Equal Opportunities Employer Policy

Policy statement

Vigil Services Ltd is committed to promoting equality of opportunity in all aspects of employment and to creating a working environment in which all individuals are able to make their best contribution, free from discrimination, harassment, or victimisation.

We will not tolerate direct or indirect discrimination, harassment, or victimisation on the grounds of any protected characteristic. This commitment applies to all aspects of employment including recruitment, pay, terms and conditions, access to training, promotion, and termination of employment.

Scope

This policy applies to:

• All Vigil Services Ltd colleagues — full-time, part-time, and fixed-term.
• Job applicants and candidates during recruitment processes.
• Agency workers and contractors engaged by Vigil Services Ltd.

Protected characteristics

Under the Equality Act 2010, discrimination is unlawful where it is related to a protected characteristic. The protected characteristics are:

• 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

Types of prohibited conduct

• Direct discrimination: treating someone less favourably because of a protected characteristic.
• Indirect discrimination: applying a provision, criterion, or practice that puts someone with a protected characteristic at a particular disadvantage, without objective justification.
• Harassment: unwanted conduct related to a protected characteristic that has the purpose or effect of violating dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment.
• Victimisation: treating someone less favourably because they have made, or are believed to have made, a complaint under this policy or under the Equality Act 2010.

Recruitment and selection

All recruitment decisions at Vigil Services Ltd are based on the applicant's merit, skills, and suitability for the role. Job descriptions and person specifications will be reviewed to ensure they do not contain requirements that could indirectly discriminate against any group.

Interview panels will be trained to avoid bias in questioning and decision-making. Selection decisions will be documented.

Responsibilities

Directors and senior managers are responsible for implementing this policy, ensuring all colleagues understand it, and addressing any reported concerns promptly and fairly.

All colleagues are responsible for treating their colleagues, clients, and visitors with respect and dignity, and for reporting any conduct they believe breaches this policy.

Reporting a concern

Any colleague who believes they have experienced or witnessed discrimination, harassment, or victimisation should report this through our grievance procedure. See the Colleague Support page for contact details and next steps.

Reports will be treated sensitively and confidentially. No one will be penalised for making a report in good faith.

Monitoring and review

Vigil Services Ltd will monitor recruitment, promotion, and disciplinary data to identify and address any patterns that may indicate inequality of treatment. This policy will be reviewed annually — next review date: May 2027.

Further information

Questions about this policy should be directed to cleaning@vigilservices.co.uk.

Further information about the Equality Act 2010 is available at gov.uk/guidance/equality-act-2010-guidance.