Equal Opportunity & Modern Slavery Policy

Equal Opportunities Statement

Airtech is committed to building an organisation that makes full use of the talents, skills,
experience, and different cultural perspectives available in a multi-ethnic and diverse society, and where people feel
they are respected and valued, and can achieve their potential regardless of race, colour, nationality, national or
ethnic origins, sexual orientation, gender, disability or age.

Airtech will follow the recommendations and guidance of the Equality and Human Rights
Commission, in all our employment policies, procedures and practices, and in dealing with customers and members
of the public.

Equal Opportunity Policy
The aims of this policy are to ensure that:
– No-one receives less favourable treatment, on grounds of any protected characteristic (including age,
disability, gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion/belief, sex and
sexual orientation); or is disadvantaged by any conditions, requirements, provisions, criteria, procedures or
practices that cannot be justified on any other grounds.
– No-one is victimised for taking action against any form of discrimination or harassment, or instructed or
put under pressure to discriminate against, or harass, someone on the above grounds.
– The organisation is free of unwanted conduct that violates the dignity of workers or creates an
intimidating, hostile, degrading, offensive, or humiliating environment.
– Opportunities for employment, training and promotion are equally open to male and female candidates,
candidates from all racial groups, candidates with or without disabilities, and candidates of any age, and of
any sexual orientation, religion or belief.
– Selection for employment, promotion, transfer, training, and access to benefits, facilities and services, will
be fair and equitable, and based solely on merit.
This policy applies to all aspects of employment, from recruitment to dismissal and former workers’ rights.We will take the following steps to put the policy into practice and make sure that it is achieving its aims:

1. The policy will be a priority for the organisation.
2. A F Musgrave (MD) will be responsible for the day to day operation of the policy.
3. The policy will be communicated to all workers and job applicants, and will be placed on the company’s
intranet and website.
4. Workers and their representatives and trade unions will be consulted regularly about the policy, and about
related action plans and strategies.
5. All workers will be trained on the policy, on their rights and responsibilities under the policy, and on how
the policy will affect the way they carry out their duties. No-one will be in any doubt about what constitutes
acceptable and unacceptable conduct in the organisation. Unacceptable conduct includes discrimination and
harassment at work-related social functions.
6. Managers and workers in key decision-making areas will be trained on the discriminatory effects that
provisions, practices, requirements, conditions, and criteria can have on some groups, and the importance of being
able to justify decisions to apply them.
7. Complaints about discrimination or harassment in the course of employment will be regarded seriously,
and may result in disciplinary sanctions, and even dismissal. The grievance procedure will be published in a form
that is easily accessible.
8. Opportunities for employment, promotion, transfer and training will be advertised widely, internally and
externally, and all applicants will be welcomed, irrespective of race, colour, nationality, ethnic or national origins,
gender, sexual orientation, disability, age, religion or belief.
9. All workers will be encouraged to develop their skills and qualifications, and to take advantage of
promotion and development opportunities in the organisation. All employees carrying out work of ‘equal value’ will
receive equal pay, regardless of their sex, race or any other protected characteristic, and equal pay audits will be
carried out as necessary.
10. Selection criteria will be entirely related to the job or training opportunity.
11. We will make reasonable changes to overcome physical and non-physical barriers that make it difficult for
disabled employees to carry out their work, and for disabled customers to access our services.
12. We will take a flexible approach to working arrangements. We will consider requests for changes carefully
and objectively, and will accommodate them unless it would cause significant difficulties to the business or
13. Information on the ethnic and racial background, gender, disability, and age of each worker and applicant
for employment will be collected and analysed, to monitor each stage of the recruitment process. The information
will be held in strictest confidence and will only be used to promote equality of opportunity. Information about the
religion/belief and sexual orientation of employees may also be monitored. Monitoring may include promotion and
training if necessary.
14. If the data shows that people from particular groups are under-represented in particular areas of work,
lawful positive action training and encouragement will be considered for workers and others from that group, to
improve their chances of applying successfully for vacancies in these areas.15. Grievances, disciplinary action, performance assessment, and terminations of employment, for whatever
reason, may also be monitored by gender, racial group, age, disability, religion/belief and sexual orientation if
16. Requirements, conditions, provisions, criteria, and practices will be reviewed regularly, in the light of the
monitoring results, and revised if they are found to, or might, unlawfully discriminate on any of the above grounds.
We will also regularly review advertising, recruitment and application materials and processes, and this policy.
17. All contracts between _Airtech Service & Maintenance Ltd and contractors to supply goods, materials or
services will include a clause prohibiting unlawful discrimination or harassment by contractors and their staff, and
by any sub-contractors and their staff. The clause will also encourage contractors and potential contractors to
provide equality of opportunity in their employment practices.
18. The effectiveness of the policy will be monitored regularly. A report on progress will be produced each
year, and published via the intranet, the website, the staff newsletter, notice boards, and the annual report.
19. Customers and clients will be made aware of the policy, and of their right to fair and equal treatment,
irrespective of race, colour, nationality, national or ethnic origins, sexual orientation, gender, religion/belief,
disability or age.
20. Fair and equal treatment will be given to customers and members of the public by all staff. The business will
investigate any complaints from staff that they are being harassed by a customer for reasons linked to protected
characteristics, and take suitable action to prevent further incidents.
21. The business will take all necessary steps to ensure that employees are legally entitled to work in the UK,
making sure that employees from outside the EU have permission to work here by checking the validity of
documents and keeping copies of them for two years after the employment has come to an end.
22. The company will draw up an Action Plan detailing how this policy will be implemented in practice.
This policy has been endorsed by I D Musgrave and has the full support of the management / board.
The policy was approved on 09/11/2010, following consultation with senior managers, workers, workers’
representatives, and trade unions.
Overall responsibility for the effectiveness of the policy lies with A Musgrave. For more information, please contact
this person: P F Musgrave 01342 836000
Position Director Date: 30th March 2021


