Equal Opportunities Policy
PGI Services LTD
It is the policy of PGI Services LTD to ensure that no worker or applicant is discriminated against on the grounds of gender, sexual orientation, marital or civil partnership status, gender reassignment, race, religion or belief, colour, nationality, ethnic or national origin, disability, age, pregnancy, trade union membership, or employment status (including part-time or fixed-term).
We are committed to ensuring that no employee or applicant is disadvantaged by conditions or policies that cannot be justified as necessary for operational effectiveness. We strive to comply with all relevant legislation and promote best practices in equality and inclusion.
Our long-term objective is to build a workforce that reflects the diversity of the communities we serve, where all individuals are given equal opportunities to realise their full potential. This policy has been developed in line with advice from government and professional bodies, and we are committed to continuous action to ensure its effectiveness and awareness among all staff.
The principles of non-discrimination and equality of opportunity also extend to our treatment of visitors, clients, customers, suppliers, and, in applicable cases, former employees.
1. Scope of the Policy
1.1 This policy applies to all employees of PGI Services LTD, including permanent, temporary, casual, part-time, and fixed-term staff, as well as to ex-employees, job applicants, agency staff, consultants, and volunteers.
1.2 Every individual working with us is expected to uphold this policy by treating colleagues with respect and dignity, and by refraining from any form of discrimination or harassment. We will not tolerate discriminatory practices under any circumstances.
1.3 This commitment applies equally to how our workforce interacts with clients, suppliers, and external stakeholders.
2. Responsibilities for Implementation
2.1 The Managing Director, Mr. Inderjit Singh, has overall responsibility for implementing this policy and ensuring compliance with relevant equality legislation.
2.2 Managers and supervisors have a duty to lead by example, uphold the policy, and foster a workplace environment that reflects the values of inclusion and equal opportunity.
2.3 All staff members are individually responsible for understanding and adhering to the principles of this policy.
3. Purpose and Application
3.1 PGI Services LTD is committed to preventing unlawful discrimination on any grounds listed in section 1. This commitment covers all areas of employment including recruitment, promotion, training, pay, working conditions, health and safety, and the termination of employment.
3.2 The policy applies to all employment-related decisions and procedures.
3.3 We will also take reasonable steps to accommodate religious practices, cultural differences, and domestic responsibilities where appropriate.
4. Forms of Discrimination
Discrimination may be:
- Direct: Treating someone less favourably due to a protected characteristic.
- Indirect: Applying a policy or practice that places individuals at a disadvantage without justification.
- Discrimination may occur intentionally or unintentionally. We are committed to identifying and addressing both.
5. Recruitment & Selection
5.1 All recruitment will be conducted fairly, with candidates assessed on merit and suitability. We regularly review our procedures to eliminate bias and ensure diverse outreach.
5.2 Job advertisements will reflect our commitment to equal opportunity and this policy will be made available to all applicants upon request.
6. Training, Promotion & Conditions of Service
6.1 Training opportunities are open to all and aligned with individual development needs identified through performance appraisals. Promotions are based solely on merit.
6.2 We regularly monitor workforce composition to identify under-representation and take action to remove unjustifiable barriers to progression.
6.3 All employees will have equal access to benefits and facilities, and reviews are conducted to ensure ongoing fairness.
7. Termination of Employment
7.1 Redundancy and disciplinary processes are monitored to ensure they are objective, fair, and non-discriminatory.
7.2 Disciplinary procedures are applied consistently across the organisation.
8. Disability and Reasonable Adjustments
8.1 If an employee becomes disabled, they are encouraged to inform us so we can explore any reasonable adjustments to their role or working environment. We will consult with them and, if appropriate, medical professionals, to ensure proper support is given.
9. Breaches of Policy
9.1 If an individual believes they have been discriminated against, they are encouraged to raise the issue through the formal grievance procedure. Allegations will be treated confidentially and investigated thoroughly.
Those raising concerns in good faith will not be victimised. However, false allegations made maliciously will be dealt with under disciplinary procedures.
9.2 Proven breaches of this policy—including harassment or discriminatory behaviour—will result in disciplinary action. In serious cases, this may lead to summary dismissal. This includes any proven discriminatory behaviour towards clients, suppliers, or visitors.
10. Policy Review & Communication
10.1 This policy will be reviewed annually or in response to changes in legislation. All current employees and new joiners will be made aware of the policy and its importance as part of their onboarding and training.