Equality & Diversity Policy 

Equality & Diversity Policy Statement

Last Reviewed: 03/01/2025

Next Review Date : 03/01/2028

Policy Purpose

To promote equality of opportunity, prevent unlawful discrimination and ensure everyone is treated with dignity and respect.

1. Commitment

HDS values people’s differences and supports individuals in reaching their potential. Employment decisions will be based on fair, objective and relevant criteria.

HDS is committed to complying with the Equality Act 2010 and preventing unlawful discrimination relating to its protected characteristics: age, disability, gender reassignment, marriage or civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation.

2. Aims

HDS aims to provide fair opportunities and a working environment free from discrimination, bullying, harassment and victimisation, including unacceptable behaviour by clients, customers or other third parties.

3. Scope

This policy applies to applicants, employees, workers, agency staff, contractors and people on work experience or placements. It also governs HDS’s dealings with clients, customers and service users.

It covers recruitment, pay, training, promotion, leave, flexible working and termination, including work-related events and communications.

4. Types of Discrimination

HDS prohibits:

• Unlawful direct and indirect discrimination, including discrimination by association or perception where protected by law.

• Discrimination arising from disability and unlawful failure to make reasonable adjustments.

• Bullying and harassment, including sexual harassment and third-party harassment.

• Victimisation.

HDS will take all reasonable steps to prevent such conduct.

5. Responsibilities

All staff must follow this policy. Managers must promote fair treatment and address concerns promptly. The Managing Director has overall responsibility for the policy. Specialist advice may be sought from FSB.

Breaches by employees may result in disciplinary action following a fair procedure. Serious breaches may amount to gross misconduct and lead to dismissal.

6. Implementation

HDS will:

• Use fair, objective recruitment and promotion criteria.

• Provide fair access to training and development.

• Meet equal-pay obligations and prevent discriminatory terms and conditions.

• Make reasonable adjustments for disabled applicants, workers and others where legally required.

• Apply grievance and disciplinary procedures fairly.

• Provide appropriate equality training and keep employment practices under review.

7. Harassment and Complaints

Concerns, including witnessed behaviour, may be raised with a Line Manager or Senior Manager, or directly through the formal Grievance Procedure. Informal reporting is not required first.

The Anti-Bullying, Harassment and Sexual Harassment Policy and, where applicable, the Whistleblowing Policy also provide reporting routes. Their alternative arrangements apply where a manager is involved.

Concerns will be handled promptly, fairly and as confidentially as possible. Nobody will be victimised for raising or supporting a discrimination complaint. A complaint being unproven does not itself make it malicious.

HDS will take appropriate action to address harassment by third parties and reduce the risk of recurrence.

8. Review and Monitoring

HDS will review the policy’s effectiveness regularly and amend it earlier where changes in legislation, workplace circumstances or identified concerns require.