Do you want an Award Winning Decorating Team
working on your next project? Contact us on 01642 751177

About Us

In 2004 with over 40 years combined experience Neil Burton and Paul Lloyd established Colour Index Applications Limited.

A privately owned Painting and Decorating Company working both locally and nationally with a wide and varied Client base. Providing a high standard of service and finish on both small and large projects, from major refurbishments nationwide for Marks and Spencer in partnership with Morgan Ashurst, to two award winning developments with Carlton Developments at Glebe Farm and Eaglesgate.

Team

All our employees are fully qualified decorators and are CSCS registered. Other training includes IPAF trained hydraulic platform operators and PASMA trained in the erection of Mobile Towers. All have excellent communication skills. Combined with a highly experienced management team we are able to control many different contracts in numerous locations.

Sites are monitored weekly or daily if required by our management team. Most site matters are dealt with by our onsite team leaders.

Equal Opportunities Policy

  • The Company seeks to achieve equality of treatment for all its Customers, without unfair discrimination or prejudice on the grounds of a person’s race, ethnic origin, nationality or religion, colour, cultural background, age, disability, appearance, HIV status, marital status, sexuality or gender.
  • All employees are required to follow and implement the Company’s policies on equal opportunities and will seek to ensure that they treat all customers according to their needs
  • All employees will receive training and development activities associated with the policy.
  • The Company will deal firmly and promptly with any cases of unfair discrimination.

Legal Duties

Race Relations Act 1976

The Company has a responsibility under the Race Relations Act 1976 not to discriminate on racial grounds against any person or individual

Sex Discrimination Act 1975

The Company has a duty under the Sex Discrimination Act 1975 not to Discriminate in the provision of goods, facilities and services by treating one person less favourably than another one the grounds of their sex.

Disability Discrimination Act 1995

The Company has a duty under the Disability Discrimination Act 1995 not to discriminate in the provision of goods, facilities and services by treating one person less favourably than another on the grounds of their disability.

Human Rights Act 1998

The Company has a duty under the Human Rights Act to take the following articles into account;

  • Article 6 – which gives everyone the right to a fair and public hearing within a reasonable time by an independent impartial tribunal in the determination of civil rights and obligations
  • Article 8 – which provides a qualified right for individuals to be shown respect for their private and family lives, their home and correspondence
  • Article 14 – which prohibits the enjoyment of the Convention rights as a whole being impaired by discrimination on any grounds including sex, race, colour, religion and politics.

Race Relations Amendment Act 2000

The Company has an extra duty to promote good relations between people of different racial groups.

Implementation

  • Develop procedures for handling harassment and nuisance which ensure prompt action istaken and comply with the requirements of the Protection from Harassment Act 1997 and theHuman Rights Act;
  • Ensure The Company’s Standard for equality is adhered to;
  • Advise main contractors working with The Company of its commitment to equal
  • opportunities.
  • Provide training and development initiatives to give all staff an awareness of equal opportunities;
  • Take disciplinary action against any employee whose conduct or actions are inconsistent withThe Company’s commitment to equal opportunities;

Responsibilities

  • It is the responsibility of The Company’s Directors to ensure that:all staff are aware of The Company’s Equal Opportunities Policy.
  • All staff receive training on the policy.
  • Client’s are aware of the Equal Opportunities Policy.
  • Disciplinary procedures are invoked against employees whose actions breach the policy.

Review

This policy will be reviewed every two years

Paul Lloyd September 2006 Director