Fairness, Inclusion and Respect (FIR) Policy
1. Purpose
This policy sets out our commitment to promoting a workplace where everyone is treated fairly, with dignity, inclusion and respect. It defines the responsibilities of all individuals within the organisation to ensure that Fairness, Inclusion and Respect (FIR) is embedded in our culture, behaviours and decision-making.
We are committed to providing a working environment that is free from discrimination, harassment, bullying and victimisation, where everyone has equal opportunity to contribute and succeed regardless of their background or personal characteristics.
This policy applies to all employees, directors, managers, agency workers, contractors, apprentices, consultants and anyone acting on behalf of the organisation.
2. Our Commitment
The organisation is committed to:
Treating everyone with fairness, dignity and respect.
Creating an inclusive working environment where differences are valued.
Ensuring employment decisions are based on merit, skills, qualifications and business needs.
Preventing discrimination, harassment, bullying and victimisation.
Complying with the Equality Act 2010 and all other relevant UK legislation.
Promoting equal access to opportunities for recruitment, training, development and progression.
Investigating concerns promptly, fairly and confidentially.
Holding individuals accountable where standards of behaviour are not met.
3. Responsibilities
Chief Executive / Board of Directors
The Chief Executive and Board have overall responsibility for ensuring that Fairness, Inclusion and Respect forms part of the organisation’s culture and business strategy.
They are responsible for:
Demonstrating visible leadership and commitment to FIR.
Ensuring sufficient resources are available to implement this policy.
Setting behavioural expectations across the organisation.
Monitoring organisational performance relating to equality, diversity and inclusion.
Ensuring legal compliance with equality legislation.
Taking appropriate action where this policy is breached.
Reviewing this policy regularly to ensure it remains effective and reflects current legislation and best practice.
Directors and Senior Managers
Directors and senior managers are responsible for leading by example and creating an inclusive culture within their areas of responsibility.
They must:
Promote fairness and respectful behaviour at all times.
Ensure employment decisions are objective, consistent and free from bias.
Challenge inappropriate behaviour immediately.
Ensure concerns are dealt with promptly, fairly and sensitively.
Support employees who raise concerns without fear of retaliation.
Ensure recruitment, promotion, training and reward decisions are made fairly.
Complete any required FIR training.
Monitor workplace culture and take action to address issues.
Line Managers and Supervisors
Managers and supervisors play a key role in implementing this policy.
They are responsible for:
Treating all team members fairly and consistently.
Promoting inclusive working practices.
Addressing inappropriate behaviour at the earliest opportunity.
Reporting incidents of discrimination, bullying or harassment.
Supporting employees who experience or witness unacceptable behaviour.
Ensuring team members understand this policy.
Escalating serious concerns in accordance with company procedures.
Employees
Every employee has a personal responsibility to contribute to a respectful and inclusive workplace.
Employees must:
Treat colleagues, customers, suppliers and members of the public with dignity and respect.
Behave professionally and inclusively at all times.
Not engage in discrimination, harassment, bullying, victimisation or offensive behaviour.
Challenge or report inappropriate behaviour where it is safe to do so.
Cooperate with any investigations into alleged breaches.
Complete any mandatory FIR training.
Promote a positive working environment where everyone feels valued and included.
Failure to meet these responsibilities may result in disciplinary action.
Human Resources
Human Resources is responsible for supporting the implementation of this policy by:
Providing advice and guidance to managers and employees.
Ensuring policies and procedures comply with legislation.
Supporting investigations into complaints.
Monitoring equality and inclusion data where appropriate.
Delivering or coordinating training and awareness activities.
Reviewing the effectiveness of the policy and recommending improvements.
4. Reporting Concerns
Everyone has the right and responsibility to raise concerns about behaviour that conflicts with this policy.
Concerns should be reported to a line manager, Human Resources or another appropriate senior manager.
All reports will be treated seriously, investigated promptly and handled as confidentially as possible. Individuals who raise concerns in good faith will not suffer victimisation or retaliation.
False or malicious allegations may themselves be treated as a disciplinary matter.
5. Breaches of this Policy
Any breach of this policy may result in disciplinary action, up to and including dismissal. Where appropriate, breaches involving contractors, agency workers or third parties may result in termination of contracts or removal from site.
Where unlawful conduct is identified, the organisation may also report matters to the appropriate external authorities.
6. Monitoring and Review
The organisation will monitor the effectiveness of this policy through employee feedback, grievance and disciplinary data, recruitment and progression information, and other relevant indicators.
This policy will be reviewed periodically, or sooner, where there are changes in legislation, business requirements or organisational needs, to ensure it remains effective and continues to support a fair, inclusive and respectful workplace.
Signed
Michael Lambe, Chief Executive
For and on behalf of M Lambe Construction Ltd
Review Date – 14th July 2027