Equality & Diversity Policy

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Greater London Locksmiths Ltd.Montrose, Stylecroft RoadChalfont St Giles, BucksHP8 4HY

0800 783 7412




GLL is committed to eliminating discrimination and encouraging

diversity amongst our workforce. Our aim is that our workforce will be truly representative of all sections of society and each employee feels respected and able to give of their best.

The purpose of this Policy is to provide equality and fairness for all in our employment and for all job applicants and not to discriminate on grounds of any of the ‘protected characteristics’ under the Equality Act 2010. The ‘protected characteristics’ are age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. 

All employees, whether part-time, full-time, contracted or temporary including others engaged to work at GLL, are treated fairly and with respect. Selection for employment, promotion, training or any other benefit is considered purely on the basis of aptitude and ability. All employees are supported and encouraged to develop their full potential. The talents and resources of the workforce are fully utilised to maximise the efficiency of the organisation.


Our commitment:

• To create an environment in which individual differences and the contributions of all our staff are recognised and valued

• Every employee is entitled to a working environment that promotes dignity and respect to all

• No form of intimidation, bullying or harassment will be tolerated

• Training, development and progression opportunities are available to all staff

• Equality in the workplace is good management practice and makes sound

business sense

• To regularly review all of our employment practices and procedures to ensure fairness and develop an action plan accordingly

• Breaches of our equality policy are regarded as misconduct and could lead to disciplinary proceedings including dismissal

• The Policy will be monitored and reviewed annually.


GLL strongly believes that the community and workforce should not face discrimination, or receive less favourable treatment, on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation. 

GLL will promote equality in employment and service delivery by:

Working with all our partners to define and jointly address areas of inequality


Implementation of the Policy

The implementation of the Policy is a priority for senior management. The Managing Director is responsible for the day to day implementation of the Policy. The Policy is also communicated to all employees and job applicants.

All staff receive training on the Policy, on their rights and responsibilities under the Policy and how the policy affects the way they carry out their duties. This will ensure all are aware of what constitutes acceptable and unacceptable conduct.

Complaints about discrimination and harassment in the course of employment are regarded seriously and may result in disciplinary sanctions, including dismissal where appropriate.

Opportunities for employment are advertised widely and all applicants are welcomed irrespective of any protected characteristic. Selection criteria are entirely related to the job or training opportunity.

Monitoring information is collected and analysed as part of the recruitment process to monitor the effective implementation of the Policy. The information is held in strictest confidence and will only be used to promote equality and prevent unlawful discrimination.

If monitoring data shows that people from particular groups are under-represented in particular areas of work, lawful positive action in training and encouragement will be considered for staff to apply successfully for vacancies in these areas.

Grievances, disciplinary action, performance assessment and terminations of employment are also monitored.

Job requirements, conditions, provisions and criteria and practices are reviewed regularly in the light of monitoring results, and revised if they are found to or might discriminate unlawfully.

All contracts between GLL and our sub-contractors to supply goods, materials or services include a clause prohibiting unlawful discrimination or harassment by contractors or their staff. This clause also encourages contractors and potential contractors to prove equality of opportunity in their employment practices.

The effectiveness of the Policy and the Plan are monitored regularly.


We will know we have been successful when:

• All our key decisions take into account equality analysis

• Our commissioning and procurement activities are more efficient and focused on our communities.

Clients are made aware of this Policy and their right to fair and equal treatment irrespective of any protected characteristic.


This procedure is non-contractual and may be amended at any time.


Jason Bowe

Managing Director

January 2022

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