Equal Opportunities Policy

January 2026

Equal opportunities statement

1. 1. Consider 64 Ltd is committed to promoting equal opportunities in employment. You and any job applicants will receive equal treatment regardless of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation (Protected Characteristics). We are also committed to providing equitable treatment to all those we deal with as an organisation, including clients, customers and suppliers.
  2. Our aim is to encourage and support diversity, equity and inclusion and actively promote a culture that values difference and eliminates discrimination in our workplace. It applies to all aspects of employment with us, including recruitment, pay, benefits and conditions, flexible working and leave, training, appraisals, promotion, conduct in the workplace, disciplinary and grievance procedures, and termination of employment.

Diversity and Inclusion training

1. 1. Where necessary, managers will be given appropriate training on recognising and avoiding discrimination, harassment and victimisation, and promoting equality of opportunity and diversity in the areas of recruitment, development and promotion.
  2. We may provide you with training from time to time to ensure that everyone is aware of, and understands that contents of this policy, and out Anti-harassment, sexual harassment, and bullying policy.

Discrimination

1. You must not unlawfully discriminate against or harass other people including current and former employees, job applicants, clients, customers, suppliers and visitors. This applies in the workplace, outside the workplace (when dealing with customers, suppliers or other work-related contacts), and on work events including social events.
2. The following forms of discrimination are prohibited under this policy and are unlawful:

Direct discrimination: treating someone less favourably because of a Protected Characteristic. For example, rejecting a job applicant because of their religious views or because of their sexual orientation.
Indirect discrimination: a provision, criterion or practice that applies to everyone but adversely affects people with a particular Protected Characteristic more than others, and is not justified. For example, implementing a “no headwear” policy in the workplace would disproportionately affect individuals whose religion requires them to wear head coverings such as turbans, hijabs, or kippot. Such a requirement would be discriminatory unless it can be objectively justified.
Harassment: this includes sexual harassment and other unwanted conduct related to a Protected Characteristic, which has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. Harassment is dealt with further in our Anti-harassment, sexual harassment, and Bullying Policy.
Victimisation: retaliation against someone who has complained or has supported someone else’s complaint about discrimination or harassment. This includes where someone mistakenly believes that the person victimised has done so.
Disability discrimination: this includes direct and indirect discrimination, any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.

Disabilities

1. 1. If you are disabled or become disabled, we encourage you to tell us about your condition so that we can consider what reasonable adjustments or support may be appropriate.

Recruitment and selection

1. 1. Recruitment, promotion and other selection exercises such as redundancy selection will be conducted on the basis of merit, against objective criteria that avoid discrimination. When recruiting or promoting, we will aim to take steps to improve the diversity of our workforce and provide equality of opportunity. Shortlisting should be done by more than one person if possible.
  2. Vacancies should generally be advertised to a diverse section of the labour market. Advertisements should avoid stereotyping or using wording that may discourage particular groups from applying.
  3. Job applicants should 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.
  4. Job applicants should 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. Where necessary, job offers can be made conditional on a satisfactory medical check. Health or disability questions may be included in equal opportunities monitoring forms, which must not be used for selection or decision-making purposes.
  5. We are required by law to ensure that all employees are entitled to work in the UK. Assumptions about immigration status should not be made based on appearance or apparent nationality. All prospective employees, regardless of nationality, must be able to produce original documents (such as a passport) before employment starts, to satisfy current immigration legislation. The list of acceptable documents is available from the UK Visas and Immigration.

Criminal record checks

1. 1. Where we assess suitability for positions using criminal record checks processed through the Disclosure and Barring Service, we agree to comply with the DBS Code of Practice and undertake to treat all applicants fairly, in line with the code. A copy of the code can be found here.
  2. An application for a criminal record check will only be carried out if it is identified as being required for the role, in accordance with the Rehabilitation of Offenders Act 1974 (Exceptions) Order. Where we identify a need for a criminal record check, we will ensure, so far as is reasonably practicable, that all application forms, job adverts and recruitment briefs contain a statement that an application for a DBS certificate will be submitted in the event a candidate is successfully offered a position with us.
  3. We will only ask an applicant to provide information about a conviction and/or caution that we are legally entitled to know about. We further agree to only ask about convictions and/or cautions that are not protected and we are committed to treating any ex-offender equally. Failure to reveal information that is directly relevant to the position you apply for could lead to withdrawal of an offer of employment.
  4. We agree not to treat anyone unfairly on the basis of a conviction or other information revealed through a DBS check and undertakes to discuss any matter revealed on a DBS certificate with the affected individual before making any decisions on their prospective and/or ongoing employment.

Part-time and fixed-term work

1. 1. Part-time and fixed-term employees should 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.

Breaches of this policy

1. We take a strict approach to breaches of this policy, which will be dealt with in accordance with our Disciplinary Procedure. Serious cases of deliberate discrimination and victimisation may amount to gross misconduct resulting in dismissal.
2. If you believe that you have suffered harassment, bullying or discrimination, or witnessed it happening to someone else in the workplace, you can raise the matter through our Grievance Procedure or through our Anti-harassment and Bullying Policy as appropriate. Complaints will be treated in confidence and investigated as appropriate.
3. There must be no victimisation or retaliation against staff who complain about or report discrimination. If you believe you have been victimised for making a complaint or report of discrimination, or have witnessed it happening to someone else in the workplace, you should raise this through our Grievance Procedure or through our Anti-harassment, sexual harassment, and Bullying Policy as appropriate.
4. We encourage the reporting of all types of potential discrimination, as this assists us in ensuring that diversity, equity and inclusion principles are adhered to in the workplace. However, making a false allegation in bad faith, or that you know to be untrue, will be treated as misconduct and dealt with under our Disciplinary Procedure.