Health and safety

Our health and safety vision is zero incidents, zero harm, zero compromise.

We have a Health and Safety Officer allocated to each contract we undertake, responsible for completion of Method Statements, arranging Tool Box Talks, Risk Assessments, Coshh, QUENSH Menus and all other health and safety related matters.

This vision is underpinned by seven principles that we are committed to delivering to ensure that everyone goes home safe and well at the end of each working day which as follows:


  • providing visible leadership – senior management leading by example
  • establishing a system to enable everyone to record their concerns in confidence
  • recognising health and safety achievements through regular rewards
  • engaging with staff at all levels through, consultation, surveys and other feedback opportunities


  • everyone has the appropriate health, safety and environmental training to fulfil their role
  • We will also ensure that skills align to roles. This means that when someone is placed in a job, they have the necessary competence to carry out the work safely.

Health and Wellbeing

  • ensuring that everyone is fit to undertake their daily work
  • ensuring that our management systems cover all the key aspects of work that affect health and wellbeing

Safe Work Place

  • provide or make sure others provide briefings and information to all so that every person on a site understands the key hazards, safety and environmental procedures
  • ensure that all plant and equipment can be safely operated and is maintained


  • encouraging collaborative working and sharing of best practice between, operatives, supervision and management
  • vetting the supply chain to ensure they are aligned with our principles and objectives


  • safety and environmental alerts and briefing notes to keep everyone aware of the hazards we face while at work
  • performance reporting so that we understand trends and can put preventative action or controls in place

Performance and Improvement

  • ensure that regular, programmed safety and environmental inspections are undertaken
  • measure our performance and strive to continually improve through the use of health and safety performance indicators


Our Company’s primary environmental objective is that it should be seen and recognised as an environmentally conscious and responsible organisation which makes a pro-active and positive impact on the environment which we all live and work in.

It is our aim, in establishing and implementing our environmental policy, that (in line with ISO 14001: 1996, clause 4.2), we ensure:

  • it is appropriate to the nature, scale and environmental impacts of our activities, the products we use and the services we provide (so that it contributes to the overall viability of the of the organisation)
  • it includes a commitment to assist in working towards a sustainable future, the prevention of pollution and continual improvement of the environmental management system.
  • it includes a commitment to comply with and where reasonably practicable to exceed the requirements of relevant environmental legislation and regulations and with other requirements to which the organisation subscribes.
  • it provides the framework in the form of our documented integrated management system (particularly the environmental management procedures, with emphasis on management review) for setting and reviewing quantifiable environmental objectives and targets.
  • it is documented, implemented and maintained and communicated to all employees and by appropriate means, to all others who are or may be involved in or affected by our actions.

The general environmental issues that we seek to address and the general approaches that we seek adopt, include:

  • reduction of waste and reduction of resource consumption
  • prevention of polluting releases to the environment
  • designing and planning, strategically, existing and new services for optimal performance whilst minimising any negative environmental impacts that may arise from their delivery
  • controlling the environmental effects of raw material resourcing
  • ensuring that employees and other relevant Company representatives are trained to understand our environmental policy objectives and that they have the skills to implement it
  • involving the local community in matters that affect them

It is important to our business and to our people that our serious approach to environmental improvement is recognised by our customers, the general public and our own employees and sub-contracted representatives including suppliers and all other organisations and people we from time to time work alongside and with whom we must co-operate to ensure the continued success of our business and projects.

Culture & Behaviour

Equal Opportunities & Diversity Statement for Our Staff & Our Suppliers & in relation to our Customers

Bsel Contracts Ltd is committed to building an organisation that makes full use of the talents, skills, experience, and different cultural perspectives available in a multi-ethnic and diverse society, and where people feel they are respected and valued, and can achieve their potential regardless of Race, Culture, Ethnicity, Religion, Creed, Belief, Age, Sex (sex/gender, sexual orientation, gender reassignment), marriage, civil partnership, pregnancy, maternity, Disability or any other applicable kind of Diversity in line with the protected characteristics of the Equality Act 2012, Trade Union membership, etc.

Bsel Contracts Ltd will follow the recommendations of the Statutory Codes of Practice of both the Commission for Racial Equality and the Equal Opportunities Commission, and the Disability Rights Commission’s Code of Practice in Employment and Occupation, in all their employment policies, procedures and practices.

Equal Opportunities & Diversity Policy for Our Staff & Our Suppliers & in relation to our Customers


The aims of this policy are to ensure that:

No-one receives less favourable treatment, on grounds of race, colour, nationality, ethnic or national origins, gender, sexual orientation, religion or belief, disability or age; or is disadvantaged by any conditions, requirements, provisions, criteria, procedures or practices that cannot be justified on any other grounds, or victimised for taking action against any form of discrimination or harassment, or instructed or put under pressure to discriminate against, or harass, someone on the above grounds.

