Last updated: 21 September 2026
Event Equipment Hire Ltd is committed to encouraging equality, diversity and inclusion among the people who work for us, and to eliminating unlawful discrimination. This policy applies to every member of staff, to job applicants, and to the way we deal with customers, suppliers, subcontractors, venue staff and anyone else we work alongside.
What this policy is for
It sets out to:
- provide fairness and respect for everyone who works for us, whether employed, on contract, agency supplied or working for a subcontractor;
- make sure nobody is treated unlawfully because of a protected characteristic; and
- oppose and avoid all forms of unlawful discrimination.
The protected characteristics under the Equality Act 2010 are age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex, and sexual orientation.
What it covers
This policy applies to recruitment and selection, pay and terms of employment, hours and shift allocation, training and development, promotion, discipline and dismissal, redundancy, and to day to day conduct at our premises and on every site we work on.
We recognise that a lot of our work happens away from our own premises, on customer and venue sites and alongside crews we do not employ. The standards in this policy travel with us. They apply to our people wherever they are working, and we expect the same standards from the people we work with.
What is not acceptable
We do not tolerate direct discrimination, indirect discrimination, harassment or victimisation, whether it is aimed at a colleague, a customer, a contractor or a member of the public. We take reasonable steps to prevent sexual harassment in the workplace, as required by the Equality Act 2010.
Banter, nicknames and jokes are not a defence. If conduct is unwanted and it violates someone’s dignity or creates a hostile, degrading, humiliating or offensive environment for them, it is harassment, whatever was intended by it.
Our commitments
- We make recruitment, selection, promotion and pay decisions on merit, against the requirements of the job.
- We make reasonable adjustments for disabled applicants and disabled staff, and we would rather be asked than guess.
- We give everyone the same access to training and development.
- We make sure staff and managers understand their rights and their responsibilities under this policy.
- We take complaints seriously, investigate them, and treat a breach of this policy as a disciplinary matter which may amount to gross misconduct.
- We review our working practices and procedures so that they remain fair and lawful.
Responsibility
Every one of us is responsible for following this policy, and individuals as well as the company can be held legally liable for acts of discrimination or harassment. The directors are responsible for the policy itself, for making sure it is applied, and for keeping it up to date.
Raising a concern
If you believe you have been discriminated against or harassed, or you have seen it happen to someone else, raise it with your line manager or with a director. If you would rather not do that, you can use our grievance procedure. Nothing will happen to you for raising a concern in good faith. Victimising someone for making or supporting a complaint is itself a breach of this policy.
Raising it with us does not take away your right to bring a claim in an employment tribunal, and the time limit for doing so is normally three months less one day from the act complained of.
If you are a customer, supplier or member of the public and you want to raise something under this policy, please use our contact page.
Review
This policy is reviewed at least once a year by the directors, and whenever the law changes.