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Equal Opportunities Policy

The aim of this policy is to communicate the commitment of the Director and senior management team to the promotion of equality of opportunity in Excel Cleaning services.

It is our policy to provide employment equality to all, irrespective of:

  • Gender, including gender reassignment
  • Marital or civil status
  • Having or not having dependents
  • Religious belief or political opinion
  • Race (including colour, nationality, ethnic or national origins, being an Irish traveller)
  • Disability
  • Sexual orientation
  • Age

We are opposed to all forms of unlawful and unfair discrimination. All job applicants, employees and others who work for us will be treated fairly and will not be discriminated against on any of the above grounds. Decisions about recruitment and selection, training or any other benefit will be made objectively and without discrimination.

We recognise that the provision of equal opportunities in the workplace is not only good management practice, it also make good business sense. Our equal opportunities policy will help all those who work for us to develop their full potential and talents and resources of the workforce will be utilised fully to maximise the efficiency of the organisation.


This policy applies to all those who work for, or apply to work for Excel Cleaning services, for example:

  • Job applicants
  • Employees
  • Contract workers
  • Agency workers
  • Trainee workers & students on work experience or placement
  • Volunteer workers
  • Former employees.

Equality Commitments

We are committed to:

  • Promoting equality of opportunity for all persons
  • Promoting a good and harmonious working environment in which all persons are treated with respect
  • Preventing occurrences of unlawful direct discrimination, indirect discrimination, harassment and victimisation
  • Fulfilling all our legal obligations under the equality legislation and associated codes of practice
  • Complying with our own equal opportunities policy and associated policies
  • Taking lawful affirmative or positive action, where appropriate
  • Regarding all breaches of equal opportunities policy as misconduct which could lead to disciplinary proceedings.


The managing director has specific responsibility for the effective implementation of this policy. Each director and supervisor also has responsibilities and we expect all employees to abide by the policy and help create the equality environment which is its objective.

To implement this policy we shall:

  • Communicate the policy to employees, job applicants and relevant others
  •  Incorporate specific and appropriate duties in respect of implementing the equal opportunities policy into job descriptions and work objectives of all staff
  • Provide equality training and guidance as appropriate, including training on induction and management courses
  • Ensure that those who are involved in assessing candidates for recruitment or promotion will be trained in non-discriminatory selection techniques
  • Incorporate equal opportunities notices into general communications practices (e.g. staff newsletters, internet)
  • Obtain commitments from other persons or organisations such as contractors or agencies that they too will comply with the policy in their dealings with our organisation and our workforce
  • Ensure that adequate resources are made available to fulfil the objectives of the policy.

Monitoring and review

We will establish appropriate information and monitoring systems to assist the effective implementation of our equal opportunities policy.

The effectiveness of our equal opportunities policy will be reviewed regularly at least annually and action taken as necessary.


Employees who believe that they have suffered any form of discrimination, harassment or victimisation are entitled to raise the matter through the agreed procedures by informing the managing director or management in person or writing, who will investigate the complaint and take action. All complaints of discrimination will be dealt with seriously, promptly and confidentially.

In addition to our internal procedures, employees have the right to pursue complaints of discrimination to an industrial tribunal or the fair employment tribunal under the following anti-discrimination legislation:

  • Sex discrimination (Northern Ireland) Order 1976, as amended
  • Disability discrimination act 1995, as amended
  • Race regulations order 1997
  • Employment equality (sexual orientation) regulations 2003
  • Fair employment and treatment order 1998
  • Employment equality (age) regulations 2006
  • Equal pay act 1970

Employees wishing to make a complaint to a tribunal will normally be required to raise their complaint under our internal grievance procedure first.

Every effort will be made to ensure that employees who make complaints will not be victimised. Any complaint of victimisation will be dealt with seriously, promptly and confidentially. Victimisation will result in disciplinary action and may warrant dismissal.

Date: 3.2.2011

Dawn McLellan – Director
Excel Cleaning Services



Further information e.g. other policies, grievance procedures, information about relevant law etc or contact details may be added in appendices at the employer’s discretion.