Date of Incorporation: 23/03/1995
Country of Origin: United Kingdom
Company Type: Private Limited Company
Nature of Business: 7220 Software consultancy & supply


Protech Computer Systems will strive to improve its environmental and social performance and to contribute to a better quality of life, now and for generations to come.

This will be achieved by:

  • Aiming to improve our economic, environmental and social performance, integrating environmental and social factors in our management systems and programmes and in our commercial decisions
  • Identifying significant aspects and impacts of our activities, including changes, on society and the environment and developing programmes to minimise these impacts
  • Setting clearly defined objectives and targets addressing our environmental and social issues
  • Meeting or exceeding requirements of relevant rules and regulations
  • Using natural resources efficiently, minimising waste and harmful releases to the environment
  • Working constructively with organisations concerned for communities, society and the environment
  • Raising awareness of environmental and social issues with staff, partners and suppliers, who we will seek to influence to adopt similar policies
  • Undertaking open dialogue on our environmental and social programmes with our staff, customers and other stakeholders
  • Providing support, advice and training to staff on matters relating to our environmental and social performance
  • Monitoring, auditing and reviewing our performance
  • Regularly reviewing policies and management systems in these areas in order to drive for continual improvement

Specific aspects of social and environmental performance are covered in other policy documents, including the Code of Conduct,
the Health & Safety Instructions, and the Employment Guide.

Responsibilities for Implementing the Policy


All staff are responsible for safeguarding, as far as they are able, both their working environment and the greater environment surrounding our operations.

This includes:
  • Complying with environmental standards and procedures
  • Notifying management and supervisors of potential hazards
  • Avoiding needless wastage of energy and materials
Line Management

All line managers, in relation to activities under their individual control, are responsible for identifying and ensuring compliance with environmental regulations affecting our environment. Each Director shall address environmental matters regularly, identify items requiring action and make sure they are followed up. Line managers must:

  • Establish individual responsibilities, objectives and accountabilities for subordinate staff in environmental matters
  • Develop and maintain procedures to protect the working and external environment
  • Monitor implementation of procedures and working practices and take swift and appropriate steps to put deficiencies right
  • Ensure that a statement of environmental impact, tailored to specific requirements, is prepared as part of the planning of facilities and operations and for modifying or abandoning them
  • Investigate and report all environmental incidents and near misses and take necessary follow up actions
  • Review regularly the use of materials and energy in order to reduce waste, optimise recycling and select materials compatible with environmental objectives
  • Periodic assessments, audits and reviews of facilities and operations to ensure compliance with this policy
  • Provision of support and advice on environmental matters throughout ProTech Computer Systems operations
  • Promoting workable procedures, codes of practice and working co-operatively in emergencies
  • Encouraging initiatives to implement this policy and research to reduce environmental problems
  • Keeping staff, relevant authorities and, as appropriate, the public informed of our efforts to protect and improve the environment
  • Interpreting and ensuring implementation of this policy and updating it as required


Protech believe that diversity enriches both our performance and our products, the communities in which we work and live and the lives of our employees. We understand this value and reflect this in our day-to-day activities.

As an organisation we continue to grow the business by investing in a team that is made up of passionate, smart and talented people from all different backgrounds and cultures. Protech define diversity to extend beyond race, national origin, gender, age, disability, sexual orientation, or gender identity or expression – it is this diversity that gives the team the rich mix of experiences and abilities.

This policy results in a multitude of fresh ideas and creative thinking as we adapt our business processes to help our growing workforce and increase the benefits to our client base of the solutions and services we provide.

