Statement of Commitment

Reddington Construction Ltd is committed to promoting equality, diversity and inclusion (EDI) throughout our organisation and supply chain. We aim to provide a working environment that is free from discrimination, harassment and victimisation, where everyone is treated with dignity and respect.

 

We are fully aligned with the Equality Act 2010 and are committed to protecting the characteristics defined within it. No employee, applicant, contractor, or stakeholder will be treated less favourably on the basis of:

 

• Age

• Disability

• Gender reassignment

• Marital or civil partnership status

• Pregnancy or maternity

• Race (including colour, nationality, and ethnic or national origin)

• Religion or belief

• Sex

• Sexual orientation

 

We oppose all forms of unlawful and unfair discrimination. Employment decisions, including recruitment, promotion, training, and development, will be based solely on merit and the ability to perform the role.

 

We recognise that promoting equality is not only a legal requirement but also good business practice. Creating a fair and inclusive workplace allows everyone to fulfil their potential and strengthens the effectiveness of our organisation.

 

Scope

This policy applies to all those who work for or on behalf of Reddington Construction Ltd, including:

 

Employees and directors

Job applicants and interview candidates

Agency and contract workers

Trainees, apprentices, and work experience placements

Volunteers

Former employees

Subcontractors and suppliers

 

Our Equality Commitments

Reddington Construction Ltd is committed to:

 

• Promoting equal opportunities and fair treatment across all areas of employment and service delivery

• Fostering a respectful and inclusive working environment

• Preventing all forms of discrimination, harassment, bullying and victimisation

• Complying with all relevant equality legislation and codes of practice

• Taking positive action, where appropriate, to address disadvantage or under-representation

• Treating any breach of this policy as a disciplinary matter

 

Responsibilities and Implementation

The Managing Director and senior management team have overall responsibility for ensuring this policy is implemented effectively. Directors and line managers are expected to actively promote the policy, monitor compliance, and take appropriate action when required.

 

All employees have a responsibility to:

 

• Read, understand and comply with this policy

• Treat colleagues, clients and stakeholders with fairness and respect

• Challenge or report any discriminatory behaviour they witness or experience

 

To support the implementation of this policy, we will:

 

• Communicate our EDI policy clearly to all staff, applicants, contractors and partners

• Provide EDI training where relevant, including during inductions and for all hiring managers

• Integrate equality responsibilities into job descriptions and performance expectations where appropriate

• Request that our suppliers and subcontractors uphold similar EDI values in their dealings with us and their own workforce

• Allocate resources to support the delivery of our equality objectives

 

Monitoring and Review

We will gather and monitor relevant workforce data to help assess how effectively we are implementing this policy and to identify any under-represented groups. Where gaps are identified, we will take proportionate steps to address them.

 

This policy will be reviewed annually, or sooner if required by changes in legislation or organisational structure. Progress will be evaluated and reported to senior leadership, with actions taken to drive continual improvement.

 

Raising Concerns

Employees who believe they have experienced discrimination, harassment or victimisation are encouraged to raise the matter through our formal grievance procedure. All complaints will be handled seriously, confidentially and without fear of retaliation.

 

We are committed to ensuring that individuals feel safe and supported when raising equality-related concerns. In serious cases, individuals may also have the right to seek recourse under employment law through an employment tribunal.

​

John Reddington

 

Managing Director

Reddington Construction Ltd

June 2025