News

Equal Opportunities and Diversity Policy

On this page

EQUAL OPPORTUNITIES, EQUALITY, DIVERSITY AND INCLUSION POLICY

Company Number: 15045016

Director: Ludiata Wasansua

Registered Office: Flat 3, 44a Cavendish Street, Manchester, M15 6BQ

Policy Owner: Company Director

Effective Date: 14 October 2026

Review Date: 14 October 2027

Version: 1.0

1. Policy Statement

Be Clean Services Limited is committed to promoting equality of opportunity, diversity, fairness, dignity and respect throughout its business operations.

The Company recognises that every individual has the right to be treated fairly and with respect, regardless of their background, personal circumstances or protected characteristics. The Company is committed to creating a working environment in which employees, job applicants, agency workers, contractors, clients and other individuals are treated fairly and are not subjected to unlawful discrimination, harassment, bullying or victimisation.

As a cleaning services provider, Be Clean Services Limited recognises the importance of maintaining professional standards and ensuring that all individuals working for or representing the Company behave respectfully towards colleagues, clients, members of the public and other persons at the premises where cleaning services are delivered.

The Company will take reasonable and proportionate steps to implement this policy and comply with applicable UK equality and employment legislation.

2. Purpose of the Policy

The purpose of this policy is to:

  • Ensure equal opportunities in recruitment, employment, training, development and promotion.
  • Prevent unlawful discrimination, harassment, bullying and victimisation.
  • Promote an inclusive and respectful working environment.
  • Ensure employment decisions are based on relevant skills, qualifications, experience, conduct and ability to perform the role.
  • Support reasonable adjustments for disabled employees and job applicants where required by law.
  • Promote fairness in the allocation of work, working hours, responsibilities and employment opportunities.
  • Establish clear procedures for reporting and addressing equality-related concerns.
  • Encourage respectful relationships between employees, management, clients and third parties.

3. Scope

This policy applies to all individuals working for or representing Be Clean Services Limited, including:

  • Permanent and temporary employees.
  • Full-time and part-time employees.
  • Casual workers and agency workers.
  • Job applicants and prospective employees.
  • Contractors and subcontractors, where applicable.
  • Managers, supervisors and the Company Director.
  • Individuals undertaking work on behalf of the Company at client premises.

The policy applies to all stages of employment and working relationships, including recruitment, selection, induction, training, allocation of duties, working conditions, pay, promotion, performance management, disciplinary procedures, grievance procedures and termination of employment.

The Company also expects employees and representatives to act respectfully towards clients, customers, suppliers and members of the public.

4. Legal Framework

This policy is intended to support compliance with applicable UK legislation, including:

  • Equality Act 2010.
  • Employment Rights Act 1996, as amended.
  • Protection from Harassment Act 1997.
  • Health and Safety at Work etc. Act 1974, where relevant.
  • Other applicable employment legislation and statutory requirements.

The Company will take account of relevant guidance issued by the Equality and Human Rights Commission (EHRC) and the Advisory, Conciliation and Arbitration Service (Acas).

Where legislation changes, the Company will review this policy and make appropriate amendments.

5. Protected Characteristics

In accordance with the Equality Act 2010, the Company will not unlawfully discriminate against any person because of the following protected characteristics:

  • Age – protection against unlawful age discrimination.
  • Disability – protection against disability discrimination and consideration of reasonable adjustments.
  • Gender reassignment – protection against discrimination relating to gender reassignment.
  • Marriage and civil partnership – protection against unlawful discrimination on this ground.
  • Pregnancy and maternity – protection against discrimination relating to pregnancy, childbirth and maternity.
  • Race – including colour, nationality, and ethnic or national origins.
  • Religion or belief – including religious beliefs and qualifying philosophical beliefs, as protected by law.
  • Sex – protection against unlawful sex discrimination.
  • Sexual orientation – protection against discrimination relating to sexual orientation.

The Company will also seek to prevent discrimination by association or perception and victimisation where protected by law.

6. Equal Opportunities in Recruitment and Selection

Be Clean Services Limited is committed to fair, transparent and non-discriminatory recruitment practices.

Recruitment decisions will be based on legitimate job requirements, relevant experience, skills, qualifications, availability and the ability to perform the duties safely and effectively.

