Apex Displays Limited are committed to encouraging equality and diversity 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.

Policy Statement

Apex Displays Limited is committed to creating an inclusive working environment to maximise the potential of all staff, providingequal opportunities in all aspects of employment and avoiding unlawful discrimination at work. Apex Displays Limited will not tolerate discrimination, harassment, bullying or victimisation of employees or third parties who do work on Apex Displays Limited behalf.

The policy’s purpose is to:

• Provide equality, fairness and respect for all in our employment, whether temporary, part­ time or full-time.
• 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 (gender) and sexual orientation.
• Oppose and avoid all forms of unlawful 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, and selection for employment, promotion, training or other developmental opportunities.

The organisation commits to:

• Encourage equality and diversity in the workplace as they are good practice and make business sense.
• 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 in their rights and responsibilities under the equality 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 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 any 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.

Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to developtheir full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation

Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed underthe Equality Act)

Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to takeaccount of changes in the law

Monitor the make-up of the workforce regarding information such as age, gender, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality and diversity, and in meeting the aims and commitments set out in the equality policy.

Our policy is also governed by the Equality Act 2010, which makes it unlawful to discriminate directly or indirectly, in recruitment or employment because of a protected characteristic. The protected characteristics are:

1. Age
2. Disability
3. Gender (or sex)
4. Gender reassignment
5. Race
6. Religion or belief
7. Sexual orientation
8. Pregnancy and maternity
9. Marriage and civil partnership

The Equality Act 2010 places the public sector under a statutory Equality Duty to eliminate discrimination, harassment andvictimisation, advance equality of opportunity between people from difference groups and foster good relations between people ofdifferent groups. As a result, public organisations will be required to publish equality objectives every four years and publish information/data annually to demonstrate their compliance with the general Equality Duty.

The Act applies to everyone in Great Britain. Apex Displays Limited applies the general principles to our overseas offices and expects all staff to adopt these principles, but practice may vary from office to office to take account of local laws and custom.

Monitoring will also include assessing how the equality policy, and any sporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues

The equality policy is fully supported by senior management and has been agreed with trade unions and/or employee representatives.

Details of the organisation’s grievance and disciplinary policies and procedures can be found in the company handbook. This includes with whom an employee should raise a grievance – usually their line manager.

Use of the organisation’s grievance and/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.

Managing Director – Jarome Warrilow

Date : 1 July 2024