Equality, Diversity & Inclusion.

EQUALITY, DIVERSITY AND INCLUSION POLICY STATEMENT

Our Promise

True North Talent is committed to being a successful, caring and welcoming place for all employees.

We want to create a supportive and inclusive environment where our employees can reach their full potential, without prejudice and discrimination. We are committed to a culture where respect and understanding is fostered and the diversity of people's backgrounds and circumstances will be positively valued.

Equality of opportunity, valuing diversity and compliance with the law is to the benefit of all individuals in our Company as it seeks to develop the skills and abilities of its people. While specific responsibility for eliminating discrimination and providing equality of opportunity lies with all managerial and supervisory [direct reporting] roles. Individuals at all levels have a responsibility to treat others with dignity and respect.

Through this policy and procedure and the training and development of managers and staff, the Company will do all it can to promote good practice in this area in order to eliminate discrimination and harassment as far as is reasonably possible. The Company will also continue to work towards its dedicated goal of encouraging and promoting equality and diversity within the workforce.

The policy aims to achieve equality by removing any potential discrimination in the way that our employees are treated by fellow employees or the Company, including:

• people with disabilities;
• people of different sexual orientations;
• transgender people and people who are proposing to undergo, are undergoing, or have undergone gender reassignment;
• people of different races;
• people regardless of sex or gender;
• those of faith and of no faith;
• in relation to their age;
• in relation to their socio-economic background or medical condition;
• people who work part-time;
• those who are married or in a civil partnership;
• women who are pregnant, have recently given birth or are breastfeeding.

Discrimination can be either direct or indirect discrimination. Some of the above are protected characteristics under the Equality Act 2010 and discrimination is prohibited, unless there is a legal exception under the Equality Act.

1.2 Direct discrimination

This is where someone is treated less favourably due to one (or more) protected characteristics. It can be intentional or unintentional discrimination. Occasionally the discrimination may occur due to a protected characteristic of another person, so the discrimination may be because of association. An example is an advert for a job that requires ‘men only’ or ‘under 30s only’.

1.3 Victimisation

This is not the same as the common meaning of victimisation, but is specifically regarding treating someone less favourably because they have complained about or given information about discrimination or harassment, either regarding themselves or someone else.

1.4 Bullying, Harassment & Sexual Harassment prevention duties

This is part of the Equality Act 2010 but is covered in more detail in the Harassment and Bullying policy and includes prevention duties.

The Equality Act 2010 applies to how employees treat fellow employees, visitors, suppliers and former employees. The Act also applies to customers/clients.

The Company is committed to preventing sexual harassment and all forms of unlawful harassment. We will take all reasonable steps to prevent sexual harassment in the workplace and will take appropriate measures to protect employees from harassment by third parties, including customers, clients, contractors, suppliers, and visitors.

The aim of this policy is to ensure that no applicant or member of staff receives less favourable treatment on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation, or is disadvantaged by conditions or requirements which cannot be shown to be relevant to performance. It also seeks to ensure that no person is victimised or subjected to any form of bullying or harassment.

1.5 Recruitment and Selection

The recruitment and selection process is crucially important to any equality, inclusion and diversity policy.

We will endeavour through appropriate training to ensure that employees making selection and recruitment decisions will not discriminate, whether consciously or unconsciously, in making these decisions.

Promotion and advancement will be made on merit and all decisions relating to this will be made within the overall framework and principles of this policy.

Job descriptions, where used, will be revised to ensure that they are in line with this policy. Job requirements will be reflected accurately in any personnel specifications.

We will adopt a consistent, non-discriminatory approach to the advertising of vacancies. We will not confine our recruitment to areas or media sources which provide only, or mainly, applicants of a particular group. All applicants who apply for jobs with us will receive fair treatment and will be considered solely on their ability to do the job. All employees involved in the recruitment process will periodically review their selection criteria to ensure that they are related to the job requirements and do not unlawfully discriminate. Short listing and interviewing will be carried out by more than one person where possible.

1.6 Inclusion and Belonging Commitment

We are committed not only to equality of opportunity but also to creating a culture of inclusion and belonging where everyone feels respected, valued, heard, and able to contribute fully.

1.7 Reasonable Adjustments

The Company will make reasonable adjustments where required to remove barriers and support applicants and employees with disabilities, long-term health conditions, or other individual needs.

1.8 Third-Party Conduct

The Company will not tolerate discriminatory, harassing, or inappropriate behaviour by customers, clients, contractors, suppliers, or visitors towards employees.

Appropriate action will be taken where such behaviour occurs.

1.9 Reporting and Speaking Up

Employees who believe they have experienced or witnessed discrimination, harassment, bullying, or victimisation are encouraged to raise concerns promptly through the appropriate grievance, dignity at work, or whistleblowing procedures. Complaints will be taken seriously and investigated fairly and confidentially where possible.

2.0 Monitoring and Data

The personal commitment of every employee to this policy and application of its principles are essential to eliminate discrimination and provide equality throughout the Company.

Training, development and progression opportunities are available to all staff.

All managers have a particular responsibility for implementing and monitoring the equality and diversity policies and, as part of this process, all personnel policies and procedures are administered with the objective of promoting equality of opportunity and eliminating unfair or unlawful discrimination.

Any equality and diversity monitoring data will be collected, stored, and processed in accordance with UK GDPR and data protection legislation.

There will be monitoring and reviews of the effectiveness of the equal opportunities policy, including a review of job applicants and the benefits/career progression of existing employees.

Approved by:
Emma Symonds & Amy Griffith
Directors, True North Talent

Date: 01.09.2026

Next Review: 01.09.2027