Equality, Diversity, and Inclusion Policy
Effective Date: 01/01/2025
At M&M Work Force®, we believe that a diverse and inclusive workforce is our greatest asset.
We are dedicated to fostering an environment where all individuals are treated with fairness, dignity, and respect.
Our Commitment to Equality
M&M Work Force® is committed to promoting equality, diversity, and inclusion in all our business practices. Our goal is to create a supportive and inclusive culture where every employee feels valued and has the opportunity to achieve their full potential.
We will not tolerate discrimination, harassment, or victimisation on the basis of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex, or sexual orientation, as defined by the Equality Act 2010.
Our Core Principles
Equal OpportunityWe ensure that all individuals are treated fairly and equitably in every aspect of their employment, including recruitment, selection, training, development, and promotion.
Fair and Transparent RecruitmentOur recruitment and selection processes are conducted on the basis of merit, skills, and experience to eliminate bias and ensure we attract the best talent from the widest possible pool.
Zero Tolerance for DiscriminationWe uphold a zero-tolerance policy towards any form of harassment, bullying, or unlawful discrimination. Any reported incidents will be investigated thoroughly and dealt with appropriately.
Reasonable AdjustmentsWe are committed to making reasonable adjustments to accommodate the needs of disabled employees and job candidates, ensuring equal access to employment opportunities and a supportive working environment.
Contact Us
For more information about our commitment to equality, diversity, and inclusion, please contact us.
M&M Work Force®
Phone: 01903 496 375
Email: [email protected]
This policy is reviewed regularly to ensure we continue to meet our commitments and comply with all relevant legislation.
