Document Reference Number	PT/EDI/V3
Implementation Date	April 2025
Next Review Date	April 2026

1. Introduction

Primed Talent Ltd is committed to creating and maintaining a working environment that promotes equality, values diversity, and ensures inclusion for all. We aim to eliminate all forms of unlawful discrimination and foster a culture where all individuals feel valued, respected, and able to contribute their best.

A diverse and inclusive workforce, reflective of the communities we serve, enhances innovation, collaboration, and organisational performance. We also strive to ensure that customers, clients, and the public are treated fairly and with respect.

2. Purpose and Aims

This policy aims to:

• Promote equality, fairness, and respect for all employees, irrespective of contract type

• Comply with the Equality Act 2010, preventing discrimination across nine protected characteristics:

  • Age

  • Disability

  • Gender reassignment

  • Marriage or civil partnership

  • Pregnancy and maternity

  • Race

  • Religion or belief

  • Sex

  • Sexual orientation

• Eliminate discrimination in:

  • Pay and benefits

  • Terms and conditions

  • Recruitment and selection

  • Promotion and training

  • Grievance, disciplinary, and dismissal

  • Parental leave and flexible working

  • Redundancy procedures

3. Scope

This policy applies to all staff, contractors, volunteers, applicants, learners, and stakeholders engaged with Primed Talent Ltd across:

• Office and remote workspaces

• Training environments

• Any activity relating to the organisation’s services

4. Commitments and Key Principles

4.1 Encouraging Equality, Diversity, and Inclusion

• Embed EDI across our organisational culture and operations

• Promote inclusion as a core strength

4.2 Fostering a Respectful Workplace

• Maintain an environment free from bullying, harassment, and discrimination

• Encourage dignity and mutual respect

4.3 Training and Accountability

• Deliver regular EDI training for all staff

• Promote awareness of inclusive and inappropriate behaviours

• Enforce accountability for breaches

4.4 Addressing Complaints

• Investigate all concerns promptly and fairly

• Apply appropriate sanctions including dismissal where necessary

4.5 Development and Progression

• Ensure equal access to development opportunities

• Base all employment decisions on merit and capability

4.6 Regular Monitoring and Review

• Review procedures regularly for fairness and legal compliance

• Use anonymised data to identify gaps and act on insights

4.7 Mental Health and Well-being

• Provide awareness and resources on mental health

• Treat mental health as integral to inclusion

4.8 Digital Accessibility

• Ensure accessible platforms for staff with disabilities

• Support inclusive remote and hybrid working

4.9 Anonymous Reporting Channels

• Maintain confidential and anonymous reporting options

• Protect those who raise concerns from retaliation

5. Responsibilities

Role	Responsibility
All Employees	Uphold EDI principles and inclusive behaviours
Managers and Team Leads	Promote inclusive practices and address EDI issues
HR and Compliance Team	Deliver training, monitor implementation and report on EDI progress
Senior Leadership	Drive strategic EDI priorities and ensure enforcement of policy

6. Grievance and Disciplinary Procedures

Equality-related grievances should be reported to the line manager or escalated per policy guidelines. Full grievance and disciplinary procedures are accessible at: Website: www.primedtalent.com/policies

Note: This does not affect the legal right to escalate to an employment tribunal within three months of the alleged incident.

7. Monitoring and Review

This policy will be reviewed annually, or sooner if necessary due to changes in law, operations, or feedback. Adjustments will be made based on internal audits and best practice updates.

8. Document Control and Review

Approval Status	Approved
Approved By	Managing Director
Date Approved	April 2025
Review Date	April 2026

9. Revision Log

Version	Date	Section Updated	Summary of Change
V1	April 2023	Initial Version	First release
V2	April 2024	Commitments updated	Added digital accessibility and mental health focus
V3	April 2025	Full document	Aligned structure, responsibilities and review process