someone who has a protected characteristic.

Example: Refusing to hire someone because their spouse has a disability.

4.6 Discrimination by Perception

Treating someone unfairly based on a mistaken belief that they have a protected characteristic.

Example: Refusing to promote someone because you mistakenly think they are disabled.

Riverdale Falls commits to:

5.1 Fair Recruitment and Selection

• Advertising vacancies widely and attracting the widest pool of applicants

• Using fair, objective and transparent recruitment processes

• Selection decisions based on merit and relevant qualifications, skills and experience

• Ensuring no unnecessary or unjustifiable requirements that could discriminate (e.g. height, appearance, age ranges)

• Offering reasonable adjustments to enable disabled candidates to demonstrate their abilities

• Keeping all recruitment decisions and information confidential

5.2 Equal Pay and Benefits

• Ensuring equal pay for work of equal value regardless of protected characteristics

• Reviewing pay regularly to identify and address any gender pay gaps or other pay inequalities

• Providing equal access to benefits, bonuses, pension schemes and other terms of employment

5.3 Training, Development and Promotion

• Making training and development opportunities available to all staff based on merit and need

• Supporting staff to develop their full potential regardless of protected characteristics

• Considering promotion decisions based on ability, experience and potential, not on assumptions or stereotypes

• Encouraging applications from underrepresented groups for senior roles

5.4 Flexible Working and Work-Life Balance

• Considering requests for flexible working arrangements fairly and without discrimination

• Recognising that employees may have different needs (e.g. childcare, health conditions, religious observance)

• Making adjustments where reasonably practicable

5.5 Health, Safety and Wellbeing

• Ensuring health and safety protections apply equally to all

• Making reasonable adjustments for disabled employees to enable them to work safely

• Providing support for employees with health conditions or disabilities

• Taking mental health seriously and supporting employees experiencing stress or mental health issues

5.6 Reasonable Adjustments for Disabled Employees

Riverdale Falls has a legal duty to make reasonable adjustments for disabled employees. These may include:

• Modifying the workplace (e.g. accessible parking, ramps, adapted desks)

• Changing working hours or patterns

• Providing specialist equipment or software

• Offering additional training or support

• Redeploying to a more suitable role

• Allowing time off for medical appointments or rehabilitation

Any employee with a disability should discuss adjustments with office administration so we can work together to find suitable solutions.

5.7 Bullying, Harassment and Discrimination

Riverdale Falls will not tolerate bullying, harassment or discrimination in any form. This includes:

• Behaviour between employees

• Behaviour by managers or supervisors

• Behaviour by customers, suppliers or visitors directed at employees

• Online harassment or bullying (emails, social media, messaging apps)

Any instances will be treated as serious misconduct under our discipline procedure. Particularly serious cases may amount to gross misconduct and lead to immediate dismissal.

5.8 Reporting and Support

• Creating a safe, non-victimising environment where employees feel confident reporting discrimination, harassment or bullying

• Taking all complaints seriously and investigating promptly and fairly

• Providing support to employees who have experienced or witnessed discrimination

• Keeping complaints confidential as far as possible

• Protecting employees from victimisation for reporting discrimination

5.9 Monitoring and Review

• Monitoring the make-up of our workforce regarding age, sex, ethnic background, disability, religion or belief, sexual orientation and other relevant characteristics

• Reviewing recruitment, pay, promotion and other employment data to identify any patterns of inequality

• Reviewing policies and practices regularly to ensure they do not discriminate

• Updating this policy at least annually

• Assessing the effectiveness of equality measures and taking action where needed

5.10 Training

• Providing equality and diversity training to all staff, including management

• Ensuring all staff understand:

  • What protected characteristics are

  • What forms of discrimination are unlawful

  • Their responsibilities in preventing discrimination

  • How to report discrimination or bullying

  • What happens if they discriminate

6.1 Employer Responsibility

Riverdale Falls, through senior management and office administration, is responsible for:

• Setting the tone for a fair, inclusive workplace

• Ensuring this policy is understood and implemented

• Providing resources for equality and diversity training

• Investigating complaints fairly

• Taking disciplinary action when necessary

• Monitoring and reviewing equality measures

• Consulting with employees about the policy

6.2 Manager and Supervisor Responsibility

Managers and site supervisors are responsible for:

• Treating all workers fairly and with respect

• Leading by example in promoting equality

• Ensuring their team understands and complies with this policy

• Identifying any discriminatory behaviour or practices

• Addressing discrimination promptly

• Supporting employees who have experienced discrimination

• Making reasonable adjustments for disabled employees

6.3 Employee and Contractor Responsibility

All employees and contractors are responsible for:

• Treating colleagues, managers, customers and visitors with respect

• Not discriminating against anyone

• Not harassing or bullying anyone

• Supporting a workplace free from discrimination

• Reporting discrimination, harassment or bullying they experience or witness

• Considering how their actions, words or behaviour might affect others with different protected characteristics

• Attending equality and diversity training

Important: Employees can be held liable for acts of discrimination, harassment or bullying in the course of their employment, even if not acting on behalf of Riverdale Falls. This means if you discriminate against a colleague, customer or supplier, you could face disciplinary action and potentially legal proceedings.

