Policy

Knauf Insulation is an equal opportunity employer. Our objective is to create a working environment in which there is no unlawful discrimination, and all decisions are based on merit.

We are committed to ensuring equal opportunities, fairness of treatment, dignity, work-life balance and the elimination of all forms of discrimination in the workplace for all employees and job applicants. We aim to create a working environment in which:

• All individuals feel comfortable and confident that they will be treated with respect and dignity:
• All individuals are able to make best use of their skills, free from discrimination or harassment; and
• All decisions are based on merit.

It is our policy to treat all workers and job applicants equally and fairly irrespective of their sex, marital status, civil partnership status, trans-gender status, sexual orientation, pregnancy, maternity, race, colour, nationality, ethnic origin, national origin, religion (or lack of religion) and belief, age, or disability (“protected characteristics” as set out in the Equality Act 2010).

All forms of discrimination, whether direct or indirect, as well as any harassment or victimisation on grounds of a person’s “protected characteristics “are illegal and are strictly prohibited under this policy. All employees have a duty to act in accordance with this policy, to treat colleagues with dignity at all times, and not to discriminate against or harass other members employees, regardless of their status.

The same principles apply to the treatment of visitors, clients, customers, suppliers and former employees.

Vision of Inclusion

People are our greatest asset which is why we pay so much attention to fostering a diverse and inclusive culture, where all employees feel seen, heard, included, valued, treated equally and respected.

Our diversity and inclusion strategy aims to promote a workplace culture that values and respects the differences of employees, such as their race, gender, age, religion, sexual orientation and other personal characteristics.

The composition of our employees and leaders reflects the rich diversity of the geographic markets where we operate and society at large.

We actively seek to attract, develop, and promote talent from diverse backgrounds, ensuring that our teams mirror the communities we serve worldwide.

Through this commitment, we not only fulfill our business goals but also contribute positively to the broader global community

Status of this policy

This policy is non-contractual. The Company reserves the right to alter any of its terms at any time.

Discrimination

Discrimination is unlawful when it takes place on one of the following grounds (the ‘protected characteristics’):

• age

• disability

• gender reassignment

• marriage and civil partnership

• pregnancy and maternity

• race (which includes colour, nationality and ethnic or national origin)

• religion or belief

• sex

• sexual orientation

Discrimination can take a number of forms:

• Direct discrimination is when someone is treated worse than someone else (or worse than someone else would be treated) because of a protected characteristic. For example, it would be direct discrimination if a manager excluded an employee from a training course because they are gay.

• It is also direct discrimination when someone is treated worse than someone else (or worse than someone else would be treated) because they associate with someone with a protected characteristic or because they are perceived to have a protected characteristic. For example, it would be direct discrimination if an employee ostracised a colleague because the colleague has a gay flatmate or because they think the colleague is gay.

• Indirect discrimination is when an apparently neutral practice or requirement disproportionately disadvantages people with a particular protected characteristic and cannot be justified by the needs of the business (as a proportionate means of achieving a legitimate aim). For example, imposing a requirement that job applicants must speak fluent English disproportionately disadvantages groups who are not native English speakers and would be unlawful unless it could be justified on genuine business grounds.

• It is also discrimination when a disabled person is treated unfavourably because of something connected to their disability and this cannot be justified by the needs of the business (as a proportionate means of achieving a legitimate aim), or when the business fails to make reasonable adjustments for a disabled person to alleviate the disadvantage(s) caused by the disability.

• Harassment is another form of discrimination. This includes sexual harassment and other unwanted conduct related to a protected characteristic, which has the purpose or effect of violating someone's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. For further details, see our Bullying, Harassment and Victimisation Policy.

• Victimisation, i.e. retaliating against someone who has complained about discrimination or harassment, or who has supported someone else’s complaint about discrimination or harassment, is also unlawful discrimination.

It is also unlawful discrimination to:

• treat a part-time worker worse than a comparable full-time colleague, unless that treatment can be justified by the needs of the business (as a proportionate means of achieving a legitimate aim); and
• treat a fixed-term employee worse than a comparable permanent colleague, unless that treatment can be justified by the needs of the business (as a proportionate means of achieving a legitimate aim).

Part-time workers and fixed-term employees should also enjoy no less favourable terms and conditions (on a pro-rata basis where appropriate) unless different treatment is justified.

This policy applies to prohibit all forms of unlawful discrimination in the workplace (which for home and hybrid workers includes their home), outside the workplace (when dealing with customers, suppliers or other work-related contacts), and on work-related trips or events including social events.

Our responsibilities and approach

We aim to avoid discrimination in all aspects of employment and recruitment. Our approach to different aspects of employment and recruitment is set out below.

