New Timber Spaces Policies
I: Equality , Diversion and Inclusion Policy
III: Modern Slavery Statement
V: Complaints Policy
Equality, Diversity & Inclusion Policy
New Timber Spaces embraces equality, diversity and inclusion and will seek to promote their benefits in all of its business activities. We will further develop our business culture to encourage, value and manage that belief. We will seek to widen the media in which we recruit to ensure as diverse an employee base as possible.
We intend to eliminate discrimination and encourage diversity amongst our workforce. Our aim is that our employees will be truly representative of all sections of society and each person feels respected and able to give their best.
New Timber Spaces does not discriminate against its employees, candidates, suppliers or customers on the basis of their gender, sexual orientation, marital or civil partner status, gender identity, race, colour, nationality, ethnic or national origin, religion or belief, pregnancy, disability, age (the protected characteristics) or neurodiversity.
This policy sets out our approach to equal opportunities and the avoidance of discrimination at work. It applies to all aspects of employment or service with us, including recruitment, pay and conditions, training, appraisals, promotion, conduct at work, disciplinary and grievance procedures, and termination of employment.
The Directors are responsible for this policy and any necessary training on equal opportunities. Managers must set an appropriate standard of behaviour, led by example and ensure that those they manage adhere to the policy and promote our aims and objectives with regard to equal opportunities.
This policy covers all employees, officers, consultants, contractors, casual and agency workers. It does not form part of a contract of employment and we may amend it at any time.
What is discrimination?
You must not unlawfully discriminate against or harass other people including current and former employees, job applicants, clients, candidates, suppliers and visitors. This applies in the workplace, outside the workplace (when dealing with clients, candidates, suppliers or other work-related contacts), and on work-related trips or events including social events.
The following forms of discrimination are prohibited under this policy and are unlawful:
- Direct discrimination: treating someone less favourably because of a protected characteristic. For example, rejecting a job applicant because of their race, gender or age because they would not ‘fit in’ would be direct discrimination.
- Indirect discrimination: a provision, criterion or practice that applies to everyone but adversely affects people with a particular protected characteristic more than others, and is not justified.
- Harassment: 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.
- Victimisation: retaliation against someone who has complained or has supported someone else's complaint about discrimination or harassment.
- Disability discrimination: this includes direct and indirect discrimination, any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability. Direct discrimination can also be committed where the treatment is "because of" a protected characteristic the individual is perceived to have or because of the characteristic of another person, such as someone with whom the claimant associates (e.g. discrimination against a colleague because he/she has a disabled child or because you perceive that individual has a particular sexual orientation or gender preference).
How will this policy be implemented?
- Advertising - Job advertisements should avoid stereotyping or using wording that may discourage particular groups from applying.
- Recruitment and selection – we aim to recruit the best person for the job. Candidates will be sourced and the interviewing processes will be conducted fairly, objectively and without bias.
- Questions about health and disability – Applicants should not be asked about health or disability before a job offer is made. There are limited exceptions, for example where questions are necessary to establish if an applicant can perform an intrinsic part of the job (subject to reasonable adjustments) or to establish if an applicant is fit to attend an assessment or needs adjustments to be made during the interview process. If in doubt seek advice before relying on an exception.
- Terms and conditions of employment - our conditions of service, benefits and facilities are reviewed regularly to ensure that they are available to all employees who should have access to them and that there are no unlawful obstacles to accessing them.
- Promotion and career development - we seek to give all employees the opportunity for planned training and development. Career progression decisions will be made on the basis of merit and capability.
- Grievance and disciplinary policies – we aim to apply these policies consistently to all employees, any individual differences that could lead to misunderstanding in considering incidents under these policies will be recognised.
- Disability - the requirements of candidates and employees who are disabled or develop a disability (as defined under the relevant legislation) will be reviewed to ensure that whenever possible reasonable adjustments are made to enable them to enter into or remain in employment with New Timber Spaces. Promotion opportunities, benefits and facilities for disabled employees will not be unreasonably limited and every reasonable effort will be made to ensure that disabled employees participate fully in the workplace. Where there are circumstances which mean that it will not be reasonable for us to accommodate suggested adjustments we will explain our reasons and try and find an alternative solution where possible.
- Part-time workers – we will monitor the conditions of service of part-time employees and their progression within the Company to ensure that they are being offered appropriate access to benefits, training and promotion opportunities.
- Requests to alter working hours will be given serious consideration by the Company.
- Training – training and resources will be provided to enable managers, supervisors and other employees to implement and uphold the provisions of this policy.
What happens if this policy is breached?
- If you believe that you have been discriminated against, or you have witnessed behaviour, which you believe amounts to discrimination; you should first bring this to the attention to one of the directors of New Timber Spaces.
- Anyone who makes such an allegation in good faith will not be treated less favourably or victimised as a result. False allegations of a breach of this policy which are found to have been made in bad faith will be dealt with under our
- Any employee who is found to have committed an act of discrimination or harassment will be subject to disciplinary action. Such behaviour may constitute gross misconduct and may result in summary dismissal. The Company will always take a strict approach to serious breaches of this policy.
- This policy will be monitored and reviewed at least every 2 years or following changes in relevant legislation.