7.1 Raising a Complaint

If you experience or witness discrimination, harassment, bullying or victimisation, you have the right to:

• Raise a formal or informal complaint without fear of victimisation

• Use the organisation's grievance procedure

• Seek external support from ACAS or the Equality and Human Rights Commission

Who to report to:

• Your line manager or site supervisor (in most cases)

• Office administration (if the complaint involves your manager or involves multiple people)

• Nick Groves, Director (if you feel uncomfortable reporting through normal channels)

Informal approach:

For minor issues, you may prefer to speak informally to your manager or supervisor first. They will listen, take you seriously, and try to resolve the matter quickly.

Formal complaint:

For more serious matters, you can make a formal grievance complaint in writing. You should:

• Describe what happened, including dates and people involved

• Explain how it has affected you

• Submit this to office administration

• Expect a response within 5 working days

7.2 Investigation and Resolution

We will:

• Take your complaint seriously and keep it confidential as far as possible

• Investigate promptly and fairly (normally within 10 working days)

• Speak to all parties involved and any witnesses

• Not make assumptions or rely on hearsay

• Keep you informed of progress

• Take any appropriate action (disciplinary, training, policy changes)

7.3 Disciplinary Action

If our investigation finds that discrimination, harassment or bullying has occurred:

• First incident: A verbal warning and clear expectation of changed behaviour

• Second incident: A written warning; the person may be suspended or removed from site

• Serious or repeated incidents: Dismissal or removal from future contracts

The seriousness of the conduct, any previous warnings, and the impact on the person affected will all be considered.

7.4 Your Rights

• You have the right to be accompanied by a colleague or friend at any meetings

• You have the right to appeal against any decision

• Making a complaint will not affect your employment (protected from victimisation)

• You can also make a claim to an Employment Tribunal within 3 months of the alleged discrimination (this does not prevent you using the organisation's grievance procedure)

8.1 Pregnancy and Maternity

• Pregnant employees have the right to paid time off for antenatal care

• Employees have the right to maternity leave (statutory entitlement)

• We will make adjustments to protect the health and safety of pregnant employees (e.g. removing heavy lifting tasks, providing rest facilities)

• Employees should not be disadvantaged in pay, benefits or promotion due to pregnancy or maternity leave

8.2 Disability

• We will not ask about disability at the recruitment stage unless it is necessary for the role

• Disabled employees have the right to reasonable adjustments

• We will not discriminate because of disability

• We will support employees who develop disabilities while working with us

8.3 Religion or Belief

• We will respect religious observance, including prayer times and religious holidays

• Employees may request time off for religious festivals (reasonable requests will be considered)

• We will accommodate dietary requirements (e.g. halal, kosher, vegetarian, vegan)

• We will not discriminate based on religion or belief, or lack of belief

8.4 Gender Reassignment

• Employees undergoing gender reassignment have the right to privacy and to be treated with respect

• We will use the employee's chosen name and pronouns

• We will not discriminate at any stage of the employment relationship

• Employees are protected from harassment related to gender reassignment

8.5 Sexual Orientation

• Sexual orientation is protected; discrimination based on sexual orientation is unlawful

• Same-sex couples are treated the same as opposite-sex couples regarding benefits, leave and other employment matters

• We will not tolerate harassment based on sexual orientation

8.6 Caring Responsibilities

While not a formal protected characteristic, we recognise that employees may have caring responsibilities (childcare, elderly parents, relatives with disabilities). We will:

• Consider flexible working requests from employees with caring responsibilities

• Make reasonable adjustments where possible

• Not discriminate against employees because of caring responsibilities

Under the Equality Act 2010, Riverdale Falls can take "positive action" to support underrepresented groups or groups that are disadvantaged. This means we can:

• Target recruitment to underrepresented groups (e.g. women in construction, ethnic minority workers)

• Provide mentoring or development support to employees from underrepresented groups

• Use positive action as a tie-breaker when selecting between equally qualified candidates for promotion

This is not the same as positive discrimination (which is unlawful). All recruitment and promotion decisions must still be based on merit.

10.1 What Constitutes a Breach

Breaches of this policy include:

• Discriminating against someone based on a protected characteristic

• Harassing or bullying anyone

• Victimising someone for reporting discrimination

• Failing to make reasonable adjustments for disabled employees

• Not investigating complaints fairly and promptly

• Retaliating against someone who has made a complaint

10.2 Consequences

• Employees who breach this policy may face disciplinary action up to and including dismissal

• Contractors who breach this policy may have their contract terminated immediately

Serious breaches may result in legal action by the affected individual

• Complaints about discrimination will be handled confidentially

• Information will only be shared with those who need to know (e.g. investigator, witnesses, disciplinary panel)

• We will try to protect the identity of the person making a complaint, but we cannot always guarantee confidentiality if it affects the fairness of the investigation

• We will not disclose information to unnecessary third parties

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If you need support or advice, you can contact:

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• ACAS Helpline: 0300 123 1100 (free, confidential advice on employment rights)

• Equality and Human Rights Commission: www.equalityhumanrights.com

• Citizens Advice: www.citizensadvice.org.uk

• Your Trade Union (if applicable)

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This policy will be reviewed at least annually and updated to reflect:

• Changes in legislation

• Employment tribunal decisions

• Feedback from employees and contractors

• Monitoring data showing any trends in discrimination or harassment

• Changes in industry best practice

The next review date is December 2026.

This Equal Opportunities Policy is fully supported by senior management. All employees and contractors are required to read, understand and comply with this policy.

By signing the Induction Acknowledgment Form, employees confirm they have received, read and understood this Equal Opportunities Policy and agree to comply with it.