Our Commitments

Wilson and Scott (Highways) Ltd (herein known as “W&S”) is committed to a policy of treating all its people, job

applicants, supply chain, sub-contractors and customers equally. None will receive less favourable treatment or

consideration on the grounds of disability, race, age, colour, nationality, ethnic origin, sex or gender, sexual

orientation, marital status, religion or belief, pregnancy or maternity, nor will they be disadvantaged by any

conditions of employment or requirements that cannot be justified as necessary on operational grounds.

W&S will:

➢ Select and recruit people by engaging across a wide demographic of candidates, promoting accessible

opportunities to encourage applications and basing our judgements solely on their suitability for the role

➢ Ensure fair treatment and respect at all stages of recruitment and employment by removing discriminatory

or irrelevant barriers to the development, training and promotion of our people

➢ Maintain a fair and respectful working environment for everyone, including our collaborative partners and

customers which is free from bullying, intimidation, discrimination or harassment

➢ Comply with relevant statutory and regulatory requirements including our customer’s needs and expectations

➢ Ensure that any inappropriate behaviour, actions or words which are found to breach the commitments of

this policy will be addressed in line with company disciplinary procedures

Our Approach

This policy addresses the issues of equality, diversity and inclusion (EDI) in W&S. It is our intention to:

➢ Apply the principles of this policy to all our people, clients, suppliers, agency workers, sub-contractors and customers.

➢ To provide equal opportunities for all and always apply fairness where equality can be demonstrated

➢ To continually improve our work environment to ensure diversity is promoted and the human rights of

fairness, respect and equality form part of our everyday goals and behaviour

➢ To value inclusion as this will bring together our differences to create a more productive environment where

everyone feels valued, their talents are used and in which our goals are achieved through a ‘One Team’ approach.

Training and Information

All our people have an obligation to comply with their statutory duties and to utilise the established management

systems, procedures, practices, and training that are provided for themselves and the benefit of everyone we work

with. We will appoint, train, develop and promote our people based on merit and ability.

All W&S people will be given appropriate information, instruction, and training to have the right behaviours to

encourage an inclusive culture. Anyone involved with the recruitment, selection, promotion or training of our

people may be provided with additional training where necessary.

Communication, Feedback and Improvement

W&S’s communications, including imagery and graphics, will reflect and reinforce our approach to equality,

diversity and inclusivity. We will continually improve our business management systems and monitor performance

to prevent any act of unlawful discrimination, harassment or bullying. We will learn from our collaborative

partners, customers, and people to continue to improve our inclusive culture and achieve our goals and ensure

the right behaviours within our people.

Resources and facilities will be provided and maintained for all our people, their representatives, and other

interested parties to raise issues and receive feedback.

This policy and our performance will be reviewed at least annually with objectives and targets set and agreed with

Top Management. We will make this policy available to our people, customers, and other interested parties

Cameron Simms, Managing Director

Date 26/01/2026