Equality, Diversity, Inclusion and Anti-Harassment Policy

The Mining Shop UK Limited is committed to fair treatment and dignity in employment, contracting, customer service and access to our premises and services. This policy applies to directors, employees, applicants, workers, contractors, visitors and work-related interactions with customers and suppliers.

Decisions concerning recruitment, pay, training, allocation of work, performance, promotion and termination must be based on lawful, objective and relevant criteria. Darren Waggott, Director, owns this policy and is responsible for resources, oversight and response to material concerns.

This policy does not claim Investors in People or another accreditation. It establishes controls and evidence that can support future assessment.

Unlawful direct or indirect discrimination, harassment, sexual harassment, victimisation and retaliation are prohibited. Protected characteristics under the Equality Act 2010 must be respected. Bullying and degrading conduct may breach this policy even where it is not unlawful discrimination.

Reasonable adjustments are considered for disabled applicants, workers, customers and visitors. People are encouraged to explain barriers and possible adjustments, but unnecessary medical detail must not be demanded. Decisions and any objective justification are recorded proportionately.

Accessible customer information and digital improvements are addressed through our Accessibility Statement.

Everyone must communicate respectfully, avoid unwanted conduct, challenge inappropriate behaviour safely and cooperate with reasonable investigations. The standards apply at premises, online, during travel, at events and through messaging or social channels connected to work.

A concern may be raised with a manager, the director or through [email protected]. Immediate safety concerns should be escalated without delay. Reports are handled promptly, fairly and as confidentially as reasonably possible.

Retaliation against someone who raises or supports a good-faith concern is prohibited. Deliberately false or malicious allegations may be addressed, but an honestly mistaken report is not misconduct.

Recruitment and progression criteria should be clear and proportionate to the role. Relevant personnel receive awareness on equality, harassment, reasonable adjustments and reporting routes. Suppliers and contractors working alongside our staff may be required to meet equivalent conduct standards.

The company reviews concerns, outcomes, adjustments, training and relevant workforce information proportionately and lawfully. Monitoring must respect privacy and must not become an unjustified collection of sensitive personal data.

Findings, recurring barriers and substantiated concerns lead to assigned corrective actions. Material cases and changes in law trigger an earlier policy review.