Modern slavery and human trafficking statement

Airtech Air Conditioning Services Ltd and Airtech (Service & Maintenance) Ltd can state we have no acts of modern day slavery within our organisation. But we do recognise we need to be vigilant and committed to driving out potential acts of modern day slavery from our supply chains. We have responsibility under section 54 of the Modern Slavery Act 2015 to ensure transparency in the provision of all our goods and services.

Modern slavery encompasses slavery, servitude, human trafficking and forced labour. Airtech has a zero tolerance approach to any form of modern slavery. We are committed to acting ethically and with integrity and transparency in all business dealings and to putting effective systems and controls in place to safeguard against any form of modern slavery taking place within the business or our supply chain. Our zero tolerance approach will be communicated to all suppliers, contractors and business partner at the outset of our business relationship with them and as appropriate thereafter. Airtech will not knowingly support or deal with any business involved in slavery or human trafficking.

We will make reasonable endeavours to ensure employees and workers are not subject to any form of forced, compulsory or bonded labour in our supply chains. Employees should have freedom to terminate their employment at any time without penalty, giving reasonable notice.

We have zero tolerance of any threat of physical or sexual violence, harassment or intimidation against employees and their family or close associates.

Our policies and guidance will be clearly defined and communicated to all of our employees. Training on this policy forms part of the induction process for all new workers. All existing workers will receive regular, relevant training on how to implement and adhere to this policy.

All our employees are treated fairly and equally. They are paid at least the national minimum wage and are provided with all organisational benefits. Salary payments are made directly to employees and will not be delayed, deferred or withheld. Only deductions, advances or loans authorised in law are permitted with the full consent of the employee. Clear and transparent information will be provided to employees about hours worked, rates of pay and the calculation of legal deductions.

Our employees won’t be forced to work in excess of the number of hours permitted in law.

Approval for this statement

P F Musgrave 01342 836000
Position Director Date: 30th March 2021