1. Policy Statement
Haggards Crowther LLP (“the Partnership”) is committed to creating a working environment that provides equality of opportunity and is free from unlawful discrimination on the grounds of race, sex, pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age, or sexual orientation. This Policy aims to eliminate unfair and discriminatory practices within the Company and to encourage full contribution from its diverse community. The Company actively opposes all forms of discrimination.
The Company is also committed to providing services that do not discriminate against clients or customers in how they access the services and goods supplied. All employees and clients are entitled to be treated with respect and dignity.
Any personal data used in connection with this Policy will be collected, held, and processed in accordance with the Partnership’s Employee Data Protection Policy.
2. Objectives of this Policy
- To prevent, reduce, and eliminate all forms of unlawful discrimination in line with the Equality Act 2010.
- To ensure that recruitment, promotion, training, development, assessment, benefits, pay, terms and conditions of employment, redundancy, and dismissals are based on capability, qualifications, experience, skills, and productivity.
3. Designated Officer
Name: Andrew Haggard
Position: Managing and Founding Partner
Telephone Number: 020 7384 0920
4. Definition of Discrimination
Discrimination is unequal or differential treatment that results in a person being treated less favourably than others in the same or similar circumstances on the grounds of race, sex, pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age, or sexual orientation.
Discrimination may be direct or indirect and includes discrimination by perception and association.
5. Types of Discrimination
Direct Discrimination
Occurs when a person or policy intentionally treats someone less favourably based on a protected characteristic.
Indirect Discrimination
Occurs where a policy, criterion, or practice applies to all employees but:
- disadvantages a larger proportion of a particular group;
- cannot be objectively justified; and
- results in detriment to the individual.
Example: Requiring all employees to be 6ft tall without justification could indirectly discriminate against certain ethnic groups.
Harassment
Unwanted conduct that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment.
Victimisation
Treating someone less favourably because they have made or intend to make a complaint, or have given or intend to give evidence.
6. Unlawful Reasons for Discrimination
Sex
Less favourable treatment based on sex, marital status, civil partnership, pregnancy or maternity, gender reassignment, or transgender status is not permitted.
Example: Asking a woman in an interview about plans to have children.
Age
Less favourable treatment based on age is not permitted, except where legally justified.
Disability
Disabled individuals must not be treated less favourably. Reasonable adjustments must be made where necessary.
Race
Less favourable treatment based on race, colour, nationality, or ethnic origin is not permitted.
Sexual Orientation
Discrimination based on sexual orientation is not permitted.
Religion or Belief
Discrimination based on religion, belief, or lack of belief is not permitted.
7. Positive Action in Recruitment
Under the Equality Act 2010, the Company may take steps to encourage applications from underrepresented groups. Positive action will only be used in tie-break situations where candidates are equally qualified and will not result in automatic preferential treatment.
8. Reasonable Adjustments
The Company will make reasonable adjustments to support disabled employees, which may include:
- adjustments to premises;
- reallocation of duties;
- transfer to a more suitable role;
- relocation;
- time off for treatment or rehabilitation;
- training or mentoring;
- provision or modification of equipment or materials;
- any other reasonable and necessary adjustments within the Company’s financial means.
Employees requiring adjustments should contact the Designated Officer.
9. Responsibility for Implementation
All employees, subcontractors, and agents must ensure their actions do not result in discrimination, harassment, or victimisation.
Senior staff are expected to lead by example and ensure compliance. Employees may be personally liable for discriminatory actions, and Employment Tribunals may award compensation to affected individuals.
The Company is responsible for meeting the objectives of this Policy and ensuring compliance with relevant legislation and Codes of Practice.
10. Extent of the Policy
This Policy applies to recruitment, selection, training, appraisal, development, and promotion. The Company also delivers its services in line with these principles.
This Policy does not form part of any employment contract and does not create contractual obligations.
The Company reserves the right to amend or update this Policy at any time.