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

Primed Talent Limited is committed to encouraging equality, diversity, and inclusion among our workforce, and eliminating unlawful discrimination.

Our 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 goods, services, and facilities – is also committed to preventing unlawful discrimination against customers or the public.

Purpose of this Policy

The purpose of this policy is to:

1. Provide equality, fairness, and respect for all in our employment, whether temporary, part-time, or full-time.

2. Ensure compliance with the Equality Act 2010, specifically avoiding unlawful discrimination based on protected characteristics such as:

   • Age

   • Disability

   • Gender reassignment

   • Marriage or civil partnership

   • Pregnancy and maternity

   • Race (including colour, nationality, and ethnic or national origin)

   • Religion or belief

   • Gender

   • Sexual orientation

3. Oppose and avoid all forms of unlawful discrimination in areas such as:

   • Pay and benefits

   • Terms and conditions of employment

   • Handling grievances and discipline

   • Dismissal and redundancy

   • Parental leave

   • Flexible working requests

   • Recruitment, promotion, training, or other development opportunities

Our Commitments

The organisation commits to the following:

1. Encouraging Equality, Diversity, and Inclusion:

   • Promote these values in the workplace as they represent good practice and make business sense.

2. Fostering a Respectful Working Environment:

   • Create a workplace free from bullying, harassment, victimisation, and unlawful discrimination.

   • Promote dignity and respect for all, recognising and valuing individual differences and contributions.

3. Providing Training and Accountability:

   • Train managers and employees on their rights and responsibilities under this policy.

   • Ensure all staff understand their role in fostering an inclusive environment and the consequences of bullying, harassment, victimisation, and unlawful discrimination.

4. Addressing Complaints and Misconduct:

   • Take seriously all complaints of bullying, harassment, victimisation, and unlawful discrimination.

   • Address such complaints through the organisation’s grievance or disciplinary procedures, which may result in disciplinary action, up to and including dismissal for gross misconduct.

   • Recognise that harassment may constitute both an employment rights and a criminal matter, including under the Protection from Harassment Act 1997.

5. Promoting Development Opportunities:

   • Provide training, development, and progression opportunities to all staff, helping them achieve their full potential and maximising organisational efficiency.

6. Merit-Based Decision-Making:

   • Ensure decisions regarding staff are based on merit, except in specific and limited exemptions permitted under the Equality Act 2010.

7. Regular Review and Monitoring:

   • Regularly review employment practices and procedures to ensure fairness and compliance with the law.

   • Monitor workforce composition concerning age, gender, ethnicity, sexual orientation, religion, belief, and disability.

   • Annually review the policy and its implementation, taking action to address any identified issues.

8. Supporting Mental Health and Well-being:

   • Promote mental health awareness and provide access to support resources, recognizing mental health as a critical aspect of diversity and inclusion.

9. Ensuring Digital Accessibility:

   • Make digital tools, platforms, and resources accessible to employees with disabilities, especially in remote and hybrid work environments.

10. Anonymous Reporting Channels:

    • Provide anonymous or independent channels for employees to report concerns about discrimination, harassment, or victimisation without fear of retaliation.

Agreement to Follow This Policy

This policy is fully supported by senior management and has been agreed upon with employee representatives. All employees are expected to uphold its principles in their conduct and decision-making.

Grievance and Disciplinary Procedures

Details of the organisation’s grievance and disciplinary procedures are available at www.primedtalent.com/policies. Employees should raise grievances with their line manager unless otherwise specified.

Use of these procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.