1. Policy statement

The Scottish Shutter Company (trading name of Rocknowe Interiors Limited) is committed to providing equality of opportunity in employment and in the services we provide to our customers. We believe that all individuals should be treated with dignity and respect, and we value the diversity of backgrounds, perspectives, and experiences that our team and customers bring.

We are committed to creating an inclusive environment where everyone feels welcome, whether they are applying for a role with us, working within our team, or visiting one of our Design Studios.

2. Scope

This policy applies to all aspects of employment, including recruitment, selection, training, promotion, terms of employment, and the way we treat all employees. It also extends to how we interact with customers, suppliers, and anyone else with whom we do business.

3. Protected characteristics

In accordance with the Equality Act 2010, we are committed to eliminating discrimination on the grounds of the following protected characteristics:

Age
Disability
Gender reassignment
Marriage and civil partnership
Pregnancy and maternity
Race (including colour, nationality, ethnic or national origin)
Religion or belief
Sex
Sexual orientation

4. Recruitment and selection

All recruitment and selection decisions are based on merit and objective criteria. We aim to attract candidates from a wide range of backgrounds and to ensure that our selection processes are fair and transparent.

Job descriptions and person specifications are reviewed to ensure they are relevant to the role and do not inadvertently exclude any group. Selection decisions are based on the skills, qualifications, and experience required for the position.

5. Training and development

All employees have equal access to training and career development opportunities. We are committed to helping every member of our team reach their full potential, regardless of their background or personal characteristics.

We invest in training and professional development as part of our commitment to maintaining the highest standards of workmanship and customer service.

6. Flexible working

All employees have the right to request flexible working arrangements from day one of their employment, in line with the Flexible Working (Amendment) Regulations 2023. We will consider all requests fairly and discuss them with the employee before reaching a decision.

We recognise that people's needs change over time, whether through health conditions, caring responsibilities, menopause, or other life circumstances. We are committed to having open conversations and making reasonable accommodations wherever we can.

7. Harassment and bullying

The Scottish Shutter Company has a zero tolerance approach to harassment and bullying in any form. This includes behaviour related to any of the protected characteristics listed above, as well as any other conduct that creates an intimidating, hostile, or offensive environment.

8. Third-party harassment

Our installation team regularly works in customers' homes. Under the Worker Protection (Amendment of Equality Act 2010) Act 2023, we have a duty to take reasonable steps to prevent harassment of our employees by third parties, including customers.

No employee is expected to tolerate discriminatory, harassing, or abusive behaviour from anyone in the course of their work. If a team member experiences such behaviour, they should remove themselves from the situation and report it immediately. The company will take appropriate action, which may include declining to continue work for that customer.

9. Reasonable adjustments

We are committed to making reasonable adjustments to our premises, working practices, and service delivery to ensure that disabled employees and customers are not placed at a substantial disadvantage. If you require any adjustments, please speak with us and we will do our best to accommodate your needs.

10. Accessibility in practice

We are committed to making our services accessible to all customers. This includes designing our customer-facing materials, website, and communications with accessibility in mind, so that people with visual impairments, colour vision deficiencies, and other needs can engage with us without barriers.

11. Reporting concerns

Any employee who believes they have experienced or witnessed discrimination, harassment, or bullying is encouraged to report it in confidence to David Browne.

If the concern involves David Browne, or if you would prefer to speak to someone else, reports can be made to David D'Ambrosio (Technical Director) in confidence.

We are committed to ensuring that anyone who raises a genuine concern in good faith will not suffer any detrimental treatment as a result. We actively welcome feedback about how we can be more inclusive.

12. Investigation and outcomes

All concerns raised under this policy will be taken seriously and investigated promptly. The investigation will be conducted by a director not involved in the matter. The person who raised the concern will be informed of the outcome, and a record of the investigation will be kept.

13. Consequences of breach

Any breach of this policy will be treated as a serious matter and may result in disciplinary action, up to and including dismissal. Discriminatory behaviour may also constitute a criminal offence under the Equality Act 2010.

14. Training and awareness

All employees will be made aware of this policy and their obligations under it. Each team member will confirm their understanding of this policy annually. New employees will be briefed on this policy, including their rights and responsibilities when working in customers' homes, as part of their induction.

15. Monitoring and review

This policy is reviewed annually each April to ensure it remains effective and reflects current legislation and best practice. Equality and inclusion are discussed as part of our annual team review, and any patterns or concerns identified are addressed.

Signed: David Browne
Date: April 2026

Diversity & Equal Opportunities Policy