Diversity & Equality Policy

Icon Exhibitions & Display Limited Diversity & Equality Policy



  • The Company is an Equal Opportunities Employer and discriminates only on the grounds of merit. Discrimination at work against any person on the grounds of a protected characteristics such as:
  • Age
  • Disability
  • Sex
  • Sexual orientation
  • Gender reassignment
  • Marriage and civil partnership status
  • Pregnancy and maternity
  • Race
  • Religion and belief.

In addition, discrimination on the grounds of nationality, ethnicity or cultural beliefs, and having responsibility for dependants is totally unacceptable.


  • It is recognised that discrimination can take different forms, including:
  • Direct discrimination – treating one person less favourably than another, solely because of, for example, their race, sex or a disability;
  • Indirect discrimination – creating an unjustifiable condition or requirement of employment, which in practice, precludes people from certain groups from getting a job. Examples are specifying that applicants be within a certain age range for no justifiable reason, or asking for experience and qualifications, which are not needed to carry out the duties of the post;
  • Victimisation – where a person is treated less favourably because they are or might; pursue their rights under the Equal Opportunities Policy via the grievance procedure and/or legal proceedings;
  • Harassment – where an employee or group of employees are harassed or abused because of, for example, their race, sex or disability. This would result in less favourable treatment by creating a working environment likely to have a detrimental effect on the work and personal wellbeing of employees.  See below for more details.
  • Where a person is disabled the Company will consider reasonable adjustments that can be made to enable that person to be engaged or continue to carry out a job for which they would otherwise be capable.
  • We look to all our staff to support this policy as each member has a responsibility to avoid discrimination. The Policy is backed by the disciplinary procedure to deal with any members of staff who ignore the Policy.
  • The Company will not permit any job applicant or employee to receive less than favourable treatment than that which would be afforded any other person on any of the above-stated grounds.
  • The Company will endeavour to ensure that there will be equality of opportunity in recruitment, training, development and promotion throughout the Company.
  • All staff involved in employment procedures will receive training in the application of this policy to ensure that they are aware of its content and their responsibility to adhere to its provisions. Outside agencies involved in recruitment will also be made aware of the policy.
  • This policy applies to both internal and external recruitment as well as selection processes and includes advertising. In order to attract applications from the wider community we will advertise all vacancies in the local and/or national press, and at local job centres.
  • Employment records will be regularly monitored by collecting and classifying information as to gender, ethnic/national origin and disability of all current employees, applicants and the success rate of applicants. The results of this monitoring will be regularly reviewed at board level to assess the effectiveness of this policy. If required the policy and appropriate procedures will be adjusted to improve the equality of all applicants and staff.

Sexual Harassment

  • It should be clearly understood that the Company’s policy is that all employees have the right to be treated with dignity and respect, and sexual harassment will neither be permitted nor condoned at the Company.
  • There is no hard and fast definition of sexual harassment as everyone has a different perspective on the matter.
  • In the European Commission’s Code of Practice, it is broadly defined as “unwanted conduct of a sexual nature, or other conduct based on sex affecting the dignity of women and men at work”. It is important to remember that it is the recipient’s own response to the harassment which is relevant.
  • Harassment is not confined to physical abuse – it may include a wide range of behaviour, from making comments to intimidation, for example:
  • Unwelcome sexual attention;
  • Persistent, unwanted sexual attention which continues after the person receiving it makes it clear that they want it to stop – a single incident can also constitute sexual harassment if sufficiently serious;
  • Subjecting someone to insults or ridicule because of their sex;
  • Suggestions that sexual favours may further someone’s career (or that refusal may damage it), or basing a decision affecting a career on willingness or refusal to offer sexual favours.
  • The above list is not exhaustive, but merely outlines some instances and gives an indication of conduct which may amount to sexual harassment. Often it is not intended to cause offence but occurs because of a lack of awareness of other people’s feelings – a misunderstanding.
  • The consequences of sexual harassment can range from individuals suffering in silence, loss of staff, a lowering of morale and business efficiency. In certain circumstances it may be unlawful, and in the worst case it is a criminal offence.
  • We have set out below the 3 step procedure to be implemented in any circumstance where an employee believes they may be the recipient of conduct which constitutes sexual harassment:-


  1. Any employee who feels that they are the subject of sexual harassment should, in the first instance, talk to the individual concerned and explain that their conduct is unwelcome and that they want it to stop. This procedure is encouraged in order to empower the individual to deal with what may be only a chance remark, which has not been intended to cause offence but has occurred due to a misunderstanding. If required at this stage, the person who is the subject of this attention may discuss the matter informally and in confidence, with any of the individuals, as listed below.
  2. If this informal approach fails to have the desired effect or where the behaviour is too serious for the problem to be resolved informally, the matter will be pursued through a formal complaints procedure. The complainant may discuss the matter, in strict confidence, with any of the following individuals who will seek to resolve the problem:-

Robert Ball                            Wayne Ball

Please refer to the home telephone list if you wish to call out of office hours. Allegations of sexual harassment will be dealt with promptly and in confidence.

  1. If the harassment does not cease, then the next stage will be for the matter to be investigated by the Company.

Both the complainant and the person causing the offence shall have the right to be represented, either by themselves or, if they so wish by another member of staff in attendance.  These investigations will be undertaken by a person or persons unconnected with the allegation.

We have to address this issue so that we are confident that if the need should arise, everyone at the Company is aware of the procedures that we have put in place for you all. If you would like to discuss this matter any further, please feel free to contact those persons listed above. Any general information on the subject can be obtained from administration.



  • Bullying is any persistent behaviour, directed against an individual, which is intimidating, offensive or malicious and which undermines the confidence and self-esteem of the recipient. Bullying is largely identified not so much by what has actually been done, but rather by the effect that it has on its target.
  • Examples of bullying include:
  • Verbal or physical threats and intimidation;
  • Persistent negative comments;
  • Humiliating someone in front of others;
  • Unjustified, persistent criticism;
  • Offensive or abusive personal remarks;
  • Setting unattainable targets;
  • Constantly changing work targets in order to cause someone to fail;
  • Reducing someone’s effectiveness by withholding information;
  • Picking on one person for criticism when there is a common problem;
  • Belittling someone’s opinion -making false allegations;
  • Monitoring work unnecessarily and intrusively;
  • Undervaluing work done;
  • Removing areas of responsibility without justification.


  • Bullying is NOT:
  • Legitimate and constructive criticism of an employee’s performance or behaviour;
  • An occasional raised voice or argument between two people;
  • A momentary loss of temper, which the individual regrets, apologises for and learns from;
  • Reasonable management behaviour.
  • Not all bullying occurs face to face. A recently identified problem is that of harassment by e-mail.
  • Any occurrence of bullying in the workplace will not be tolerated and may be construed as gross misconduct. The procedure to follow if a member of staff feels that they are the recipient of bullying is the same as for sexual harassment, detailed above.


Our Policy Statement will be regularly reviewed and updated as necessary. The Directors, Management and staff of the Company endorse this policy statement and are fully committed to its implementation.

This Sustainability Policy Statement has been approved & authorised by:

Wayne Ball
Managing Director