The Company will:

  • Advertise vacancies using clear and appropriate language.
  • Avoid unnecessary requirements that could unlawfully disadvantage particular groups.
  • Assess candidates fairly against relevant selection criteria.
  • Ask only questions that are relevant and lawful.
  • Consider reasonable adjustments for disabled applicants during the recruitment process.
  • Avoid discriminatory assumptions based on a person’s age, sex, race, disability, religion, family circumstances or other protected characteristics.
  • Verify eligibility to work in the UK in accordance with applicable legal requirements.
  • Maintain appropriate confidentiality of recruitment information.

Any occupational requirement or other lawful exception will only be relied upon where the relevant legal conditions are satisfied.

7. Fair Treatment at Work

The Company will seek to ensure that all employees receive fair and consistent treatment.

Employment decisions will be made using objective and relevant criteria, taking account of individual circumstances where appropriate and legally required.

The Company will aim to provide fair access to:

  • Work assignments and shifts.
  • Training and induction.
  • Promotion and additional responsibilities.
  • Performance reviews and development opportunities.
  • Pay and contractual benefits, in accordance with applicable law and contractual arrangements.
  • Appropriate workplace support and adjustments.

No employee should be unfairly disadvantaged because of a protected characteristic.

In the cleaning services environment, work allocation and site placement will be based on genuine operational requirements, competence, training, client requirements and health and safety considerations. These requirements must not be used as a pretext for unlawful discrimination.

8. Disability and Reasonable Adjustments

Be Clean Services Limited recognises its legal responsibilities towards disabled employees and job applicants.

The Company will consider reasonable adjustments where required to remove or reduce substantial disadvantages arising from disability.

Depending on the circumstances, adjustments may include:

  • Adjusting working arrangements or shift patterns.
  • Providing accessible instructions or alternative training methods.
  • Adjusting equipment or work processes where reasonably practicable.
  • Considering changes to duties or the organisation of work.
  • Providing additional support during induction or training.
  • Making appropriate adjustments to recruitment, assessment or performance procedures.

Requests for adjustments will be considered individually, confidentially and in consultation with the person concerned.

The Company will consider practicality, effectiveness, cost, available resources and health and safety requirements when determining appropriate adjustments. It will not make assumptions about a person’s capabilities solely because of a disability.

Employees should raise adjustment requests with the Director or their designated manager.

9. Religion, Belief and Cultural Diversity

The Company respects the different religious, cultural and philosophical backgrounds of its workforce.

Where reasonably practicable, the Company will consider requests relating to religious observance, prayer breaks, dress requirements and religious holidays, taking account of operational needs, contractual arrangements, hygiene requirements and health and safety.

Any decision to refuse a request will be considered carefully and must not be based on unlawful discrimination.

Employees are expected to respect the beliefs and practices of others, even where these differ from their own.

10. Pregnancy, Maternity and Family Responsibilities

The Company will not unlawfully discriminate against employees or applicants because of pregnancy, maternity or other protected circumstances.

The Company will comply with applicable legal requirements concerning maternity rights and relevant health and safety protections.

Where employees have family responsibilities, requests concerning working arrangements will be considered in accordance with applicable employment law, contractual terms and operational requirements.

No person will be subjected to unfair treatment because they are pregnant, on maternity leave or exercising a statutory employment right.

11. Harassment, Bullying and Victimisation

The Company will not tolerate unlawful harassment, bullying, intimidation, victimisation or other inappropriate conduct.

Harassment may include unwanted verbal, written, physical or non-verbal conduct that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment, where the relevant legal requirements are met.

Examples of unacceptable conduct include:

  • Offensive jokes, insults or comments relating to protected characteristics.
  • Racial or discriminatory remarks.
  • Unwanted conduct of a sexual nature.
  • Threatening, humiliating or intimidating behaviour.
  • Deliberately excluding or undermining someone because of a protected characteristic.
  • Displaying or sharing discriminatory or offensive material.
  • Retaliating against someone for raising a genuine concern or supporting an equality complaint.

Bullying may also breach Company standards even where it does not meet the legal definition of harassment.

The Company will take appropriate steps to prevent and address sexual harassment, including considering reasonably practicable preventive measures and applicable statutory duties.

This policy also applies to inappropriate behaviour by clients, customers, contractors and other third parties towards Company workers. Concerns about third-party behaviour should be reported promptly so that appropriate protective measures can be considered.

12. Reporting Concerns and Complaints

Any employee or other person covered by this policy who experiences or witnesses discrimination, harassment, bullying or victimisation is encouraged to raise the matter.

Concerns may be reported to:

The Company Director: Ludiata Was an sua

Company: Be Clean Services Limited

Registered Office: Flat 3, 44a Cavendish Street, Manchester, M15 6BQ

Where a concern relates to the Director, the individual should use any available alternative management or formal grievance route, or seek independent advice from Acas or another appropriate adviser.

