{{org_field_logo}}

{{org_field_name}}

Registration Number: {{org_field_registration_no}}

---

Equal Opportunities Policy

1. Purpose

The purpose of this policy is to outline {{org_field_name}}’s commitment to promoting equal opportunities and ensuring that all employees, agency workers, and job applicants are treated fairly, with dignity and respect, and without discrimination. This policy supports compliance with the Equality Act 2010, the Agency Workers Regulations 2010, and other relevant legislation and guidance. This includes the employer duty to take reasonable steps to prevent sexual harassment at work (in force from 26 October 2024) and our commitment to maintaining a safe, respectful working environment.

The organisation is dedicated to ensuring equal opportunities for all, regardless of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, or sexual orientation. We believe that a diverse workforce enhances the services we provide and contributes to a more dynamic, innovative, and productive working environment.

2. Scope

This policy applies to all employees, agency workers, contractors, temporary staff, and job applicants at {{org_field_name}}. It covers all aspects of employment, including but not limited to:

• Recruitment, selection, and hiring processes
• Induction and onboarding
• Training and career development
• Promotion and career progression
• Pay, bonuses, and other benefits
• Working conditions and terms of employment
• Disciplinary and grievance procedures
• Termination of employment, including redundancy and dismissals
• Equal access to company policies, services, and resources

This policy also applies to conduct and decisions connected to assignments at hirer/client sites, work-related social events, training events, and work-related communications (including telephone, email, messaging platforms and social media).

3. Principles

• Non-Discrimination: {{org_field_name}} is committed to ensuring that no individual is treated less favourably based on any of the protected characteristics defined under the Equality Act 2010. We will actively challenge discrimination and take necessary steps to eliminate bias in the workplace.
• Forms of unlawful discrimination: We will not tolerate direct discrimination, indirect discrimination, harassment (including sexual harassment), victimisation, failure to make reasonable adjustments (where required), or any other conduct prohibited by the Equality Act 2010. This applies to decisions and behaviour connected to recruitment, selection, placements/assignments, pay and benefits, training, promotion, discipline, dismissal, and any work-related events or communications (including online).
• Diversity and Inclusion: The organisation values and respects the differences that each individual brings. We aim to create an environment where everyone feels valued, included, and supported to reach their full potential.

Where lawful and appropriate, we may take positive action steps to reduce disadvantage or under-representation for people who share a protected characteristic, in line with the Equality Act 2010.

• Merit-Based Selection: All employment-related decisions, including recruitment, training, promotions, and remuneration, will be based on merit, competence, and skills. The organisation is committed to using objective and transparent criteria in all selection processes.
• Reasonable Adjustments: We are committed to making reasonable adjustments for employees and agency workers with disabilities to enable them to perform their roles effectively. This includes adapting workspaces, providing assistive technology, and offering flexible working arrangements where necessary.
• Zero Tolerance for Harassment: Any form of harassment, bullying, victimisation, or intimidation will not be tolerated. Such behaviours are subject to strict disciplinary action, which may include dismissal.
• Preventing harassment and sexual harassment (including third-party risk): Harassment, sexual harassment, bullying, victimisation, intimidation and unwanted conduct are not tolerated. We will take reasonable steps to prevent sexual harassment and other harassment, including where risk may arise from third parties (for example clients, hirers, customers, suppliers, or site visitors). Concerns will be acted on promptly, and appropriate outcomes may include removal from assignment, banning individuals from premises, reporting to the hirer/client, and disciplinary action up to and including dismissal (where applicable).

4. Implementation

• Recruitment & Selection: Job advertisements will be written to attract a diverse range of candidates and avoid bias. The selection process will involve structured interviews, objective scoring, and diverse interview panels where possible to minimise unconscious bias.
• Training & Development: Training on equality, diversity, and inclusion (EDI) will be provided to all staff, including managers and hiring teams, to ensure awareness and compliance with this policy.
• Preventing Sexual Harassment (legal preventative duty): We will take reasonable steps to prevent sexual harassment and create a safe working environment. Measures may include: (i) periodic risk assessments (including client-site/assignment risk), (ii) clear behavioural standards communicated to staff and agency workers, (iii) reporting channels that allow concerns to be raised quickly and confidentially, (iv) timely investigation and appropriate action, (v) manager training and refresher training for all staff, (vi) recording and reviewing incidents and trends, and (vii) working with hirers/clients to ensure effective on-site controls (for example induction briefings, supervision arrangements, and escalation contacts).
• Pay & Benefits: Salary structures will be regularly reviewed to ensure that employees and agency workers are rewarded fairly and equitably for their contributions.
• Workplace Adjustments: We will provide necessary support and accommodations for employees with disabilities, medical conditions, or other specific needs.
• Flexible Working: We recognise the importance of work-life balance. Employees have a statutory right to request flexible working from day one of employment and may make up to two statutory requests in any 12-month period. Requests will be handled in line with the statutory process and timescales. Where individuals are not employees (for example agency workers), we will still consider flexible working requests where feasible and in line with assignment requirements and hirer/client needs.
• Monitoring & Reporting: The organisation will conduct regular diversity audits and monitor workforce data to identify areas for improvement. Reports will be reviewed by senior management to ensure accountability. Any equality monitoring data will be collected and processed in accordance with UK GDPR and the Data Protection Act 2018. We will aim to use anonymised or aggregated reporting where possible, restrict access on a need-to-know basis, and retain data only for as long as necessary for the stated purpose.
• Complaints & Grievances: Employees and agency workers who believe they have been subjected to discrimination, harassment, or unfair treatment are encouraged to report concerns through the grievance procedure. Complaints will be handled promptly, confidentially, and fairly. No employee or worker will suffer detriment for raising a complaint in good faith.

5. Responsibilities

• Senior Management: Responsible for enforcing this policy, leading by example, and fostering an inclusive culture within the organisation.
• Managers & Team Leaders: Expected to implement the policy in their teams, address concerns, and provide appropriate support to employees.
• Employees & Agency Workers: All employees and agency workers have a responsibility to uphold the principles of equality and inclusion in their daily interactions. Any breaches of this policy should be reported to the relevant department.
• HR Department: The HR team will oversee the implementation of this policy, provide training, address related issues, and update the policy as required.

6. Related Policies

This policy should be read in conjunction with the following policies:

• Anti-Bullying & Harassment Policy
• Grievance Policy
• Recruitment & Selection Policy
• Disciplinary Policy
• Code of Conduct
• Flexible Working Policy
• Health & Safety Policy

7. Policy Review

This policy will be reviewed annually or in response to legislative updates, regulatory requirements, or changes in business needs. Updates will be communicated to all employees and agency workers.

8. Equality in Agency Recruitment and Assignments

We apply this policy throughout the recruitment supply chain, including candidate attraction, registration, screening, shortlisting, and placement on assignment. We will:

(a) use role-relevant selection criteria and avoid unlawful or discriminatory requirements;

(b) provide information about roles and assignments in a fair and transparent way;

(c) challenge discriminatory instructions or requests from hirers/clients;

(d) support reasonable adjustments during recruitment and, where practicable, on assignment in coordination with the hirer/client; and

(e) respond promptly to any equality, bullying or harassment concerns arising on assignment, including liaising with the hirer/client and taking steps to protect the individual raising the concern from victimisation.

---

Responsible Person: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}
Reviewed on: {{last_update_date}}
Next Review Date: {{next_review_date}}
Copyright © {{current_year}} – {{org_field_name}}. All rights reserved.