Equality and diversity

Our commitment to Equality, Diversity and Inclusion

We are committed to eliminating unlawful discrimination and promoting equality, diversity, and inclusivity (EDI) in all our policies, practices, and procedures. Please read our Equality & Diversity policy.

We strive to:

• encourage, value and manage diversity – equality for all our staff members as well as potential employees.
• foster an inclusive workplace – where everyone feels valued and included
• apply these principles universally – our commitment extends to our professional dealings with clients and other stakeholders.

By embedding these principles into our daily operations, we create a workplace where everyone can thrive and be themselves.

EDI in our workplace

Leadership accountability – our partners are accountable for EDI in practice

• All managers lead by example
• We take a zero-tolerance approach to any unlawful discrimination and barriers to opportunity
• The leadership team listen to staff about new initiatives

Inclusive policies – our policies promote equality and prohibit discrimination

• Having clear policies as to what is unlawful discrimination, being clear that we will not tolerate it and prescribing that the policies apply in the workplace, outside the workplace (when dealing with clients, suppliers or other work-related contacts) and on work-related trips or events including social events
• Whistleblowing policy to protect staff reporting unlawful discrimination, harassment or victimisation
• Having an IVF and menopause policy
• Paid maternity and paternity policy
• We apply our anti-slavery policy to our supply chain
• Social functions policy sets out expected standards of behaviour
• Two Easter bank holidays a year can be used flexibly for other religious observations
• Social media policy encourages employees to respect EDI when sharing/posting and conversing online for work

Diverse recruitment – our practices encourage a diverse talent pool

• Recruitment process sifts based on established criteria
• EDI information withheld from interviewers

Training and education – ensures we can take a zero-tolerance approach

• EDI training on induction and biannually thereafter
• Bespoke EDI training for managers and supervisors
• Annual anti-racism training

Flexible working – an option for all employees

• Hybrid and flexible working to support those with caring responsibilities

Inclusive culture and workplace – everyone feels recognised and valued

• We celebrate everyone’s achievements in firmwide meetings and emails
• Everyone is encouraged
• Celebrating a variety of religious holidays and awareness events
• Our office is wheelchair accessible
• Regular staff surveys and acting on recommendations

Monitoring and reporting – helps to identify areas for improvement and track progress

• We monitor the number and outcome of complaints of discrimination
• We monitor and record equality and diversity information about existing staff members based on gender, sexual orientation, age, disability, religion, ethnic groups as well as other questions based upon the staff member’s social and educational background, as requested by the SRA
• We monitor and record equality and diversity information about job applicants

Systems and processes – to help everyone feel supported in the workplace

• Making reasonable adjustments where necessary
• Creating a safe space for staff to talk about issues affecting them and to notify us of any
  hidden disabilities or conditions, such as neurodivergence, that may impact upon their ability to work in the same ways or at the same levels of productivity or efficiency as other staff members.
• Having a wellness passport to support people in work by highlighting the triggers for a decline in their mental or physical condition so that a conversation can be held (and professional support received where necessary) about it before it escalates
• Having a return-to-work meeting and plan when people return to work after medium to long term absences
• Having an employee assistance programme which is widely advertised as being available to support staff with stress, mental health, or other issues arising
• Three mental health first aiders

EDI in our operations

• Using easy-read letters, Makaton and symbols in our communication with those clients who require them
• Changing the font size and or colour of our emails and letters to clients where required
• Being respectful of different cultures when attending on clients
• Visiting clients at home where needed
• Engaging interpreters and translators for clients for whom English is not their first language
• Website is compliant with WACG standards