A concern may initially be raised informally where appropriate. However, serious allegations or matters that cannot be resolved informally may require a formal complaint.

The Company will:

  • Take complaints seriously and acknowledge them appropriately.
  • Gather relevant information and investigate fairly and promptly.
  • Give the individuals concerned a reasonable opportunity to explain their position.
  • Maintain confidentiality as far as reasonably practicable.
  • Keep appropriate records of the complaint, investigation and outcome.
  • Take suitable corrective action where necessary.
  • Explain any available internal review or appeal procedure, where applicable.

Employees should refer to the Company’s grievance procedure for further details.

No person will be victimised for raising a genuine concern, making a complaint in good faith or participating in an investigation. Knowingly dishonest or malicious allegations may be addressed under the relevant Company procedures, following a fair assessment of the circumstances.

13. Disciplinary Action

A breach of this policy may result in appropriate action under the Company’s disciplinary procedure.

Depending on the seriousness and circumstances of the conduct, action may include:

  • Informal guidance or additional training.
  • A formal warning.
  • Changes to working arrangements where appropriate.
  • Further disciplinary action, up to and including dismissal where justified and lawful.

Any disciplinary action will be proportionate, based on the evidence and carried out in accordance with applicable employment law and the Company’s procedures.

Where appropriate, the Company may also take action in relation to contractors or other representatives working on its behalf.

14. Training and Awareness

Be Clean Services Limited will promote awareness of equality, diversity and respectful workplace behaviour.

Depending on the size and needs of the business, this may include:

  • Providing employees with access to this policy.
  • Explaining expected standards during induction.
  • Giving guidance on discrimination, harassment and reporting concerns.
  • Providing relevant refresher training when appropriate.
  • Ensuring managers understand their responsibilities under this policy.

Employees are expected to familiarise themselves with the policy and cooperate with reasonable training and awareness activities.

15. Responsibilities

15.1 The Company Director

The Director is responsible for:

  • Promoting equality and diversity throughout the business.
  • Ensuring that employment decisions are made fairly.
  • Reviewing complaints and arranging appropriate investigations.
  • Considering reasonable adjustment requests.
  • Ensuring that appropriate action is taken where breaches occur.
  • Reviewing this policy and considering changes in legislation or Company operations.

15.2 Managers and Supervisors

Any manager or supervisor acting on behalf of the Company is expected to:

  • Apply the policy consistently.
  • Treat employees and applicants fairly and respectfully.
  • Challenge inappropriate behaviour where safe and appropriate.
  • Report concerns to the Director.
  • Support reasonable adjustments and inclusive working arrangements.
  • Avoid discriminatory decision-making when allocating work or managing performance.

15.3 Employees and Workers

All employees and workers are expected to:

  • Treat colleagues, clients and other individuals with dignity and respect.
  • Avoid discrimination, harassment, bullying and victimisation.
  • Comply with this policy and any relevant workplace procedures.
  • Report serious or ongoing concerns.
  • Cooperate honestly with investigations.
  • Respect individual differences and contribute to a professional working environment.

16. Monitoring and Confidentiality

Where appropriate and proportionate to the size and nature of the business, the Company may review recruitment practices, complaints, training and other relevant information to assess whether this policy is being implemented effectively.

Any collection of equality or diversity information will be handled lawfully, fairly and transparently. Sensitive personal information will only be collected and processed where there is a lawful basis and, where required, an applicable special-category condition under data protection law.

Records will be retained securely and accessed only by authorised individuals for legitimate purposes.

The Company will not require employees to disclose personal information about protected characteristics unless there is a legitimate and lawful reason to request it.

17. Policy Review

This policy will be reviewed at least annually, or sooner where necessary because of:

  • Changes in legislation or official guidance.
  • Changes in Company operations or staffing arrangements.
  • Relevant complaints, investigations or identified areas for improvement.
  • Changes in the nature of the Company’s services or client requirements.

The current version will be made available to relevant employees and workers.

18. Approval and Authorisation

This policy is adopted by Be Clean Services Limited as its statement of commitment to equal opportunities, equality, diversity and inclusion.

Approved by: Ludiata Wasansua

Position: Company Director

Company: Be Clean Services Limited

Company Number: 15045016

Signature: ____________________________________

Date of Approval: 14 October 2026

Policy review date: 14 October 2027

View all policies · Contact us