Precision-engineered biodegradable natural fibres for consistent, reliable performance.
Precision-engineered biodegradable natural fibres for consistent, reliable performance.
1.1 This Policy establishes the formal framework through which Salike Limited (the “Company”) ensures compliance with applicable equality legislation and promotes a culture of equity, diversity and inclusion across all operations.
1.2 This Policy forms part of the Company’s corporate governance framework and shall be read in conjunction with all associated policies including, without limitation, disciplinary, whistleblowing and anti-bribery policies.
1.3 The Company shall take all reasonable steps to prevent unlawful discrimination, harassment and victimisation and to promote equal opportunity in all aspects of employment.
1.4 This Policy is intended to operate as both a preventative and protective mechanism and shall be interpreted accordingly.
2.1 Protected Characteristics shall have the meaning given under the Equality Act 2010.
2.2 Direct discrimination occurs where an individual is treated less favourably because of a Protected Characteristic.
2.3 Indirect discrimination occurs where a provision, criterion or practice places individuals at a disadvantage and cannot be objectively justified.
2.4 Harassment includes any unwanted conduct which violates dignity or creates an adverse environment.
2.5 Victimisation occurs where an individual suffers detriment for raising or supporting a complaint.
2.6 This Policy shall be interpreted in accordance with applicable UK legislation and, where relevant, international legal standards.
3.1 This Policy applies to all employees, officers, contractors, consultants, agency workers and any third party acting on behalf of the Company.
3.2 It applies across all jurisdictions in which the Company operates.
3.3 Where local legal requirements differ, the Company shall apply the higher standard wherever reasonably practicable.
4.1 The Company shall ensure that all decisions relating to recruitment, promotion, training and remuneration are based on merit, competence and business need.
4.2 The Company is committed to fostering an inclusive working environment in which all individuals are treated with dignity and respect.
4.3 The Company shall actively promote equality of opportunity and seek to remove barriers to participation and progression.
5.1 The Company strictly prohibits discrimination, harassment and victimisation in any form.
5.2 Conduct may be unlawful regardless of intent and will be assessed by reference to its effect.
5.3 The Company shall not tolerate inappropriate conduct from third parties and reserves the right to take appropriate action, including termination of relationships.
5.4 Any breach of this Policy may constitute misconduct or gross misconduct.
6.1 The Board retains ultimate accountability for ensuring compliance with this Policy.
6.2 Senior management shall ensure effective implementation, monitoring and enforcement.
6.3 Managers are responsible for ensuring fair and consistent treatment within their areas of responsibility.
6.4 All individuals must comply with this Policy and contribute to an inclusive working environment.
7.1 Recruitment processes shall be conducted in a fair, transparent and objective manner.
7.2 Selection decisions shall be based on relevant criteria and documented appropriately.
7.3 The Company shall ensure equal access to training and development opportunities.
7.4 Reasonable adjustments shall be made where required to support individuals with disabilities.
8.1 Individuals are encouraged to raise concerns promptly through appropriate channels.
8.2 All complaints shall be treated seriously and investigated in a timely and confidential manner.
8.3 Investigations shall be conducted impartially and findings documented.
8.4 Retaliation against individuals raising concerns is strictly prohibited.
9.1 The Company shall implement mandatory training programmes to ensure awareness and compliance.
9.2 Training shall be proportionate to role and responsibility.
9.3 Records of training shall be maintained as evidence of compliance.
10.1 Breaches of this Policy shall be addressed through the Company’s disciplinary procedures.
10.2 Serious breaches may result in dismissal or termination of engagement.
10.3 The Company reserves the right to take appropriate action against third parties.
11.1 The Company shall monitor the effectiveness of this Policy through appropriate governance mechanisms.
11.2 The Company may conduct audits to assess compliance.
11.3 This Policy shall be reviewed periodically to ensure ongoing relevance and compliance.
12.1 This Policy shall be governed by and construed in accordance with the laws of England and Wales.