Recruitment and selection

We aim to ensure that job requirements and job selection criteria are clear and based only on what is required to get the job done effectively. We will avoid making stereotypical assumptions based on protected characteristics about who is able to do a particular job.

We aim to ensure that no job applicant is placed at a disadvantage by practices or requirements which disproportionately disadvantage particular groups and which are not justified by the demands of the job.

For all jobs, we will draw up a clear and accurate job description and person specification to ensure that we remain focussed on what the job involves and the skills, experience and qualifications which are relevant and necessary to do the job. If a job can be done flexibly, we aim to say so in the job description. We will advertise all vacancies to a diverse section of the labour market and we will ensure that job advertisements avoid stereotyping or using language that may discourage particular groups from applying. If we hold interviews, we will try to ensure that more than one person conducts them to ensure that we avoid unintentional bias.

We will not ask for personal or irrelevant information on application forms or in interviews. We will focus instead on whether someone has the relevant skills, qualities and experience to do the job.

We are required by law to ensure that all employees are entitled to work in the UK. We will not make assumptions about immigration status based on appearance, name, accent, or other attributes that might suggest a particular nationality. We will carry out a right to work check on all prospective employees, regardless of nationality, before they commence employment.

Promotion, training and appraisals

Promotion and training decisions will be made on the basis of merit. We will not unlawfully discriminate against any employee in making promotion or training decisions. We believe all employees should have an equal opportunity to progress and develop.

We will advertise promotion and transfer opportunities widely, including deputising opportunities and secondments which could lead to permanent promotion. We will try to ensure that training and development opportunities are made known to all relevant employees

We have a formal appraisal system which helps us to ensure that employees are being assessed fairly on the basis of job performance and are not being discriminated against. We will conduct appraisals objectively and measure performance in a transparent and objective way, without prejudice or bias.

Working conditions and terms of employment

We will try to accommodate cultural or religious practices such as prayer requirements where we reasonably can.

We aim to ensure that our terms of employment, benefits, facilities and policies are free from unlawful discrimination. We will review our benefits and facilities regularly to ensure that they are available to all those who should have access to them and that there are no unlawful obstacles to accessing them.

Where we provide separate facilities for men and women, we encourage you to use the facilities which you consider best match your gender identity.

We will ensure that decisions relating to any company policy are carried out fairly and without discrimination.

Termination of employment

We will ensure that we avoid discrimination in making decisions about dismissal or redundancy.

We will encourage leavers to give feedback about their employment in exit interviews.

Disabilities

If you are disabled or become disabled, we encourage you to tell us about your condition so that we can support you as appropriate.

If you experience difficulties at work because of your disability, we will make adjustments to accommodate you where possible and reasonable. With your input, we may wish to seek advice about possible adjustments from your doctor(s) and/or Occupational Health. If we consider a particular adjustment would not be reasonable, we will explain our reasons and try to find an alternative solution where possible.

Training on Diversity, Equity and Inclusion

We will train our managers and those responsible for recruitment and promotionon all elements of this policy, including understanding and avoiding discrimination and promoting equal opportunities. This will form part of the DEI learning series.

Your rights and responsibilities

You have the right not to experience unlawful discrimination at work. You also have a responsibility to understand this policy and help us to implement it.

You have a duty not to discriminate against anyone at work and not to help anyone else do so. As part of this commitment, we expect you to respect a person’s gender identity, name and pronouns.

Our relationships with visitors/customers/suppliers

You must not discriminate against any of our visitors/customers/suppliers. Equally, we expect our visitors/customers/suppliers not to discriminate against you and we will take appropriate action against any visitor/customer/supplier found to have done so.

What to do if you have been discriminated against

If you believe you may have been discriminated against, please tell us. You can speak informally with your manager if this is not reasonably practicable because your concern directly involves the manager, you should raise it with the Human Resources Department. If you want to make a more formal complaint, you are encouraged to raise the matter through our Grievance Procedure. If you believe there has been any bullying or harassment, then you should raise the matter through our Bullying, Harassment and Victimisation Policy.

Allegations of potential breaches of this policy will be treated seriously. Individuals who make such allegations in good faith will not be victimised or treated less favourably as a result. However, false allegations of a breach of this policy which are found to have been made in bad faith will be dealt with under our Disciplinary Policy.

What will happen if you act in a discriminatory way?

Breaches of this policy will be dealt with in accordance with our Disciplinary Policy and you may be subject to disciplinary action up to and including dismissal.

Data protection

For information about our processing of personal data under this policy, including details of our legal grounds for doing so, how long we retain such personal data, who your personal data is shared with, your rights under data protection law and who you should contact if you have any concerns, please see our employee privacy notice a copy obtained from HR.