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Coinford Ltd is committed to creating a safe, inclusive, and diverse workplace where everyone is treated with respect and fairness. This policy applies to all employees, contractors, agency staff, clients, and third parties.
It aims to:
Promote equality, diversity, and inclusion across all operations.
Prevent discrimination, harassment (including sexual harassment), bullying, or victimisation.
Ensure employment decisions (recruitment, pay, promotion, training, flexible working) are based on merit and job-related criteria.
Encourage a culture where differences are valued and contributions recognised.
Zero Tolerance Statement:
Coinford operates a zero-tolerance approach to discrimination, harassment, and victimisation of any kind. Every employee has the right to work in an environment free from intimidation, hostility, or abuse. Any breach of this policy will be treated as a serious disciplinary matter.
This policy applies to all:
Employees, apprentices, agency staff, and contractors.
Interactions on construction sites, offices, client premises, or off-site events.
Conduct online or on social media when representing Coinford or relating to employment.
Coinford will not discriminate based on:
Age | Disability | Sex, Gender & Gender Reassignment | Marriage & Civil Partnership
Pregnancy & Maternity | Race, Colour, Nationality, Ethnic/National Origin
Religion or Belief | Sexual Orientation
Other inclusion considerations include neurodiversity, mental health, caring responsibilities, or other diversity factors.
Intersectionality: Employees may experience overlapping forms of disadvantage; Coinford will address these fairly.
Discrimination: Treating someone less favourably because of a protected characteristic.
Harassment: Unwanted conduct related to a protected characteristic that violates a person’s dignity or creates an intimidating, hostile, degrading, or offensive environment.
Sexual Harassment: Unwelcome sexual behaviour, whether verbal, non-verbal, or physical, including jokes, comments, gestures, advances, or suggestive messages.
Victimisation: Treating someone unfairly because they have made or supported a complaint about discrimination or harassment.
Coinford promotes a culture where:
Fairness – Employment decisions and task allocation are objective and merit-based.
Inclusion – Everyone can participate, contribute ideas, and access opportunities.
Respect – All employees, contractors, and clients are treated with dignity; harassment, including sexual harassment, bullying, or inappropriate behaviour will not be tolerated.
Practical examples:
Encouraging all team members to voice ideas safely during site meetings or toolbox talks.
Accommodating individual needs, including religious observances, disability adjustments, or flexible work arrangements.
Maintaining professional, inclusive communication, in person, digitally, and on-site.
Managers and employees are expected to model these behaviours daily. Breaches may result in disciplinary action, up to and including dismissal.
Managers:
Ensure policy compliance and create inclusive team environments.
Address concerns promptly and escalate to HR when needed.
Lead by example and complete required EDI training.
Employees:
Act in ways that uphold EDI principles and support a culture of respect.
Understand that both employees and Coinford can be held liable for breaches, including conduct outside work if employment-related.
Everyone:
Treat colleagues, clients, and third parties with respect and dignity.
Speak up if they witness discrimination or harassment. Coinford encourages active bystander intervention - raising concerns early helps maintain a safe and respectful workplace.
Site-specific note: Inclusive and safe behaviour is expected on all construction sites, including respecting personal space, PPE, and teamwork.
Employees can raise concerns with their line manager, HR, or a Mental Health First Aider (MHFA).
Investigations will be conducted promptly, confidentially, and fairly.
Employees will not suffer any disadvantage or retaliation for raising a genuine concern.
Informal resolution (e.g., mediation) may be offered where appropriate; however, serious allegations, including sexual harassment, will always be handled formally.
Complaints involving third parties (clients, subcontractors) will be addressed reasonably and promptly.
Coinford actively works to create a fair and inclusive workplace by:
Hiring fairly: using diverse interview panels and selecting people based on skills and ability.
Training: To commit to providing regular training to all employees and managers on equality, inclusion, and preventing harassment, including sexual harassment.
Supporting growth: offering mentoring and career development opportunities.
Raising awareness: marking key awareness days (e.g., Mental Health Awareness Day).
Flexible and accessible working: ensuring all employees, on-site or in the office, can work safely and effectively.
Coinford complies with the Equality Act 2010 and all other relevant legislation.
Some behaviours may also constitute criminal offences under:
Crime & Disorder Act 1998 (Race/Religion)
Equality Act 2010; Sexual Offences Act 2003 (Sexual Harassment)
Protection from Harassment Act 1997 (General Harassment)
Workforce diversity, recruitment, promotion, and inclusion initiatives will be monitored regularly.
Human Resources is responsible for implementing this policy and ensuring managers uphold its principles.
Senior leadership will review progress and ensure equality objectives are embedded in business planning.
The policy will be reviewed annually, or sooner if required by legislative or organisational changes.
Anti-Harassment and Bullying Policy
Behaviour at Work Policy
Grievance Policy
Disciplinary Policy
Whistleblowing Policy
7th January 2026
