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  • Providing technical security system
    installations and CCTV monitoring
  • Providing technical security system
    installations and CCTV monitoring

Equal opportunities & diversity policy

4 Site Security Services Ltd is committed to promoting equal opportunities for all, irrespective of colour, race, religion or belief, ethnic or national origins, gender, marital/civil partnership status, sexuality, disability or age. 4 Site Security Services Ltd is committed to reflecting the diversity of the UK and to making its services accessible to all. This applies both to our output, and the people who work here. 

4 Site Security Services Ltd aims to create and sustain an inclusive work environment which provides equality of opportunity for everyone. 

What is equal opportunity and diversity? 

Equal opportunity is about complying with our legal obligations to provide equal access to opportunities and services for everyone. It is also about removing any barriers or discriminatory practices that may affect particular groups. 

Diversity is a concept based on the principle that everyone is different in some way, and that taking an inclusive approach brings benefits and advantages. It is about recognising, respecting and valuing the differences that everyone has. 

Responsibilities for equal opportunities and diversity at 4 Site Security Services Ltd 

Everyone has an obligation to act in accordance with the above 4 Site Security Services Ltd Equal Opportunities Statement. Everyone must ensure their own behaviour does not cause offence to others.  Staff who have concerns or issues in relation to equal opportunities and diversity, are encouraged to raise this with their line manager. Other sources of advice and information can be obtained from HR. 

Divisions will have diversity strategies embedded into their divisional plans and channel controller. Commissioners and creative leaders will be engaged in helping 4 Site Security Services Ltd meet its ambitions on diversity. 

Positive action 

Positive discrimination is illegal but positive action can be taken in circumstances where certain groups are under-represented in particular areas of work at 4 Site Security Services Ltd. Examples of positive action to enable individuals to reach the required level to compete for jobs and promotion opportunities include, interview management and assertiveness skills training.     

Positive action can also consist of a wide range of outreach activities, open days, media awareness days and job adverts designed to reach and encourage applicants from under represented groups. 


4 Site Security Services Ltd monitors equal opportunities information of the recruitment and selection process and current headcount.  The purpose of monitoring data not only enables 4 Site Security Services Ltd to meet certain legal obligations, but enables 4 Site Security Services Ltd to set diversity targets and monitor the developments in meeting these targets. 

Raising concerns 

All staff are required to comply with the principles of this policy and to act in accordance with its objectives so as to remove any barriers to equal opportunity. Where staff raise an allegation of discrimination arising in the course of day-to-day working, the grievance procedure should be followed. All employees have a right to a working environment free from harassment. 4 Site Security Services Ltd is opposed to harassment in any form and is committed to providing a workplace in which the dignity of individuals is respected. 

The 2010 Equality Act

The Equality Act 2010 (the Act) consolidates the nine main pieces of discrimination legislation, ranging in time from the Equal Pay Act 1970 to the Equality Act (Sexual Orientation) Regulations 2007. 

The Act also removes many of the anomalies that have arisen as a result of the piecemeal nature of the legislation..The provisions of the Act started to come into effect in October 2010, although elements come into force later. The revised public sector duties will come into force in April 2011, and the remainder of the Act is being implemented throughout 2012 and 2013. The current law still stands until the relevant parts of the Act come into force.The steps taken by the Act to rationalise Britain’s discrimination laws have two particularly significant consequences: 

  • The first of these is to provide a set of definitions of protected characteristics and prohibited actions that apply, with minor exceptions, across the board for all organisations. 
  • The second is to provide an overarching equality duty that applies to public authorities including schools and colleges, across all the main aspects of equality.

We now have nine separate protected characteristics or equality strands. There are the existing “big six” (gender, race, disability, sexual orientation, religion or belief and age) plus three new ones, spun out of their existing home in the Sex Discrimination Act (marriage and civil partnership, gender reassignment and pregnancy and maternity).The Act also provides standardised definitions of prohibited conduct which embrace direct discrimination, indirect discrimination, harassment and victimisation, all of which largely reflect the present law. For disability there are two additional types of discrimination: discrimination arising from disability and the failure to make reasonable adjustments. The former replaces disability related discrimination, while the latter broadly reflects the existing duty.

The 2010 Equality Act - Employers’ obligations

Employers’ equality obligations have not been significantly changed. However there are some new provisions, of which four are mentioned below. The first two in particular should be of note to all:

  • There is a new provision which will make it unlawful to ask certain health-related questions to prospective employees before the short-listing stage. The purpose is to prevent employers using preliminary questions to weed out candidates, say with a history of mental illness, before they are even considered for the job. 
  • An employer is required to take reasonably practicable steps to prevent a third party (i.e., someone other than a manager or other employee) from harassing an employee. This section (s.40), which imposes liability on the employer when it knows that the employee has been harassed on at least two other occasions by a third party, means that a school could be liable both when a member of staff harasses a pupil and when a pupil harasses a member of staff.
  • A slightly modernised version of the Equal Pay Act has been incorporated. A loophole which previously allowed some claims to fall between the equal pay and sex discrimination legislation has been closed, and the genuine material factor (GMF) defense has been tightened. 
  • Among the limited “positive action” provisions in the Act there is a clause which would, in certain circumstances, allow employers to recruit or promote a worker with a protected characteristic in preference to another equally qualified candidate. Many employers are likely to be wary of using this power, at least until is becomes clear exactly how equal the candidates must be for the exception to apply.