Equality & Diversity Policy

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Equality & Diversity Policy


We intend this policy to improve service delivery to our clients and service users, our dealings with suppliers and the recruitment and development of employees, making Nelson Guest and Partners a place where clients and employees can meet and work in an environment that is safe, enjoyable and respectful.


Equality and diversity are central to our work

We will treat all people with dignity and respect, valuing the diversity of all. We will promote equality of opportunity and diversity. We will eliminate all forms of discrimination in the delivery of our services in our employment and in our dealings with each other including on the grounds of race (including colour, nationality, ethnic or national origins) gender (including marital status, gender reassignment, pregnancy, maternity and paternity) sexual orientation (including civil partnership status) caring responsibilities, age, social class and religion or belief.

Where possible we will look to tackle social exclusion, inequality, discrimination and disadvantage.

For our policy to be successful it is essential that everyone is committed to and involved in its’ delivery. Our goal is to work towards a just society, free from discrimination, harassment and prejudice. We aim to embed this in all of our policies, procedures and day-to-day practices and external relationships.


We aim to provide services that are accessible according to need. Promote equality of opportunity and diversity in employment and development. Create effective partnerships with the community.


Our objectives are:

Sustaining and regularly evaluating our services to ensure equality and diversity principles and best practice are embedded in our performance to meet the needs of individuals and groups.

Work together to provide accessible and relevant service provision that responds to the needs of our service users.

Ensuring our employment policies are fair and robust. Responding to our employees’ needs and encouraging employee development to increase their contribution to effective service delivery.

Recognising and valuing the differences and individual contribution that people make to our organisation.

Challenging discrimination. Providing fair resource allocation. Being accountable.

OUR PRACTICE is committed to encouraging equality and diversity 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 services is also committed against unlawful discrimination of customers or the public.

The purpose of the policy 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 to protect characteristics of age, disability, gender, gender reassignment, marriage and civil partnership, pregnancy and maternity and paternity and including colour, nationality and ethnic or national origin, religion or belief, sex or sexual orientation.

Oppose and avoid all forms of unlawful discrimination. This includes in pay and benefit and 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 and diversity 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 contributions of all staff are recognised and valued.

This commitment includes training managers and all other employees about their rights and responsibilities under the equality policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment and prevent bullying, harassment, victimisation and unlawful discrimination.

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 organisations work activities.

Such acts will be dealt with as misconduct under the organisations’ grievance and /or disciplinary procedures and any 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 assisted and encouraged to develop their full potential so that their talents and resources can be fully utilised to maximise the efficiency of the organisation.

Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions under the Equality Act).

Review employment practices and procedures when necessary to ensure fairness and also update these and the policy to take account of changes in the law.

Monitor the make up of the workforce regarding information such as age, gender, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality and diversity and in meeting the aims and commitments set out in the equality policy.

Monitoring will also include assessing how the equality policy and any supporting action plan are working in practice, reviewing these annually and considering and taking action to address any issues.

The equality policy is fully supported by senior management.

Details of the organisations’ grievance and disciplinary procedures are distributed to employees, this includes details of who an employee should raise matters with and usually a line manager.

Use of the organisations’ grievance 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.