Equality & Diversity Policy

Baines Cutler Solutions Ltd is committed to promoting equality, diversity and inclusion in all areas of its operations. We believe that every individual has the right to work and participate in an environment that is free from discrimination, harassment and victimisation.

We recognise our responsibilities under UK law, including:

• Equality Act 2010
• Employment Rights Act 1996
• Human Rights Act 1998
• Rehabilitation of Offenders Act 1974
• Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000
• Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002
• Employment Equality (Age) Regulations 2006 (now covered by the Equality Act 2010)
• Public Sector Equality Duty (where applicable)
• Relevant Health & Safety legislation
• GDPR and Data Protection Act 2018 (in relation to handling equality data)

We value and celebrate diversity across all protected characteristics defined in the Equality Act 2010:

• Age
• Disability
• Gender
• Marriage and civil partnership
• Pregnancy and maternity
• Race (including colour, nationality, and ethnic or national origin)
• Religion or belief
• Sexual orientation

1. Scope

This policy applies to all employees, job applicants, contractors, agency workers, clients, and any other stakeholders engaged with the company. It covers:

• Recruitment and selection
• Terms and conditions of employment
• Training and development
• Promotion and career progression
• Pay and benefits
• Performance management
• Disciplinary and grievance procedures
• Termination of employment
• Service delivery to clients and external stakeholders

2. Our Commitments

2.1 Equality of Opportunity

• Ensure recruitment, promotion and training decisions are based solely on merit and business needs.
• Remove barriers that disadvantage individuals from underrepresented groups.
• Ensure all job descriptions and adverts use inclusive language.

2.2 Diversity & Inclusion

• Create a workplace culture that values differences and encourages individuals to contribute fully.
• Recognise the benefits of a diverse workforce in improving creativity, problem-solving and business performance.
• Provide reasonable adjustments for employees and candidates with disabilities.

2.3 Preventing Discrimination, Harassment & Victimisation

• We have a zero-tolerance approach to unlawful discrimination, bullying, harassment and victimisation.
• All complaints will be taken seriously, dealt with promptly, and investigated fairly in line with our grievance procedure.
• Disciplinary action (including dismissal) may be taken against employees who breach this policy.

3. Responsibilities

• Board & Senior Management: Ensure compliance with legislation, lead by example, allocate resources, and review policy effectiveness.
• Managers: Implement the policy day-to-day, monitor practices, and address breaches.
• Employees: Treat colleagues, clients and stakeholders with dignity and respect. Attend training and comply with procedures.
• HR/Administration: Provide advice, maintain monitoring data, and report on equality performance.

4. Recruitment & Selection

• Use fair and consistent procedures.
• Monitor applications and outcomes to identify potential bias.
• Guarantee interviews for disabled applicants who meet essential job criteria (where the scheme is adopted).
• Ensure selection panels are trained in the areas of equality and unconscious bias.

5. Training & Development

We will provide equality and diversity training to all staff, including specific training for inclusive leadership to management positions. We are also committed to encouraging development opportunities for all, ensuring fair access employment and work tasks.

6. Monitoring & Reporting

• Collect and analyse workforce data (in compliance with GDPR).
• Report annually on progress against equality objectives.
• Regularly review recruitment, pay, promotion, and retention statistics to address disparities.

7. Breach of Policy

Any breach of this policy will be treated as a disciplinary offence and may result in action up to and including dismissal. For contractors, it may lead to the termination of their contract.

8. Review

This policy is effective from 11/11/2025 and will be reviewed annually, or sooner if there are significant changes to legislation or organisational practices.