Equality, Diversity and Inclusion Policy

ABOUT THIS POLICY 

This is the Equality, Diversity and Inclusion Policy for Go To Places Ltd. The oraganisation is committed to embedding equality, diversity and inclusion within the organisation, and to eliminating unlawful discrimination. The policy defines and organisation’s approach and it sets out how we will ensure fairness as an employer. The aim is for the workforce to be truly representative of all sections of society, and for each employee to feel respected and able to give their best

WHAT IS EQUITY?

Equality means each individual or group of people is given the same resources or opportunities. Equity recognizes that each person has different circumstances and allocates the exact resources and opportunities needed to reach an equal outcome.

WHAT IS DIVERSITY?

Diversity is based on a principle of recognising, responding to, and valuing visible and non-visible differences amongst individuals and groups so that everyone can thrive and contribute. Diversity can include people with varying backgrounds, experiences, styles, perceptions, values and beliefs. 

WHAT IS THE PURPOSE OF THE POLICY?

The purpose of the Equality, Diversity and Inclusion Policy is to:
• Give job applicants and employees confidence that they will be treated equitably and with dignity and respect
• Set standards of behaviour expected of all employees
• Support the organisation to comply with its legal obligations
• Create a supportive working environment free from discrimination, whereby employees are more productive
• Attract a more diverse workforce bringing the benefits of a broader range of talent and improved decision-making.
• Better job retention

POLICY IMPLEMENTATION

•The organisation aims for an integrated approach to equality, diversity and inclusion throughout our dealings with stakeholders and consumers and throughout our employment practices, including recruitment, pay and conditions, appraisals, training, promotion, conduct at work, disciplinary and grievance procedures and termination of employment.
•The organisation will embrace diverse thinking and foster a culture when every voice is welcome, heard and respected.
•The organisation will seek opportunities to take a pro-active stance in addressing inclusion.
•Every individual’s needs and preferences will be reflected as far as possible at everyday gatherings and events, including making these optional wherever possible.
•Inclusive language and terminology will be used.
•The organisation will seek to take into account how individuals wish to be treated.
•There will be regular training on equity, diversity and inclusion.
•An Equality Impact Assessment will be carried out to ensure that equality diversity and inclusion is built into all policies, practices, procedures, processes, reviews and events.

RECRUITMENT

Recruitment, promotion and other selection exercises such as redundancy selection will be conducted on the basis of merit, against objective criteria that avoid discrimination. Shortlisting should be done by more than one person if possible.

Vacancies will be advertised to a diverse section of the labour market. Advertisements will avoid stereotyping and will use wording that encourages applications from all groups.

Job applicants will not be asked questions which might suggest an intention to discriminate on grounds of a Protected Characteristic. For example, applicants should not be asked whether they are pregnant or planning to have children.

Job applicants will not be asked about health or disability before a job offer is made, except in the very limited circumstances allowed by law: for example, to check that the applicant could perform an intrinsic part of the job (taking account of any reasonable adjustments), or to see if any adjustments might be needed at interview because of a disability. Health or disability questions may be included in equal opportunities monitoring forms, which must not be used for selection or decision-making purposes.

The organisation aims to have a workforce that as a minimum reflects the diversity of the communities within which it operates. Where protected characteristic groups are currently under-represented, the organisation will aim to increase the diversity of applicants.

AGILE WORKING

The organisation offers a blend of office and home working to all its employees. Part-time and fixed-term employees will be treated the same as comparable full-time or permanent employees and enjoy no less favourable terms and conditions (on a pro-rata basis where appropriate), unless different treatment is justified.

The organisation will consider opportunities to adjust contracted hours of work, on a temporary or permanent basis, where adjusted hours would be helpful in promoting equal employment opportunities, for example, where a member of staff is returning from maternity leave, or long-term sickness.

Working from home or part time hours will also be considered. Employees should refer to the relevant company policies for more information.

PROVIDING FOR CULTURAL AND RELIGIOUS NEEDS

The organisation will seek to acknowledge and honour employees’ religious and cultural practices. In circumstances where an employee has a particular cultural or religious need which may conflict with existing work requirements, the organisation will consider whether it is reasonably practicable to vary or adapt these requirements to enable such needs to be met. Where an employee requests either the accumulation of annual leave or unpaid leave in order to visit relatives overseas, sympathetic consideration will be given.