The Policy

    1. Protech is an equal opportunities employer. This means that it is the Company’s policy that there should be no discrimination against or harassment of any employee or job applicant either directly or indirectly on the grounds of:

Race, colour, nationality or national or ethnic origin (“race”)

    • Sex or marital status
    • Disability (e.g., a long term mental or physical impairment)
    • Sex change status
    • Sexual orientation
    • Religion or philosophical belief
    • Political belief
    • Trade Union activity or
    • Age
  1. The Company’s policy is to:
    • Eliminate, as far as is reasonably possible, discrimination and harassment from the workplace;
    • Encourage all its employees to take an active role against all forms of discrimination and harassment;
    • Deter employees from participating in discriminatory behaviour or harassment;
    • Demonstrate to all employees that they can rely upon the Company’s support in cases of discrimination or harassment at work
  2. The Company is fully committed to providing a good and harmonious working environment that offers equal treatment and equal opportunities for all employees and where every employee is treated with respect and dignity. The Company’s aim is that remuneration, recruitment, promotion and retention should not be affected by irrelevant considerations and stereotyping.
  3. The Company recognises that the provision of equal opportunities in the workplace is not only good management practice, it also makes sound business sense. The Company’s equal opportunities policy will help all employees develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the efficiency of the organisation.
  4. Whilst the Company recognises that the overall responsibility for the effective operation of this policy lies with the Board of Directors, all employees, whatever their position within the Company, have some measure of responsibility for ensuring its effective implementation in their day-to-day activities and working relationships with colleagues.
  5. Employees should ensure that:
    • They co-operate with any measures introduced to develop equal opportunities
    • They respect the sensitivities of others
    • They refrain from taking discriminatory actions or decisions which are contrary to either the letter or spirit of this policy and for employees of managerial status, that they ensure that those who report to them also comply with the policy
    • They do not instruct, induce, or attempt to induce or pressurise other employees to act in breach of this policy
    • Employees who make complaints of breaches of this policy are treated fairly and responsively both when the complaint is made and thereafter
  6. Breaches of the Company’s equal opportunities policy and procedures and any unfair or unlawful discrimination will not be tolerated and will be dealt with under the Group’s disciplinary procedures. In serious cases, this could lead to dismissal of the relevant individual.
  7. The policy shall also apply to employees of contractors working at the Company’s premises.

General application of Policy

Recruitment and Selection

The selection process is of crucial importance in this policy and must be carried out according to objective job-related criteria which must be subject to regular review. The effectiveness of the policy will be determined to a great extent by this aspect of employment procedure. The Company will endeavour through appropriate training to ensure that employees making selection decisions will not
discriminate whether consciously or unconsciously in making these decisions.


Equal opportunities must be integrated into all training concerned with selection skills, staff assessment, counselling, staff development and the management or supervision of staff. The importance of equal opportunities in the field of customer care initiatives is also recognised. The Company’s policy will form part of the induction training of all staff.


It is in the Company’s interest to provide equal opportunities for promotion to all employees. Managers must continually assess the promotion potential of all employees and all promotion decisions must be made in accordance with objective selection criteria.

Grievance and Discipline

Employees who believe that they have experienced unfair or unlawful discrimination or racist or sexist abuse or harassment should raise their concern through the applicable grievance procedure in their local area. Where such grievances may concern the normal line of supervision or management, individuals may approach the relevant Group HR director.

Grievance and Discipline

Examining the effects of policy and programmes of action on a regular and structured basis is a fundamental part of the process of successfully establishing equal opportunities. Personnel data is therefore collected (on an anonymous basis), analysed an interpreted across the Group. The objectives of monitoring are:

  • To identify areas of and reasons for under-representation of particular groups in the workforce
  • To assess the effect of employment procedures and practices and identify any unintentional impact on particular groups
  • To enable appropriate corrective action to take place, including defining targets for future change
  • To enable the Company to review and reshape its equal opportunities policy and programme of action

This policy and accompanying action programmes must be communicated widely and effectively throughout the workforce and to potential employees.


Bankers: Natwest, 1 St Philips Place, Birmingham, B3 2PP
Legal Advisors: Pinsent Masons LLP, 3 Colmore Circus Queensway, Birmingham, West Midlands, B4 68H