GBS is committed to a greener future and a long-term energy saving strategy, whilst maintaining a socially responsible position.

While our objective is to maximise our profit for our shareholders, our philosophy remains committed to creating positive change and to offering valuable contributions to those who find themselves in difficulty and are less fortunate than many others.

Our decisions are made with a careful concern regarding our environment and to the positive social impact we can help to provide and sustain both locally and further afield. We see no conflict between an ability to make financial gain whilst improving the wellbeing of our global community.


Green Build Systems Ltd is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination.

The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.

The organisation – in providing goods and/or services – is also committed against unlawful discrimination of customers or the public.

The policy’s purpose is to:

  • Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time.
  • Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation.
  • Oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities.

The organisation commits to:

  • Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense.
  • Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued. All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public.
  • Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities. Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice. Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.
  • Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.
  • Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
  • Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.

The equality, diversity and inclusion policy is fully supported by senior management.

Details of the organisation’s grievance and disciplinary policies and procedures can be found at the site office and in HR. This includes with whom an employee should raise a grievance – usually their line manager.

Use of the organisation’s grievance and/or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.


Our Modern Slavery Statement is designed to outline our commitment to being an ethically and socially responsible company.

We fully support and respect all of the principals that are proclaimed within the Universal Declaration of Human Rights, and are committed to monitoring and improving business our practices in order to help combat slavery and human trafficking, both within the UK and overseas, and to make sure we are not complicit in any human rights violations.

All employees will be treated with respect and dignity, will work under their own free will, they will have working conditions that are both safe and hygienic, and that working hours are not excessive and are properly compensated for their efforts.

We follow the principles established in the UN Convention on the Rights of the Child and believe that there should be no place for child exploitation within the supply chain.

We are committed to zero tolerance of slavery and human trafficking or child labour practices.

Call us on: +44 (0) 113 733 5186 to find out more!