Our Equality, Diversity & Inclusion Policy


Catering Equipment Services Limited is committed to encouraging equality, diversity and inclusion among members of staff and to the elimination of all forms of unlawful discrimination.

The aim is for our workforce to be representative of all sections of society and our customers and for each employee to feel respected and able to perform to the best of their abilities, without bias or prejudice.

Through the normal course of our business activities, Catering Equipment Services Limited is also committed against the unlawful discrimination of our customers or members of the public.


The purpose of the policy is to:

  1. Provide equality, fairness and respect for all persons in our employment, whether they are temporary, part-time or full-time members of staff.
  2. Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of 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.
  3. Oppose and avoid all forms of unlawful discrimination. This includes pay and benefits, terms & conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working and selection for employment, promotion, training or other developmental opportunities.


Catering Equipment Services Limited commits to:

  1. Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense.
  2. Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all and where individual differences and the contributions of all staff are recognised and valued.This commitment includes training managers and all other employees about their rights and responsibilities under the Equality, Diversity & Inclusion Policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment and prevent bullying, harassment, victimisation and unlawful discrimination.All staff should understand that they, as well as their employer can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination in the course of their employment, against fellow employees, customers, suppliers or members of the public.
  3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, members of the public or any other persons in the course of our work activities.Such allegations will be dealt with as major misconduct under the terms of the company’s disciplinary procedures and if proven, appropriate action will be taken. Particularly serious complaints if proven, may amount to gross misconduct and lead to dismissal without notice.Allegations involving sexual harassment may amount to both an employment rights matter and a criminal matter. In such circumstances, the matter may be referred to the Police Service of Northern Ireland (PSNI) for investigation.
  4. Make opportunities for training, development and progress available to all staff, who will be assisted and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the company.
  5. Ensure all decisions concerning staff are based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
  6. Review employment practices and procedures when necessary to ensure fairness and also update them and the policy to take account of changes in the law.
  7. Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief and disability in order to encourage equality, diversity and inclusion and in meeting the aims and commitments set out in the company’s Equality, Diversity & Inclusion Policy.Monitoring will also include assessing how the company’s Equality, Diversity & Inclusion Policy and any supporting action plan, are working in practice, reviewing them annually and considering and taking any action required in order to address any issues that are identified.

The Equality, Diversity & Inclusion Policy is fully supported by senior management and members of staff.

Details of the company’s grievance and disciplinary policies and procedures are presented to all staff members at the commencement of their employment with Catering Equipment Services Limited. This includes details of with whom an employee should raise a grievance – usually their line manager.

Use of the organisation’s grievance and/or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination taking place.