POLICY Page Issue No

Ref
HR009 2
Title 1 of 2 Issue Date
Equal Opportunities Policy
01/04/09

AMENDMENT RECORD

DATE PAGE No. ISSUE No. DESCRIPTION APPROVED

01/04/09 All 2 Equal Opportunities Policy Liam McDonald,
Finance Director

1. Our commitment

The aim of this policy is to communicate the commitment of Whitemountain Quarries Ltd to the promotion of
equality of opportunity for all employees regardless of religious belief or political opinion, sexual orientation,
gender, marital, civil partnership, family status, age, disability, race, nationality, colour, ethnic orientation, or
part-time employment status. It is firmly opposed to any form of discrimination based on these social identities.

This policy is intended to assist the Company to put this commitment into practice. Compliance with this policy
should also ensure that employees do not commit unlawful acts of discrimination.

Striving to ensure that the work environment is free of harassment and bullying and that everyone is treated
with dignity and respect is an important aspect of ensuring equal opportunities in employment.

2. Equal opportunities in employment

The Company will avoid unlawful discrimination in all aspects of employment including recruitment and
selection, promotion, opportunities for training, pay and benefits, discipline and selection for redundancy.

The Company will comply with its obligations in relation to statutory requests for contract variations. The
Company will also make reasonable adjustments to its standard working practices to overcome barriers
caused by disability.

3. Customers, suppliers and other people not employed by the Company

The Company will not discriminate unlawfully against customers using or seeking to use goods, facilities or
services provided by the Company.

Employees should report any bullying or harassment by customers, suppliers, visitors or others to their
manager who will take appropriate action.

4. Implementation

In order to implement this policy we shall:

It is the responsibility of the document holder to ensure that this is the current version. The current version is available from
HR, your Line Manager and Sharepoint.
 POLICY Page Issue No
Ref
HR009 2
Title 2 of 2 Issue Date
Equal Opportunities Policy
01/04/09

Communicate the policy to employees and job applicants.

Provide equality training and guidance as appropriate, including training on induction and management
courses.
Ensure that those who are involved in assessing candidates for recruitment or promotion will be trained in
non-discriminatory selection techniques.
Incorporate equal opportunities notices into general communications practices.
Ensure that adequate resources are made available to fulfil the objectives of the policy.

5. Responsibilities

All managers have responsibility for the effective implementation of this policy.

It is also the responsibility of all our employees to abide by the policy in order for the Company to meet its
commitment to provide equal opportunities.

Employees can be held personally liable for any act of unlawful discrimination. Employees who commit
serious acts of harassment may be found guilty of a criminal offence.

Acts of discrimination, harassment, bullying or victimisation against employees or customers are disciplinary
offences and will be dealt with under the Company's disciplinary procedure. Discrimination, harassment,
bullying or victimisation may constitute gross misconduct and could lead to dismissal without notice.

6. Grievances

If you consider that you may have been unlawfully discriminated against, you may use the Company's
grievance procedure to make a complaint. If your complaint involves bullying or harassment, you should follow
the Company Harassment Policy.

7. Monitoring and review

We will establish appropriate information and monitoring systems to assist the effective implementation of our
equal opportunities policy.

The effectiveness of our equal opportunities policy will be reviewed regularly at least annually and action taken
as necessary.

Information provided by job applicants and employees for monitoring purposes will be used and dealt with in
accordance with the Data Protection Act 1998 and Fair Employment Monitoring requirements.

It is the responsibility of the document holder to ensure that this is the current version. The current version is available from
HR, your Line Manager and Sharepoint.