- What are cookies?
Cookies are small text files that are placed on your device when you visit our Website. Cookies allow our Website to remember your actions and preferences (such as login, language, font size, and other display preferences) over a period of time, so you do not have to keep re-entering them whenever you come back to the site or browse from one page to another.
- Types of cookies we use
We use both session cookies and persistent cookies on our Website.
Session cookies are temporary cookies that are stored on your device only while you are browsing our Website. Once you close your browser, the session cookie is deleted.
Persistent cookies remain on your device even after you close your browser or turn off your device. These cookies help us recognize you when you return to our Website and allow us to remember your preferences and settings.
We also use first-party cookies and third-party cookies on our Website. First-party cookies are created by our Website, while third-party cookies are created by other websites or services (such as analytics providers).
- To improve your browsing experience on our Website
- To analyze our Website traffic and to understand where our visitors are coming from
- To remember your preferences and settings
- To serve relevant advertisements to you
- Your cookie choices
You have the right to choose whether or not to accept cookies. Most web browsers automatically accept cookies, but you can usually modify your browser settings to decline cookies if you prefer. However, this may prevent you from taking full advantage of our Website.
You can also disable or delete cookies by following the instructions provided by your browser or device manufacturer. For more information on how to manage cookies, please visit www.allaboutcookies.org.
- Contact us
Modern Slavery Statement
We are committed in delivering high standards of corporate governance and a key component of this is managing our business in a socially responsible way. New Timber Spaces employ the highest ethical and professional standards and comply with regulation and laws applicable to our business. To date we have not been made aware or discovered any incidents relating to modern slavery within Modern our business or through our candidate placements. However, as a business, we are committed to continually strive to ensure that any mistreatment of individuals is identified and eradicated in each division of our business and our candidate placement.
Going forward into our new financial year, we hope to continue to raise awareness on modern slavery in the following ways:
- Completing staff training on slavery and human trafficking.
- Request further information on the business practises of our current and future clients and partners, and in particular, seek to obtain information of how they identify risks of modern slavery within their businesses and what actions they would take should they identify activities relating to modern slavery.
- We will measure our performance against the actions and steps identified in this statement and identify further areas of improvement to add to our annual compliance risk management.
This statement is made in accordance with the Modern Slavery Act 2015 section 54(1) and constitutes New Timber Spaces modern slavery statement for the financial year ending 30th June 2021.
Roy O’Brien – Director, New Timber Spaces
Date: 1st May 2023
- Information we collect
We collect personal information that you provide to us voluntarily, such as your name, email address, phone number, and address. We may also collect non-personal information about your visit to our website, such as your IP address, browser type, device type, and referring website.
- How we use your information
We use your personal information to provide you with our products and services, to communicate with you, to respond to your inquiries, to process your payments, and to fulfill our legal obligations. We may also use your personal information to send you promotional and marketing communications, which you can opt out of at any time.
We use non-personal information to improve our website and services, to analyze our website traffic, and to understand where our visitors are coming from.
- Information sharing
We do not sell, rent, or share your personal information with third parties for their marketing purposes. We may share your personal information with our service providers and partners who help us provide our products and services. We may also share your personal information to comply with legal obligations or in response to a court order or subpoena.
- Data security
We take reasonable measures to protect your personal information from unauthorized access, use, disclosure, or destruction. However, no method of transmission over the Internet or electronic storage is 100% secure, so we cannot guarantee absolute security.
- Your choices
You have the right to access and update your personal information. You also have the right to request that we delete your personal information, although we may need to retain certain information for legal or legitimate business purposes.
You can opt out of receiving promotional and marketing communications from us by clicking the "unsubscribe" link in the email or by contacting us directly.
- Children's privacy
Our website is not intended for children under the age of 13. We do not knowingly collect personal information from children under the age of 13. If we learn that we have collected personal information from a child under the age of 13, we will take steps to delete the information as soon as possible.
- Changes to this policy
- Contact us
At New Timber Spaces, we strive to provide the highest level of customer service. We take all complaints seriously and aim to resolve them promptly and fairly. Our policy outlines the steps we take to address and resolve customer complaints.
- Submitting a complaint
Customers can submit a complaint by contacting us via email, phone, or our website. When submitting a complaint, please provide your name, contact information, and a detailed description of the issue you are experiencing. We will acknowledge your complaint within 2 business days.
- Complaint investigation
Once we receive your complaint, we will investigate the issue thoroughly. We may contact you for additional information or clarification. We aim to complete our investigation within 15 business days of receiving your complaint.
- Complaint resolution
We will work to resolve your complaint as quickly and efficiently as possible. If we are unable to resolve the issue within 15 business days, we will provide you with a status update and an estimated timeline for resolution. We aim to resolve all complaints within 45 business days.
If you are not satisfied with the resolution of your complaint, you may request that it be escalated to a higher level of management. We will review your complaint and respond to you within 5 business days.
- Complaint records
We keep records of all complaints received, including the details of the complaint, the steps taken to investigate and resolve the issue, and the outcome of the complaint. We use this information to continuously improve our products and services.
- Contact us
If you have any questions or concerns about our complaints policy, please contact us at firstname.lastname@example.org.