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Equal Opportunities Policy


1. Modulift UK Ltd recognises that discrimination in the workplace in any form is unacceptable and in most cases unlawful.  We have therefore adopted an Equal Opportunities Policy to ensure that all job applicants and employees are treated fairly and without favour or prejudice.  We are committed to applying this policy throughout all areas of employment; recruitment and selection, training, development and promotion.  In all situations people will be judged solely on merit or ability.  The following sets down the key points of the policy, and any breach of the policy will lead to disciplinary action which may include dismissal.

·      Each and every employee has a duty to observe and apply the policy at all times.

·      To ensure that we reach the widest cross section of the community, all vacancies will be advertised through the appropriate agencies, or independent media, as well as being advertised internally.

·      We will ensure that no job applicant or employee receives less favourable treatment on the grounds of race, colour, nationality, ethnic, or national origin, sex, marital status, sexual orientation, disability, political opinion/affiliation, age or religion.

·      Our application process will be as simple and straightforward as possible, and we will not ask for unnecessary information.

·      Interview questions will be related to the requirements of the job and we will not seek irrelevant qualifications. Applicants will be short listed/selected solely on the basis of capability.

·      Each and every employee has an obligation to make a positive contribution towards engendering an environment of equal opportunity throughout the business.

·      The Grievance Procedure is available to any individual who believes that they have been discriminated against, and the Company would urge those individuals to pursue their rights through this channel.


The Company recognises that harassment in the workplace in any form is unacceptable and in most cases is also unlawful.  We are committed to ensuring that we are able to provide a working environment that is harmonious and acceptable to all.

It is the duty of each employee to respect the feelings and well-being of all their colleagues.  What might be acceptable to one person might be upsetting and/or intimidating to another person.  Harassment is considered to be unacceptable language or behaviour that causes the recipient of such actions to be embarrassed, offended, or threatened.  Harassment can take many forms and can range from relatively mild banter to actual physical violence.

The following outlines examples of the type of behaviour which the Company would consider constitutes harassment, for which the perpetrator(s) will be liable for disciplinary action and in serious cases liable to summary dismissal.

·      Jokes and pranks of a coarse, insensitive or sexual nature.

·      Coarse or insensitive comments about appearance or character.

·      Display of offensive material - written or pictorial.

·      Deliberate exclusion from conversation or activities.

·      Unwelcome familiarity or body contact.

·      Abusive, insulting, or threatening language.

·      Demands or threats to intimidate or obtain favours.

·      Threatened or actual violence.

·      Continued suggestions for social activity after it has been made clear that such suggestions are unwelcome.

·      Unwelcome sexual advances or suggestive behaviour (which the harasser may perceive as harmless).

·      Offensive e-mails, text messages or social media content.

The above is not an exhaustive list.


Equal Opportunities and Discrimination (Equality Act 2010)

The new Equality Act came into force in October 2010 and replaces all previous equality legislation in England, Scotland and Wales – namely the Race Relations Act 1976, the Disability Discrimination Act 1995, the Sex Discrimination Act, the Equal Pay Act, the Employment Equality (Age) Regulations 2006, The Civil Partnership Act 2004, the Employment Equality Regulations 2003 (religions and belief and sexual orientation).

The Equality Act 2010 protected characteristics are:

Age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief sex and sexual orientation.

In valuing diversity Modulift UK Ltd is committed to go beyond the legal minimum regarding equality.

The Equality Act 2010 harmonises and strengthens and replaces most previous equality legislation. The following legislation is still relevant:

·                          The Human Rights Act 1998.

·                          The Work and Families Act 2006.

·                          Employment Equal Treatment Framework Directive 2000 (as amended).


The Company will undertake responsibility for implementing this policy and its objectives.

This policy is fully communicated internally and all personnel understand and are conversant with and actively support its intentions.

If anyone has any concerns relating to this policy, at any time, they are immediately encouraged to raise them directly with the designated management representative [QuEnSh Manager], who reports to the Board of Directors.

This policy statement will be reviewed for continuing suitability annually.

Sarah Spivey
Managing Director
8th January 2020
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