Contract Labour Solutions Ltd is committed to equal opportunities in its employment and development of staff, as well as in its services to Clients.
Read the policyContract Labour Solutions Ltd (CLS) is committed to providing equal opportunities for all staff, contractors, temporary workers and applicants.
It is our policy that all decisions relating to engagement and employment are based on merit and the legitimate business needs of the organisation. CLS does not discriminate on the basis of race, colour or nationality, ethnic or national origins, sex, gender reassignment, sexual orientation, marital or civil partner status, pregnancy or maternity, disability, religion or belief, age or any other ground on which it is or becomes unlawful to discriminate under the laws of England and Wales (referred to as Protected Characteristics).
Our intention is to enable all those who work with us to do so in an environment which allows them to fulfil their potential without fear of discrimination, harassment or victimisation. CLS's commitment to equal opportunities extends to all aspects of the working relationship including recruitment and selection, terms of engagement including pay and conditions, training and career development, work practices and conduct, and termination of engagement.
The principles of non-discrimination and equal opportunities also apply to the way in which our people treat visitors, clients, customers, suppliers and former staff members.
This is a statement of policy only and does not form part of any contract of employment or contract for services. This policy may be amended at any time by CLS, in its absolute discretion.
Who is responsible for equal opportunities?
Achieving an equal opportunities workplace is a collective responsibility shared between CLS and everyone who works with or for us. This policy applies to all staff irrespective of seniority, tenure and working hours, including employees, directors and officers, consultants, contractors and temporary workers, casual or agency staff, trainees, homeworkers, fixed-term staff, volunteers and interns.
The board of directors has overall responsibility for this policy and for equal opportunities and discrimination law compliance. The Managing Director has been appointed as the person with day-to-day operational responsibility for these matters.
All those who work with or for CLS have a personal responsibility to ensure compliance with this policy, to treat colleagues with dignity at all times and not to discriminate against or harass others. Those involved in management, recruitment, selection, promotion and training have a special responsibility for leading by example and ensuring compliance.
What is discrimination?
Discrimination on the grounds of any of the Protected Characteristics is prohibited by law, even if unintentional, unless a particular exception applies. Discrimination can take a number of forms.
Direct discrimination is less favourable treatment because of a Protected Characteristic — for example, refusing someone a role because of their age, or making assumptions about a candidate's suitability based on their nationality.
Indirect discrimination arises when an apparently neutral provision, criterion or practice puts individuals with a particular Protected Characteristic at a disadvantage without justification. This kind of discrimination is unlawful unless it is a proportionate means of achieving a legitimate aim.
Victimisation means treating a person less favourably because they have made, or are believed to be about to make, a complaint of discrimination or have provided information in connection with such a complaint.
Harassment is unwanted conduct related to a Protected Characteristic, or of a sexual nature, which has the purpose or effect of violating a person's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment. A single incident can amount to harassment, and it is not necessary for an individual to intend to harass someone for their behaviour to constitute harassment.
Disability discrimination includes any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability. Anyone who considers that they may have a disability and who experiences difficulties in their work is encouraged to speak with the Managing Director so that any reasonable adjustments can be discussed. All such disclosures will be treated in confidence so far as is reasonably practicable.
Recruitment and engagement
All recruitment and engagement decisions are made on the basis of objective, job-relevant criteria that reflect genuine business needs. Vacancies are advertised to a diverse audience and our processes are designed to ensure fair competition. CLS does not ask applicants about health, disability or Protected Characteristics where doing so could indicate an intention to discriminate.
As part of our recruitment process, we monitor applicants' sex, sexual orientation, ethnic group, disability, religion and age. This is done solely to assess the effectiveness of our equal opportunities measures and to help identify and address any under-representation. This information is voluntary, kept in anonymised format, and is never used in any decision-making process relating to recruitment or engagement.
Training, development and progression
Training and development opportunities are accessible to all. Promotion and progression decisions are made on the basis of merit and proportionate criteria determined by legitimate business need. CLS keeps workforce diversity under review and works to remove any unjustified barriers to progression.
Raising a concern
Anyone who believes they have experienced or witnessed discrimination, harassment or victimisation is encouraged to raise the matter with the Managing Director. All concerns will be treated confidentially so far as is practicable, and anyone who raises a concern in good faith will be protected from retaliation or victimisation.
Any breach of this policy will be taken seriously and may result in disciplinary action up to and including termination of employment or engagement.
Review of this policy
The board of directors will keep this policy under review to ensure it remains effective and up to date. CLS welcomes comments and questions from all staff, contractors and temporary workers — please contact the Managing Director if you have any queries about this policy or how it is applied.
Stewart Olsen
Managing Director
Date: 29 July 2025
