Our Policies

Equal Opportunities Policy

Key elements    

  • Our statement of intent, including the aims and objectives of our policy
  • Who the policy applies to
  • An outline of specific commitments and actions which will be undertaken
  • How the policy will be implemented and who is responsible
  • Monitoring and review
  • How complaints will be dealt with.     

Statement of policy      

The aim of this policy is to communicate the commitment of the Directors and management team to the promotion of equality of opportunity in Window Clean UK

It is our policy to provide employment equality to all, irrespective of:

  • Gender, including gender reassignment
  • Marital or civil partnership status
  • Having or not having dependants
  • Religious belief or political opinion
  • Race including colour, nationality, ethnic or national origins
  • Disability
  • Sexual orientation
  • Age

We are opposed to all forms of unlawful and unfair discrimination. All job applicants, employees and others who work for us will be treated fairly and will not be discriminated against on any of the above grounds. Decisions about recruitment and selection, promotion, training or any other benefit will be made objectively and without unlawful discrimination.

We recognise that the provision of equal opportunities in the workplace is not only good management practice, it also makes sound business sense. Our equal opportunities policy will help all those who work for us to develop their full potential and the talents and resources of the workforce will be utilised fully to maximise the efficiency of the organisation.

To whom does the policy apply?

  • Job applicants and potential applicants
  • Employees
  • Contract workers
  • Agency workers
  • Trainee workers and students on work experience or placements
  • Volunteer workers
  • Former employees

Equality commitments

We are committed to:

  • Promoting equality of opportunity for all persons
  • Promoting a good and harmonious working environment in which all persons are treated with respect
  • Preventing occurrences of unlawful direct discrimination, indirect discrimination, harassment and victimisation
  • Fulfilling all our legal obligations under the equality legislation and associated codes of practice
  • Complying with our own equal opportunities policy and associated policies
  • Taking lawful affirmative or positive action, where appropriate
  • Regarding all breaches of equal opportunities policy as misconduct which could lead to disciplinary proceedings.


The managing director has specific responsibility for the effective implementation of this policy. Each director, manager and supervisor also has responsibilities and we expect all our employees to abide by the policy and help create the equality environment which is its objective.

In order to implement this policy we shall:

  • Communicate the policy to employees, job applicants and relevant others (such as contract or agency workers)
  • Incorporate specific and appropriate duties in respect of implementing the equal opportunities policy into job descriptions and work objectives of all staff
  • 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 (eg, staff newsletters, meetings)
  • Obtain commitments from other persons or organisations such as subcontractors or agencies that they too will comply with the policy in their dealings with our organisation and our workforce
  • Ensure that adequate resources are made available to fulfil the objectives of the policy.


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.


Employees who believe that they have suffered any form of discrimination, harassment or victimisation are entitled to raise the matter with the company management. All complaints of discrimination will be dealt with seriously, promptly and confidentially.

In addition to our internal procedures, employees have the right to pursue complaints of discrimination to an industrial tribunal or the Fair Employment Tribunal.

However, employees wishing to make a complaint to a tribunal will normally be required to raise their complaint under our internal grievance procedures first.

Every effort will be made to ensure that employees who make complaints will not be victimised. Any complaint of victimisation will be dealt with seriously, promptly and confidentially. Victimisation will result in disciplinary action and may warrant dismissal.

Best Practices Policy

Window Clean UK promotes best practice in all aspects of running a commercial window cleaning business. We understand that our service must fulfill many requirements before being recognized as professional window cleaning and specialist Access Company.

Window Clean UK & Innovation

Over the past century many new innovations in safety and access have become available to the window cleaning industry. Such as the Water Fed Pole systems. Using water that has had the minerals removed entirely through a filtering system, and then pumped up the poles to a brush head that can reach variable heights up to 65 feet, cleaning the glazing and leaving it to dry whilst more importantly the operatives feet never leave the safety of the ground. At the opposite end of the scale Abseiling is now very widely used as a perfect option for high level access with an impeccable safety record.

Our innovation covers not only new innovative products and practices that become available to the industry but also addresses issues such as:

  • Harnessing operating efficiencies
  • Interacting with employees, customer and partners
  • Tracking ideas from ideation to implementation
  • Making more of available expertise - on demand

Innovation drives every industry and Window Cleaning is no exception.

Window Clean UK & Sustainability

People are the most important renewable resource and therefore, are the strongest asset to any organization. A strong development program is the underlying factor for a company's success. Employees are the concrete foundation for the company and programs should be implemented that reward and provide comprehensive training and evaluation.

We must adapt to this rapidly changing environment by being prepared to change and implement new creative ideas related to sustainability. New solutions that improve recycling and waste redirecting can ultimately reduce costs and increase profits.

Sustainability is only created when you provide a consistently good service managed by professionals.

With increasing pressure on window cleaning companies to adhere to the ever changing and the most current, it is imperative that in order to maintain good sustainability all companies must invest in this area if they want to remain a company to be recognized.  As a minimum they should be working to or be accredited to ISO9001 quality systems, ISO14001 environmental ISO18001 H&S. as these form good solid base to perform or outperform from.

Window Clean UK & Training & Safety

Best practice is promoted to our staff through various means, including many training and safety courses, including:

  • Institution of Occupational Safety and Health
  • Industrial Rope Access Trade Association
  • Working at Heights
  • First Aid
  • International Powered Access Federation

Added to this and most importantly is a good line of communication, holding regular in house meetings including refresher courses and covering all the current H&S and environmental issues and practices that have to be adhered to.

Procedures must be regulated from the initial site survey to producing Risk assessments and Method statements, to mobilizing contracts, ensuring that all parties are aware of their responsibilities. From surveyors to management, management to operations, operations to foreman, foreman to team leaders and team leaders to operatives, these are relayed through strict procedures which in turn ensure the safety of the operative and the environment he is working in.

Good procedures regenerate and therefore form the basis of safe working and operating systems.