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It is the policy of EC1 Build Ltd to treat everyone with dignity and respect at work.  


We are committed to an ongoing programme of equal employment and non-discrimination  for all and comply with all relevant obligations under the Equality Act 2010.  


This policy is not contractual but sets out the way in which we aim to manage equal  opportunities. This policy applies to all employees and workers. To ensure that this policy  complies with the law and remains effective and relevant we reserve the right to amend it as  necessary from time to time. 


We provide equal employment opportunities in accordance with the developments in the  field of race relations, age, sex equality, sexual orientation, religion or belief, gender  reassignment, pregnancy and maternity, disability, marriage and civil partnership and the  legislation to protect against discrimination in employment. 


Our aim is that our workforce will be truly representative of all sections of society and each  employee feels respected and able to give of their best. 


Our Commitment

∙ To create an environment in which individual differences and the contributions of  all our staff are recognised and valued. 


∙ Every employee is entitled to a working environment that promotes dignity and  respect to all. No form of intimidation, bullying or harassment will be tolerated. 


∙ Training, development and progression opportunities are available to all staff. 


∙ To promote equality in the workplace which we believe is good management  practice and makes sound business sense. 


∙ We will review all our employment practices and procedures to ensure fairness. 


∙ To ensure all staff will not directly or indirectly discriminate or harass any third  parties including customer or clients. 


∙ Breaches of our equality policy will be regarded as misconduct and could lead to  disciplinary proceedings. 


∙ This policy is fully supported by senior management. 


All job applicants, employees and workers will be made aware of this policy and a copy of  the policy will be made available to all employees on joining the business. Customers/clients  may also be made aware.


We take a strict approach to breaches of this policy, which will be dealt with in accordance  with our Disciplinary Procedure. Serious cases of deliberate discrimination may amount to  gross misconduct resulting in dismissal.  


If you believe that you have suffered discrimination you must raise your concerns with your  line manager or a board director. Complaints will be treated in confidence and investigated  as appropriate.  


There must be no victimisation or retaliation against staff who complain about discrimination.  However, making a false allegation deliberately and in bad faith will be treated as  misconduct and dealt with under our Disciplinary Procedure. 


Edward Clarke, Director has overall responsibility for implementing and monitoring this  policy, which will be reviewed on a regular basis following its implementation and may be  changed from time to time.

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