The organisation is free of unwanted conduct that violates the dignity of workers or creates an intimidating, hostile, degrading, offensive, or humiliating environment.

Opportunities for employment, training and promotion are equally open to male and female candidates, candidates from all racial groups, candidates with or without disabilities, and candidates of any age, and of any sexual orientation, religion or belief.

Selection for employment, promotion, transfer, training, and access to benefits, facilities and services, will be fair and equitable, and based solely on merit.

This policy applies to all aspects of employment, from recruitment to dismissal and former workers’ rights.

We will take the following steps to put the policy into practice and make sure that it is achieving its aims:


1. The policy will be a priority for the organisation.


2. Bryce Selkirk, Director will be responsible for the day to day operation of the policy.


3. The policy will be communicated to all workers and job applicants and will be placed on the company’s intranet and website.


4. Workers and their representatives and trade unions will be consulted regularly about the policy, and about related action plans and strategies.


5. All workers will be trained on the policy, on their rights and responsibilities under the policy, and on how the policy will affect the way they carry out their duties. No-one will be in any doubt about what constitutes acceptable and unacceptable conduct in the organisation.


6. Managers and workers in key decision-making areas will be trained on the discriminatory effects that provisions, practices, requirements, conditions, and criteria can have on some groups, and the importance of being able to justify decisions to apply them.


7. Complaints about victimisation, discrimination or harassment in the course of employment will be regarded seriously, and may result in disciplinary sanctions, and even dismissal. The complaints procedure will be published in a form that is easily accessible.


8. Opportunities for employment, promotion, transfer and training will be advertised widely, internally and externally e.g. using job centres, careers office, press or trade journal advertisements, etc. and all applicants will be welcomed, irrespective of race, colour, nationality, ethnic or national origins, gender, sexual orientation, disability or age, religion or belief.


9. All workers will be encouraged to develop their skills and qualifications, and to take advantage of promotion and development opportunities in the organisation.


10. Selection criteria will be entirely related to the job or training opportunity.


11. We will make reasonable changes to overcome physical and non-physical barriers that make it difficult for disabled employees to carry out their work, and for disabled customers to access our services.


12. We will take a flexible approach to working arrangements. We will consider requests for changes carefully and objectively and will accommodate them unless it would cause significant difficulties to the business or the employee.


13. Information on the ethnic and racial background, gender, disability, and age of each worker and applicant for employment, promotion and training will be collected and analysed, to monitor each stage of the recruitment process. The information will be held in strictest confidence and will only be used to promote equality of opportunity. Information about the religion/belief and sexual orientation of employees may also be monitored.


14. If the data shows that people from particular groups are under-represented in particular areas of work, lawful positive action training and encouragement will be considered for workers and others from that group, to improve their chances of applying successfully for vacancies in these areas.


15. Grievances, disciplinary action, performance assessment, and terminations of employment, for whatever reason, will also be monitored by gender, racial group, age, disability, religion/belief and sexual orientation.


16. Requirements, conditions, provisions, criteria, and practices will be reviewed regularly, in the light of the monitoring results, and revised if they are found to, or might, unlawfully discriminate on any of the above grounds.


17. All contracts between Bsel Contracts Ltd and contractors to supply goods, materials or services will include a clause prohibiting unlawful discrimination or harassment by contractors and their staff, and by any sub-contractors and their staff. The clause will also encourage contractors and potential contractors to provide equality of opportunity in their employment practices.


18. The effectiveness of the policy will be monitored regularly. A report on progress will be produced each year, and published via the intranet, the website, the staff newsletter, notice boards, and the annual report.


19. Customers and clients will be made aware of the policy, and of their right to fair and equal treatment, irrespective of race, colour, nationality, national or ethnic origins, sexual orientation, gender, religion/belief, disability or age.


20. The company will draw up an Action Plan detailing how this policy will be implemented in practice.


This policy has been endorsed by Bryce Selkirk, Director and has the full support of the management / board.


We embrace the necessity for statutory and relevant regulatory compliance and strive to put ‘best practice’ management systems into place for everything that our business engages in, and to ensure that all relevant governmental regulatory and industry-voluntary requirements as well as our customers’ needs and expectations are met. 

In striving to meet these goals, our aim is to continually improve our business in terms of efficiency, effectiveness, employee loyalty and most of all the quality of service that we provide to our customers.  Key performance Indicators will either be in place or will be in development, if and where reasonably practicable, to assist with measurement, monitoring and analysis of the overall business process to check whether we are satisfying the business objectives while also providing to assist with the basis for continual business and process improvement.