Anthill Collective’s Equalities Policy
Equality, Diversity, and Inclusion Policy
1. Introduction
Anthill Collective is committed to promoting equality, diversity, and inclusion (EDI) in all aspects of our work, including as an employer and a service provider. We believe in fair treatment, respect, and equal opportunity for all, regardless of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. This policy aligns with the Equality Act 2010 and relevant legislation in all regions where we operate.
2. Commitment to Compliance
We fully comply with all statutory obligations under equality legislation in Great Britain and any equivalent laws in other locations where we employ staff. Our policy ensures that we do not discriminate—directly or indirectly—against any individual or group, and we actively promote an inclusive and diverse working environment.
3. Employment Practices
We ensure that all employment decisions are based on objective criteria and free from discrimination. This includes:
Recruitment and Selection – All job applicants are assessed solely based on their skills, experience, and ability to perform the job.
Training and Development – All employees have equal access to training, mentoring, and career progression opportunities.
Promotion and Career Progression – Employees are promoted based on merit, experience, and potential.
Remuneration – Pay structures are fair, transparent, and non-discriminatory.
Transfer and Redeployment – Decisions are made without bias, ensuring fair access to opportunities.
Discipline and Dismissal – We apply clear, consistent policies to ensure fair treatment and compliance with employment law.
4. Service Delivery
We are committed to ensuring that our services are accessible, inclusive, and equitable for all. This means:
Designing and delivering services in ways that do not disadvantage any individual or group.
Making reasonable adjustments to accommodate individuals with disabilities.
Ensuring that all service users are treated with respect, dignity, and fairness.
5. Preventing Discrimination, Harassment, and Victimisation
We have a zero-tolerance approach to discrimination, harassment, and victimisation. These are considered serious disciplinary offences and may result in termination of employment or contract. This includes:
Direct and indirect discrimination based on any protected characteristic.
Harassment and bullying in any form, whether verbal, physical, or digital.
Victimisation of individuals for raising concerns or making complaints about discrimination.
6. Responsibilities and Implementation
Senior Leadership Responsibility – A designated senior leader (e.g., Head of HR or EDI Lead) is responsible for overseeing this policy’s implementation, compliance, and effectiveness.
Employee Responsibilities – All employees are expected to adhere to this policy, promote inclusivity, and report any concerns.
Monitoring and Review – We conduct regular reviews of our policies, procedures, and data to ensure continuous improvement in equality practices.
7. Communication and Awareness
Our Equality, Diversity, and Inclusion Policy is communicated clearly across the organisation and externally:
To employees and managers – Included in employment handbooks and shared in induction and training.
To trade unions or representative groups – Provided as part of employee relations policies.
To job applicants – Referenced in recruitment advertisements and job application materials.
To clients, customers, and service users – Incorporated into marketing materials and service information.
8. Complaints and Reporting
Any employee, service user, or stakeholder who believes they have been subject to discrimination, harassment, or unfair treatment is encouraged to raise their concerns through our formal complaints process. We are committed to handling all complaints promptly, fairly, and confidentially.
9. Review and Updates
This policy is reviewed annually to ensure it remains compliant with current legislation and reflects best practices in equality, diversity, and inclusion.
Approved by: Brittany Noel Taylor
Date: 05/01/2025
Next Review Date: 05/01/2026