Equality & Diversity Policy

General

1. GuardWatch Security UK Ltd unequivocally embraces equality, diversity, and inclusion as core values. We are dedicated to creating a workplace where all individuals feel valued, respected, and empowered to reach their full potential. This policy outlines our practices for fostering a work environment free from discrimination, harassment, and barriers to achieving equity.

2. We recognise our responsibility to go beyond merely meeting legal obligations. This policy sets expectations for behaviour and decision-making that create a truly inclusive culture for our employees, clients, and the security industry.

3. GuardWatch Security UK Ltd is committed to a policy of equality and diversity for all staff and applicants. It is our policy all employment and company decisions are based on merit and the legitimate business needs of the organisation. We shall not discriminate on the basis of “protected characteristics”: race, colour or nationality, ethnic or national origin, sex, gender reassignment, sexual orientation, marital or civil partner status, pregnancy or maternity, disability, religion or belief, age or any other ground on which it is or becomes unlawful to discriminate under the Equality Act 2010.

4. We wish to create a work environment which allows staff to fulfil their potential without fear of discrimination, harassment or victimisation. This extends to all aspects of the working relationship, including but not limited to:

   Recruitment and selection procedure;

   Terms of employment, including pay, conditions and benefits;

   Training, appraisals, career development and promotion;

   Work practices, conduct issues, allocation of tasks, discipline and grievances;

   Work-related social events; and

   Termination of employment and matters after termination, including references.

5. This policy is intended to aid GuardWatch Security UK Ltd achieve its equality and diversity aims by clarifying our responsibilities to staff. This is a statement of policy and does not form part of the contract of employment. This policy may be amended at any time by GuardWatch Security UK Ltd in its absolute discretion.

Responsibility

6. This equality and diversity policy is a collective policy which applies to both GuardWatch Security UK Ltd and all of its staff. This policy applies regardless of staff seniority and tenure, including all employees, directors and officers, contractors, trainees, etc.

7. Staff have a personal responsibility to ensure compliance with this policy, treating colleagues with dignity at all times and not discriminating / harassing other members of staff. Staff who engage in management, recruitment and training duties have special responsibility to lead by example and ensure compliance with this policy.

8. Senior management is accountable for embedding the principles of equality, diversity, and inclusion in all GuardWatch Security UK Ltd operations.

Discrimination

9. Discrimination on the grounds of any protected characteristic is prohibited by law, even if unintentional, unless a particular exception applies.

10. All definitions below can be found in the Equality Act 2010.

Direct Discrimination

11. Direct discrimination is less favourable treatment on the grounds of a protected characteristic. Examples include refusing a woman a job as you believe women are not good security guards or restricting recruitment to persons under 40 as you want a young workforce.

12. Direct discrimination can also arise in cases when the person does not actually possess the protected characteristic but is perceived to have it or associates with people who do. Examples include a person treated less favourably because they are incorrectly believed to be homosexual.

Indirect Discrimination

13. Indirect discrimination is when an employer applies a seemingly neutral provision, criterion or practice (PCP) which puts individuals with a protected characteristic at a disadvantage. Examples include a job requirement of ten years’ experience in a particular role, as this is harder for younger people to satisfy. This discrimination is unlawful unless it is a proportionate means and achieving a legitimate aim.

Victimisation

14. Victimisation means treating a person less favourably because they made a complaint of discrimination, provided information in connection with a complaint or might do one of these things.

Harassment

15. Harassment is defined as unwanted conduct related to a relevant protected characteristic which has the effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual.

16. Examples of physical harassment include: unnecessary touching; patting; pinching or brushing against; assault or coercing sexual acts.

17. Examples of verbal harassment include: persistent requests for social activity when clearly unwelcome; offensive or suggestive remarks; intimate questions; threats; innuendoes; lewd comments; foul or obscene language; inciting racial hatred.

18. Examples of non-verbal conduct include: displaying suggestive or offensive pictures, objects and written materials; leering; whistling; suggestive gestures.

19. This list is non-exhaustive.

20. Following an investigation for such conduct, any necessary disciplinary action will be taken dependent on the facts. Serious incidents (even one-off) can constitute gross misconduct, resulting in summary dismissal.

21. In appropriate cases, the Company may transfer the harasser to a different area of department, which may result in a change of responsibility / loss of status.

22. During an investigation the Company may suspend the alleged harasser on full-pay and benefits or temporarily re-deploy them.

Disability Discrimination

23. This could be either direct or indirect discrimination, and means any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.

Disabled Persons

24. Any staff member or applicant who considers they may have a disability is encouraged to speak with GuardWatch Security UK Ltd, particularly if they experience difficulties at work because of their disability so reasonable adjustments to help or overcome difficulties can be discussed. For these purposes, disability includes any physical or mental impairment which substantially affects your ability to perform day to day activities and has lasted (or is likely to last) more than 12 months. Disclosure of such information will be treated in confidence so far as if reasonably practicable and we will handle matters sensitively.

25. GuardWatch Security UK Ltd will not discriminate against a disabled applicant or employee:

• In the process of the application form, interview, selection arrangements or job offers;

• In the terms on which employment or engagement is offered;

• By refusing to offer a disabled person a job or opportunity for reasons connected to their disability;

• By subjecting them to any other detriment (including refusal of training, transfer, demotion, reduction of wage, or harassment).

26. GuardWatch Security UK Ltd will accordingly make career opportunities available to all people with disabilities and every practical effort will be made to provide for the needs of staff, candidates and clients.

Fair Employment Decisions

27. As noted above, GuardWatch Security UK Ltd will not discriminate unlawfully when selecting candidates or in any terms of employment.

28. GuardWatch Security UK Ltd retains the right to stipulate criteria or conditions for employment which are based on legitimate business need and do not go further than necessary to satisfy such a need. If the vacancy falls within the definition of a genuine occupational requirement or any other statutory exception, we will not deal further with the vacancy unless the client provides written confirmation of the genuine occupational requirement. If you are in doubt about whether a particular condition is indirectly discriminatory or justifiable, please raise this with the company.

Continuous Improvement

29. We will regularly review our recruitment processes and outcomes to identify potential biases and track diversity within our workforce. Corrective measures will be taken as needed.

30. We will provide channels for staff to anonymously share feedback, concerns, and suggestions about upholding equality and fostering inclusion. This feedback will guide improvements.

31. We are committed to partnering with organisations and initiatives to enhance diversity within the security industry.

Non-Compliance

32. GuardWatch Security UK Ltd has procedures in place for dealing with grievances including those surrounding discrimination. These are available in the staff handbook you were provided with or from the HR Department ([email protected]).

33. Any breach of equality and diversity rules or failure to comply with this policy will be taken seriously and will result in disciplinary action against the offender, up to and including dismissal.