EQUALITY AND DIVERSITY POLICY

1. Policy Statement

Musketeers Security is committed to promoting equality of opportunity for all employees, job applicants, clients, and stakeholders. We recognise that equality and diversity are central to our organisational values and business success.

We are dedicated to creating an inclusive workplace where everyone is treated with dignity and respect, free from discrimination, harassment, and victimisation. We value the diverse talents, experiences, and perspectives that individuals bring to our organisation.

This policy applies to all aspects of employment including recruitment, training, promotion, terms and conditions, and the provision of services to our clients.

2. Legal Framework

This policy is designed to ensure compliance with all relevant UK and European legislation, including but not limited to:

• Equality Act 2010 (UK) - prohibiting discrimination based on protected characteristics
• Human Rights Act 1998 (UK)
• Employment Rights Act 1996 (UK)
• The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017
• Employment Equality (Religion or Belief) Regulations 2003
• Employment Equality (Sexual Orientation) Regulations 2003
• Employment Equality (Age) Regulations 2006
• The Charter of Fundamental Rights of the European Union (retained rights)
• EU Equal Treatment Directives (retained provisions)

3. Protected Characteristics

Under the Equality Act 2010, the following are protected characteristics. Discrimination, harassment, or victimisation based on any of these characteristics is prohibited:

• Age
• Disability
• Gender reassignment
• Marriage and civil partnership
• Pregnancy and maternity
• Race (including colour, nationality, ethnic or national origin)
• Religion or belief
• Sex (gender)
• Sexual orientation

4. Forms of Discrimination

Musketeers Security prohibits all forms of unlawful discrimination, including:

4.1 Direct Discrimination

Treating someone less favourably than another person because of a protected characteristic.

4.2 Indirect Discrimination

Applying a provision, criterion, or practice that disadvantages people with a particular protected characteristic, unless it can be objectively justified.

4.3 Harassment

Unwanted conduct related to a protected characteristic that violates someone's dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment.

4.4 Victimisation

Treating someone unfavourably because they have made or supported a complaint about discrimination or harassment, or are suspected of doing so.

4.5 Discrimination by Association

Discrimination against someone because they are associated with a person who has a protected characteristic.

4.6 Discrimination by Perception

Discrimination against someone based on the perception that they have a particular protected characteristic, whether or not this is correct.

5. Commitment to Action

Musketeers Security will:

• Ensure that recruitment, selection, training, development, and promotion procedures are fair and based solely on merit and ability
• Promote a work environment free from discrimination, harassment, bullying, and victimisation
• Make reasonable adjustments to accommodate employees with disabilities in accordance with the Equality Act 2010
• Provide equal pay for work of equal value, regardless of gender or any other protected characteristic
• Monitor and review our equality and diversity practices regularly to ensure effectiveness
• Provide equality and diversity training to all employees, particularly those involved in recruitment and management
• Take seriously and investigate all complaints of discrimination, harassment, or victimisation
• Take appropriate disciplinary action against employees who breach this policy, which may include dismissal for gross misconduct
• Ensure that third parties, contractors, and partners who work with us are aware of and respect our equality and diversity standards

6. Recruitment and Selection

All recruitment and selection processes will be conducted in accordance with equality and diversity principles:

• Job descriptions and person specifications will be based on the requirements of the role
• Advertisements will not discriminate on any protected characteristic and will encourage applications from diverse candidates
• Selection will be based solely on merit, qualifications, skills, and experience relevant to the role
• Interview panels will be diverse where possible and trained in equality and diversity
• We will make reasonable adjustments for candidates with disabilities during the recruitment process

7. Training and Development

Musketeers Security is committed to providing equal access to training and development opportunities:

• All employees will have equal access to training and development opportunities based on identified needs
• Training needs will be identified through objective performance reviews and personal development plans
• We will provide mandatory equality and diversity training to all staff
• Reasonable adjustments will be made to ensure training is accessible to all employees

8. Monitoring and Review

To ensure the effectiveness of this policy, Musketeers Security will:

• Monitor the composition of our workforce and applicants by protected characteristics where appropriate and lawful
• Conduct equality impact assessments on policies, procedures, and practices
• Review pay and benefits to ensure equal pay for equal work
• Review this policy annually and update as necessary to reflect legislative changes and best practice
• Report on our equality and diversity performance to the Board and stakeholders

9. Complaints Procedure

Any employee who believes they have been subjected to discrimination, harassment, or victimisation should:

1. Report the matter immediately to their line manager, Jalil Neghza (Director), or via [email protected]
2. If the complaint involves the Director, it should be reported to another senior member of staff or in writing to the registered office
3. All complaints will be investigated promptly, thoroughly, and confidentially

We treat all complaints seriously and will take appropriate action, which may include disciplinary proceedings. No employee will be penalised for raising a genuine concern about discrimination, harassment, or victimisation.

Employees who make complaints in bad faith or maliciously may face disciplinary action.

10. Responsibilities

10.1 Management Responsibilities

Jalil Neghza, as Director, has overall responsibility for ensuring compliance with this policy and promoting equality and diversity throughout the organisation. Management will:

• Lead by example in promoting equality and diversity
• Ensure all staff understand and comply with this policy
• Address any discriminatory behaviour promptly and effectively
• Allocate adequate resources for equality and diversity initiatives

10.2 Employee Responsibilities

All employees are expected to:

• Treat colleagues, clients, and stakeholders with dignity and respect
• Comply with this policy and related procedures
• Report any incidents of discrimination, harassment, or victimisation
• Cooperate with equality and diversity initiatives and training
• Challenge discriminatory behaviour and attitudes appropriately

11. Disciplinary Action

Breach of this policy will be treated as a serious disciplinary matter. Depending on the severity of the breach, action may include:

• Informal warning and counselling
• Formal written warning
• Final written warning
• Demotion or transfer
• Dismissal for gross misconduct

12. Data Protection

In implementing this policy and monitoring its effectiveness, we will collect and process personal data relating to protected characteristics. This will be done in accordance with:

• UK General Data Protection Regulation (UK GDPR)
• Data Protection Act 2018
• Our Data Protection and Privacy Policy

All personal data will be processed fairly, lawfully, and transparently, and will be kept secure and confidential.

13. Related Policies

This policy should be read in conjunction with:

• Dignity at Work Policy (Anti-Harassment and Bullying)
• Grievance Procedure
• Disciplinary Procedure
• Recruitment and Selection Policy
• Flexible Working Policy
• Data Protection and Privacy Policy

14. Policy Review

This policy will be reviewed annually or sooner if required by changes in legislation or organisational practice. The next scheduled review date is 30th December 2026.

All employees will be informed of any changes to this policy.

15. Contact Information