If any employee wishes to take time off work for religious holidays additional to the English public holidays, then annual leave should be requested. However, consideration will be given to requests for unpaid leave, or exchanging English public holidays for other religious holidays.

The organisation will sympathetically consider requests from employees who require short spells out of the working day in order to pray. This can usually be accommodated through flexible working. The organisation will also consider requests for adjusted working day or hours during periods of fasting.

EMPLOYMENT TERMS

The organisation will also ensure that there is no unlawful discrimination when it comes to offering pay and benefits, terms and conditions of employment, as well as training opportunities.

PRAISING CONCERNS

The organisation supports the right, and would encourage any employee, to raise any concerns if they feel that:
• The organisation is not taking its responsibility to promote equality, diversity and inclusion seriously
• This policy is not being applied fairly or consistently
• Or the policy is at odds with the aims set out.

Equally, employees have the right to raise any concerns if they feel they have been unfairly discriminated against in the application of any of the organisation’s employment policies or procedures. To guard against issues like this the organisation ensures all policies and procedures have an equality impact assessment.

Initially concerns should be raised informally where appropriate. Issues will be taken seriously and resolved as quickly as possible. In some cases, depending on the situation, this may need to involve a third party.

Issues which cannot be resolved informally should be raised formally, in accordance with the organisations’ Grievance Procedure. Rights to be accompanied at meetings and/ or hearings are detailed in the Policy. For those employees whose first language is not English or who have an impairment or learning difficulty, expressing themselves formally may be difficult. In these circumstances, managers and HR will encourage individuals to seek help from a colleague.
Reasonable adjustments will be made, which may include assisting employees to formulate written evidence if they are unable to do so because of their impairment or other condition. In such circumstances, advice should be sought from the Head of Operations.

There may be cases where an individual makes an unfounded allegation of discrimination for malicious reasons. These cases will be investigated and dealt with fairly and objectively.

DISCIPLINARY TERMS

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.

The organisation will 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 organisation’s work activities.

Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

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.

It should not be assumed that any complaints or allegations arise out of over-sensitivity. Failure to undertake the responsibility of dealing appropriately with allegations of bullying, harassment, victimisation or unlawful discrimination may be regarded as a disciplinary offence.

ROLES AND RESPONSIBILITIES

The Board of Directors has overall responsibility for the effective operation of this policy and for ensuring compliance with the relevant statutory framework. Day to day responsibility for operating this policy and ensuring its maintenance and review has been delegated to the Head of Operations reporting to the CEO on a regular basis.

The Board and CEO will:
• Demonstrate the values of equality and fairness through their own behaviour
• Take a lead role in ensuring that Equality, Diversity and Inclusion is embedded into all procurement, delivery of services and employment practices
• Elect a member of the Board to Champion Equality, Diversity and Inclusion

The Head of Operations will:
• Provide advice and guidance to staff and managers on the effective implementation of the employment elements of this policy
• Ensure that all complaints and alleged breaches of this policy are dealt with seriously, sensitively, confidentially and in a timely manner

Line managers should:
• Set a positive example by treating others with respect and setting standards of acceptable behaviour
• Promote an inclusive working environment where unlawful discrimination is unacceptable and not tolerated
• Ensure that their teams work effectively together
• Should not discriminate unfairly within any area of employee management activity including recruitment, appraisal, selecting for training and other development opportunities, and in applying other organisation employment policies and practices
• Make employees aware of their responsibilities under this policy and should they become witness to, or aware of any breach, of this policy, that they must report it immediately to their line manager or the Head of Operations
• Listen to employees’ concerns and take appropriate action

Staff will:
• Take personal responsibility for behaving in a way that is supportive of and consistent with this policy, and therefore compliant with the Equality Act 2010
• Help promote an inclusive environment by treating everyone with dignity and respect,
• Respect and respond to the diverse needs of staff and others
• Appropriately challenge and/ or report behaviour that may be considered to be offensive when directed against themselves or others
• Take personal responsibility for ensuring that knowledge and skills on equality, diversity and inclusion issues are kept up to date.

POLICY REVIEW

This policy will be reviewed on a regular basis to ensure compliance with legislation and to
identify any further opportunities to help eradicate modern slavery.

Last updated 17 July 2025