Introduction and Purpose

Primary Goal are an equal opportunities employer and are committed to equality of opportunity and
to providing a service and following practices which are free from unfair and unlawful discrimination.
The aim of this policy is to ensure that no person 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 seeks also to ensure that no person is victimised
or subjected to any form of bullying or harassment in any capacity.

The terms equality, inclusion, diversity and equity are at the heart of this policy. ‘Equality’ means
ensuring everyone has the same opportunities to fulfil their potential free from discrimination.
‘Inclusion’ means ensuring everyone feels comfortable to be themselves at work and feels the worth
of their contribution. ‘Diversity’ means the celebration of individual differences amongst the
workforce. ‘Equity’ means recognising barriers and that some groups are more advantaged than
others, and putting measures in place to eliminate these barriers, ensuring equal opportunities for
all. We will actively support diversity, equity and inclusion and ensure that our workforce is valued
and treated with dignity and respect. We want to encourage everyone in our business to reach their
potential.

At Primary Goal, we value people as individuals with diverse opinions, cultures, lifestyles and
circumstances. This policy covers all employees or third parties undertaking work for or on behalf of
Primary Goal, and it applies to all areas of employment including recruitment, selection, training,
career development and promotion. These areas are monitored and policies and practices are
amended if necessary to ensure that no unfair or unlawful discrimination, intentional, unintentional,
direct or indirect, overt or latent exists.

All managers must set an appropriate standard of behaviour, lead by example and ensure that those
they manage adhere to the policy and promote our aims and objectives with regard to equal
opportunities. Managers receive training on Equality, Diversity and Inclusion upon commencement
of employment.

The Shared Services Manager has particular responsibility for implementing and monitoring the
Equality, Diversity and Inclusion policy 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.

All employees, workers or self-employed contractors whether part time, full time or temporary, will
be treated fairly and with respect. Selection for employment, promotion, training, or any other
benefit will be on the basis of aptitude and ability. All employees will be helped and encouraged to
develop their full potential and the talents and resources of the workforce will be fully utilised to
maximise the efficiency of the Company.

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 managers
and senior leaders, individuals at all levels have a responsibility to treat others with dignity and
respect. The personal commitment of everyone to this policy and application of its principles are
essential to eliminate discrimination and provide equality and equity throughout the Company.
Breaches of this policy will be dealt with in accordance with our Disciplinary Procedure. Serious
cases of discrimination may amount to gross misconduct resulting in dismissal without notice.
If you believe that you have suffered discrimination, you can raise the matter through our Grievance
Procedure.

Our Commitment as an Employer

The Company is committed to:
• Creating an environment in which individual differences and the contributions of our staff
are recognised and valued.
• Everyone is entitled to a working environment that promotes dignity and respect to all.
No form of intimidation, bullying or harassment will be tolerated.
• Providing training, development and progression opportunities to all staff.
• Understanding equality and inclusion in the workplace is good management practice and
makes sound business sense.
• Reviewing all our employment practices and procedures to ensure fairness and inclusion
for all.
• Taking steps to ensure equity amongst our workforce such as ensuring that our
vacancies are advertised to a diverse range of potential candidates and, where relevant,
to particular groups that have been identified as disadvantaged or underrepresented in
our Company, taking positive action to recruit disabled people and ensuring there are no
unlawful barriers to accessing our employment opportunities, training, progression
opportunities, benefits and facilities.
• Diversity in our workforce will be regularly monitored to ensure equal opportunities
throughout the Company. Where appropriate, measures will be taken to identify and
remove unnecessary obstacles and to meet the special needs of disadvantaged or
underrepresented groups.

Our Commitment as a Training Provider

The Company is committed to:
• Providing services to which all learners, partners and clients are entitled regardless of
age, disability, gender reassignment, marriage and civil partnership, pregnancy or
maternity, race, religion or belief, sex or sexual orientation.
• Making sure our services are delivered equally and meet the diverse needs of our
learners, partners and clients.
• Taking steps to ensure equity amongst our learners, partners and clients such as
removing any unlawful obstacles to accessing our services or facilities. Where
appropriate, measures will be taken to identify and remove unnecessary barriers and to
meet the special needs of disadvantaged or underrepresented groups.
• Fully supporting this policy by senior management
• Having clear procedures that enable our learners, partners, clients, candidates for jobs
and employees to raise a grievance or make a complaint if they feel they have been
unfairly treated.

Equal Opportunity Policy Statements

Age
We will:
• Ensure that people of all ages are treated with respect and dignity.
• Ensure that people are given equal access to our employment, training, development and
promotion opportunities.
• Challenge discriminatory assumptions about younger and older people.

Disability
We will:
• Provide any reasonable adjustments to ensure disabled people have access to our
services and employment opportunities. If we feel that a particular adjustment would not
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be reasonable, we will discuss this with you and try to find an alternative solution where
possible.
• Challenge discriminatory assumptions about disabled people.
• Seek to continue to improve access to information by ensuring availability of various
Additional Learning Support and accessibility tools.
If you are disabled or become disabled, we encourage you to tell us about your condition so that we
can support you as appropriate.

Race
We will:
• Challenge racism wherever it occurs.
• Respond swiftly and sensitively to racist incidents.
• Actively promote race equality and inclusion in the Company.
• Take positive action to redress the negative effects of discrimination against everyone.
• Offer equal access for everyone to representation, services, employment, training and
pay and encourage other organisations to do the same.

Gender
We will:
• Challenge discriminatory assumptions about gender.
• Take positive action to redress the negative effects of discrimination against everyone.
• Offer equal access for everyone to representation, services, employment, training and
pay and encourage other organisations to do the same.
• Provide support to prevent discrimination against transgender people who have or who
are about to undergo gender reassignment.

Sexual orientation
We will:
• Ensure that we take account of the needs of everyone, including the LGBTQ+
communities.
• Promote positive images of the LGBTQ+ communities.
• Challenge discriminatory assumptions about the LGBTQ+ communities.
• Take positive action to redress the negative effects of discrimination against everyone.
• Offer equal access for everyone to representation, services, employment, training and
pay and encourage other organisations to do the same.

Religion or belief
We will:
Equality, Diversity and Inclusion Policy V2.1 11/03/2025
• Ensure that employees’ religion or beliefs and related observances are respected and
accommodated wherever possible.
• Respect people’s beliefs where the expression of those beliefs does not impinge on the
legitimate rights of others.

Pregnancy or maternity
We will:
• Ensure that people are treated with respect and dignity during pregnancy or maternity
leave.
• Challenge discriminatory assumptions about pregnancy or maternity.
• Ensure that no individual is disadvantaged during pregnancy or maternity leave and that
we take account of the needs of our employees’ during pregnancy or maternity leave.

Marriage or civil partnership
We will:
• Ensure that people are treated with respect and dignity regardless of marriage or civil
partnership status.
• Challenge discriminatory assumptions about the marriage or civil partnership of our
employees.
• Ensure that no individual is disadvantaged as a result of their marriage or civil partnership
status.

Part time and fixed term work

Part time and fixed term staff should be treated the same as comparable full time or permanent staff
and enjoy no less favourable terms and conditions (on a pro-rata basis where appropriate) unless
different treatment is justified.

Equal pay

We will ensure that all employees have the right to the same contractual pay and benefits for
carrying out the same work, work rated as equivalent work or work of equal value.

Review

Primary Goal will continue to review the contents of this policy and review annually.