This is the Equality, Diversity and Inclusion Policy for Go To Places Ltd and Visit Herts Ltd (the
‘Group’). The Group is committed to embedding equality, diversity and inclusion within the
organisation, and to eliminating unlawful discrimination. The policy defines and Group’s
approach and it sets out how we will ensure fairness as an employer. The aim is for the
workforce to be truly representative of all sections of society, and for each employee to feel
respected and able to give their best
Equality means each individual or group of people is given the same
resources or opportunities. Equity recognizes that each person has
different circumstances and allocates the exact resources and
opportunities needed to reach an equal outcome.
Diversity is based on a principle of recognising, responding to, and
valuing visible and non-visible differences amongst individuals and
groups so that everyone can thrive and contribute. Diversity can include
people with varying backgrounds, experiences, styles, perceptions,
values and beliefs
The purpose of the Equality, Diversity and Inclusion Policy is to:
• Give job applicants and employees confidence that they will be treated equitably and with
dignity and respect
• Set standards of behaviour expected of all employees
• Support the Group to comply with its legal obligations
• Create a supportive working environment free from discrimination, whereby employees are
• Attract a more diverse workforce bringing the benefits of a broader range of talent and
• Better job retention
•The Group aims for an integrated approach to equality, diversity and inclusion throughout our
dealings with stakeholders and consumers and throughout our employment practices, including
recruitment, pay and conditions, appraisals, training, promotion, conduct at work, disciplinary
and grievance procedures and termination of employment.
•The Group will embrace diverse thinking and foster a culture when every voice is welcome,
heard and respected.
•The Group will seek opportunities to take a pro-active stance in addressing inclusion.
•Every individual’s needs and preferences will be reflected as far as possible at everyday
gatherings and events, including making these optional wherever possible.
•Inclusive language and terminology will be used.
•The Group will seek to take into account how individuals wish to be treated.
•There will be regular training on equity, diversity and inclusion.
•An Equality Impact Assessment will be carried out to ensure that equality diversity and inclusion
is built into all policies, practices, procedures, processes, reviews and events.
Recruitment, promotion and other selection exercises such as redundancy selection will be
conducted on the basis of merit, against objective criteria that avoid discrimination. Shortlisting
should be done by more than one person if possible.
Vacancies will be advertised to a diverse section of the labour market. Advertisements will avoid
stereotyping and will use wording that encourages applications from all groups.
Job applicants will 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.
Job applicants will 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. Health or disability
questions may be included in equal opportunities monitoring forms, which must not be used
for selection or decision-making purposes.
The Group aims to have a workforce that as a minimum reflects the diversity of the communities
within which it operates. Where protected characteristic groups are currently under-represented, the Group will aim to increase the diversity of applicants.
The Group offers a blend of office and home working to all its employees.
Part-time and fixed-term employees will 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.
The Group will consider opportunities to adjust contracted hours of work, on a temporary or
permanent basis, where adjusted hours would be helpful in promoting equal employment
opportunities, for example, where a member of staff is returning from maternity leave, or long-term sickness.
Working from home or part time hours will also be considered. Employees
should refer to the relevant company policies for more information.
The Group will seek to acknowledge and honour employees’ religious and cultural practices. In
circumstances where an employee has a particular cultural or religious need which may conflict
with existing work requirements, the Group will consider whether it is reasonably practicable to
vary or adapt these requirements to enable such needs to be met. Where an employee requests
either the accumulation of annual leave or unpaid leave in order to visit relatives overseas,
sympathetic consideration will be given.
If any employee wishes to take time off work for religious holidays additional to the English
public holidays, then annual leave should be requested. However, consideration will be given
to requests for unpaid leave, or exchanging English public holidays for other religious
The Group will sympathetically consider requests from employees who require short spells
out of the working day in order to pray. This can usually be accommodated through flexible
working. The Group will also consider requests for adjusted working day or hours during
periods of fasting.
The Group will also ensure that there is no unlawful discrimination when it comes to offering
pay and benefits, terms and conditions of employment, as well as training opportunities.
