Equality & Diversity Policy 

Equality & Diversity Policy Statement

Last Reviewed: 03/01/2025

Next Review Date : 03/01/28

Policy Purpose

The purpose of this policy is to promote equality of opportunity, prevent unlawful discrimination, and create a working environment where all individuals are treated with dignity and respect.

1. Commitment

HDS recognises and values people’s differences and will assist them in using their talents to reach their full potential.
The organisation will ensure that recruitment, training, and promotion decisions are based on qualifications, experience, and ability.

This policy ensures compliance with equality legislation and demonstrates our commitment to treating people fairly and without discrimination.
HDS is unreservedly opposed to any form of discrimination on the grounds of age, disability, gender reassignment, marriage or civil partnership, pregnancy and maternity, race, religion or belief, sex, or sexual orientation (known as “Protected Characteristics”).

2. Aims

Using fair and objective employment practices, HDS aims to ensure that:

• All employees and applicants are treated fairly and with respect.

• All employees have the right to work free from harassment, bullying, or any unwanted behaviour, whether from colleagues or third parties such as clients or customers.

• Everyone has an equal opportunity to contribute and achieve their potential, irrespective of any characteristic that could give rise to unfair discrimination.

• Employees are protected from discrimination based on association with someone with a Protected Characteristic or because of perception, even if incorrect.

3. Scope

This policy applies to:

• Job applicants

• Employees

• Agency workers

• Students on work experience or placements

• Service users

It applies to all stages of employment, including recruitment, training, promotion, pay, and termination.

4. Types of Discrimination

HDS will take all reasonable steps to prevent and prohibit:

• Direct discrimination

• Indirect discrimination

• Discrimination arising from disability

• Associative discrimination

• Perceptive discrimination

• Harassment, including third-party harassment

• Victimisation

5. Responsibilities

• All employees must comply with this policy, promote equality, and report any suspected discrimination or harassment.

• Managers are responsible for ensuring fair treatment and dealing promptly with any concerns raised.

• The Managing Director holds overall responsibility for promoting awareness of this policy and ensuring it is followed.

• HDS may seek advice from the Federation of Small Businesses (FSB) where specialist guidance is required.

Breaches of this policy by employees will be treated as gross misconduct and may result in disciplinary action under the Company’s disciplinary procedure.

6. Implementation

HDS will:

• Use fair selection criteria in recruitment and promotion.

• Base decisions on merit, qualifications, and ability.

• Ensure equal opportunities for training, progression, and transfer.

• Provide equal terms and conditions for comparable roles.

• Ensure equality in the operation of grievance and disciplinary procedures.

• Make reasonable adjustments for employees or applicants with disabilities.

• Keep up to date with legislative changes and ensure ongoing compliance.

7. Harassment and Complaints

Employees who believe they have experienced discrimination or harassment should raise the issue as soon as possible by:

• Speaking with their Line Manager in the first instance; or

• Contacting a Senior Manager if it is not appropriate to raise the matter with their line manager; or

• Using the formal Grievance Procedure.

HDS will also take appropriate action where harassment comes from non-employees, such as clients or contractors, to prevent recurrence.

If an employee observes behaviour they find offensive — even if not directed at them — they should also report it under this policy.

8. Review and Monitoring

This policy will be reviewed regularly by the Senior Management Team and authorised by the Managing Director to ensure it remains current and effective.
Reviews may be conducted earlier if there are changes to legislation or feedback suggesting improvements.