Equality, Diversity, and Inclusion Policy
South Coast Traffic Management Ltd is committed to encouraging equality, diversity, and inclusion
among our workforce, and eliminating unlawful discrimination.
The aim is for our workforce to be truly representative of all sections of society and our customers,
and for each employee to feel respected and able to give their best.
The organisation – in providing goods and/or services and/or facilities – is also committed against
unlawful discrimination of customers or the public.
Our policy’s purpose
This policy’s purpose is to:
1. Provide equality, fairness, and respect for all in our employment, whether temporary, part-time or
full-time.
2. Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:
- age
- disability
- gender reassignment
- marriage and civil partnership
- pregnancy and maternity
- race (including colour, nationality, and ethnic or national origin)
- religion or belief
- sex
- sexual orientation
3. Oppose and avoid all forms of unlawful discrimination. This includes in:
- pay and benefits
- terms and conditions of employment
- dealing with grievances and discipline
- dismissal
- redundancy
- leave for parents
- requests for flexible working
- selection for employment, promotion, training, or other developmental opportunities
Our commitments
The organisation commits to:
1. Encourage equality, diversity, and inclusion in the workplace as they are good practice and make
business sense
2. Create a working environment free of bullying, harassment, victimisation, and unlawful
discrimination, promoting dignity and respect for all, and where individual differences and the
contributions of all staff are recognised and valued.
This commitment includes training managers and all other employees about their rights and
responsibilities under the equality, diversity, and inclusion policy. Responsibilities include staff
conducting themselves to help the organisation provide equal opportunities in employment, and
prevent bullying, harassment, victimisation, and unlawful discrimination.
All staff should understand they, as well as their employer, can be held liable for acts of bullying,
harassment, victimisation, and unlawful discrimination, in the course of their employment, against
fellow employees, customers, suppliers and the public.
3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by
fellow employees, customers, suppliers, visitors, the public and any others in the course of the
organisation’s work activities.
Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary
procedures, and appropriate action will be taken. Particularly serious complaints could amount to
gross misconduct and lead to dismissal without notice.
Further, sexual harassment may amount to both an employment rights matter and a criminal
matter, such as in sexual assault allegations. In addition, harassment under the Protection from
Harassment Act 1997 – which is not limited to circumstances where harassment relates to a
protected characteristic – is a criminal offence.
4. Make opportunities for training, development, and progress available to all staff, who will be
helped and encouraged to develop their full potential, so their talents and resources can be fully
utilised to maximise the efficiency of the organisation.
5. Make decisions concerning staff being based on merit (apart from in any necessary and limited
exemptions and exceptions allowed under the Equality Act).
6. Review employment practices and procedures when necessary to ensure fairness, and also update
them and the policy to take account of changes in the law.
7. Monitor the make-up of the workforce regarding information such as age, sex, ethnic background,
sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion,
and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.
Monitoring will also include assessing how the equality, diversity and inclusion policy, and any
supporting action plan, are working in practice, reviewing them annually, and considering and taking
action to address any issues.
Our disciplinary and grievance procedures
Details of the organisation’s grievance and disciplinary policies and procedures can be found by
contacting our company secretary. This includes with whom an employee should raise a grievance –
usually their line manager.
Use of the organisation’s grievance or disciplinary procedures does not affect an employee’s right to
make a claim to an employment tribunal within three months of the alleged discrimination.
Joe Jupp
South Coast Traffic Management Ltd
Managing Director