The Group supports the right, and would encourage any employee, to raise any concerns if
they feel that:
• The organisation is not taking its responsibility to promote equality, diversity and
• This policy is not being applied fairly or consistently
• Or the policy is at odds with the aims set out.
Equally, employees have the right to raise any concerns if they feel they have been unfairly
discriminated against in the application of any of the Group’s employment policies or
procedures. To guard against issues like this the Group ensures all policies and procedures
have an equality impact assessment.
Initially concerns should be raised informally where appropriate. Issues will be taken seriously
and resolved as quickly as possible. In some cases, depending on the situation, this may need
to involve a third party.
Issues which cannot be resolved informally should be raised formally, in accordance with the
Groups’ Grievance Procedure. Rights to be accompanied at meetings and/ or hearings are
detailed in the Policy. For those employees whose first language is not English or who have an
impairment or learning difficulty, expressing themselves formally may be difficult. In these
circumstances, managers and HR will encourage individuals to seek help from a colleague.
Reasonable adjustments will be made, which may include assisting employees to formulate
written evidence if they are unable to do so because of their impairment or other condition. In
such circumstances, advice should be sought from the Head of Operations.
There may be cases where an individual makes an unfounded allegation of discrimination for
malicious reasons. These cases will be investigated and dealt with fairly and objectively.
All staff should understand they, as well as their employer, can be held liable for acts of bullying,
harassment, victimisation and unlawful discrimination, in the course of their employment,
against fellow employees, customers, suppliers and the public.
The Group will take seriously complaints of bullying, harassment, victimisation and unlawful
discrimination by fellow employees, customers, suppliers, visitors, the public and any others in
the course of the organisation’s work activities.
Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary
procedures, and appropriate action will be taken. Particularly serious complaints could amount
to gross misconduct and lead to dismissal without notice.
Sexual harassment may amount to both an employment rights matter and a criminal matter,
such as in sexual assault allegations. In addition, harassment under the Protection from
Harassment Act 1997 – which is not limited to circumstances where harassment relates to a
protected characteristic – is a criminal offence.
It should not be assumed that any complaints or allegations arise out of over-sensitivity. Failure
to undertake the responsibility of dealing appropriately with allegations of bullying, harassment,
victimisation or unlawful discrimination may be regarded as a disciplinary offence.
The Board of Directors has overall responsibility for the effective operation of this policy and for
ensuring compliance with the relevant statutory framework. Day to day responsibility for
operating this policy and ensuring its maintenance and review has been delegated to the Head
of Operations reporting to the CEO on a regular basis.
The Board and CEO will:
• Demonstrate the values of equality and fairness through their own behaviour
• Take a lead role in ensuring that Equality, Diversity and Inclusion is embedded into all
procurement, delivery of services and employment practices
• Elect a member of the Board to Champion Equality, Diversity and Inclusion
The Head of Operations will:
• Provide advice and guidance to staff and managers on the effective implementation of the
employment elements of this policy
• Ensure that all complaints and alleged breaches of this policy are dealt with seriously,
sensitively, confidentially and in a timely manner
Line managers should:
• Set a positive example by treating others with respect and setting standards of acceptable
• Promote an inclusive working environment where unlawful discrimination is unacceptable
and not tolerated
• Ensure that their teams work effectively together
• Should not discriminate unfairly within any area of employee management activity including
recruitment, appraisal, selecting for training and other development opportunities, and in
applying other Group employment policies and practices
• Make employees aware of their responsibilities under this policy and should they become
witness to, or aware of any breach, of this policy, that they must report it immediately to
their line manager or the Head of Operations
• Listen to employees’ concerns and take appropriate action
• Take personal responsibility for behaving in a way that is supportive of and consistent with
this policy, and therefore compliant with the Equality Act 2010
• Help promote an inclusive environment by treating everyone with dignity and respect,
• Respect and respond to the diverse needs of staff and others
• Appropriately challenge and/ or report behaviour that may be considered to be offensive
when directed against themselves or others
• Take personal responsibility for ensuring that knowledge and skills on equality, diversity and
inclusion issues are kept up to date.