This policy sets out how One Degree Training & Coaching Ltd approaches equality, diversity and inclusion in its employment practices, working relationships and professional activities. The policy owner is the Managing Director. It will be reviewed in September 2027, or earlier following a material change in law or circumstances.
1. Purpose
One Degree Training & Coaching Ltd is committed to providing equality of opportunity, treating people fairly and with dignity, and preventing unlawful discrimination, harassment and victimisation.
Our approach to equality, diversity and inclusion is principally based on fairness, lawful treatment and consistent standards .
People should be judged on relevant factors such as their capability, conduct, performance, experience and suitability rather than assumptions or prejudices based on personal characteristics.
We recognise that equality does not necessarily mean treating every person identically. Different circumstances may require different treatment, including reasonable adjustments for disabled people, in order to provide genuinely fair access to work and opportunity.
2. Scope
This policy applies to all current and future:
- directors;
- employees, whether permanent, fixed-term, full-time or part-time;
- workers and casual workers;
- apprentices and work-experience personnel;
- contractors, consultants and associates working personally on behalf of One Degree; and
- job applicants.
The principles of this policy also inform how One Degree deals with clients, training and coaching participants, suppliers, subcontractors, professional partners and members of the public.
The policy applies wherever work or work-related activity takes place, including:
- client premises;
- hotels and conference venues;
- training and coaching environments;
- networking events;
- business and work-related social events;
- online meetings;
- home and remote working;
- business travel;
- email;
- telephone communications;
- WhatsApp and other messaging platforms;
- work-related social media activity; and
- any other environment sufficiently connected with work for One Degree.
It is not limited to conventional working hours or a physical workplace.
3. Legal Framework
This policy is intended to support One Degree's compliance with applicable equality and employment law in England and Wales, including the Equality Act 2010, the Worker Protection (Amendment of Equality Act 2010) Act 2023 and relevant provisions of the Employment Rights Act 2025.
The Equality Act 2010 prohibits various forms of discrimination, harassment and victimisation and imposes duties including the duty to make reasonable adjustments in applicable circumstances.
One Degree will review this policy whenever relevant legislation or authoritative guidance changes.
4. Protected Characteristics
One Degree will not unlawfully discriminate because of any protected characteristic under the Equality Act 2010:
- age;
- disability;
- gender reassignment;
- marriage and civil partnership;
- pregnancy and maternity;
- race, including colour, nationality and ethnic or national origin;
- religion or belief;
- sex; and
- sexual orientation.
These are the statutory terms used by the Equality Act 2010.
Protection may also apply in circumstances involving perception of a protected characteristic or association with another person.
5. Forms of Unacceptable and Unlawful Conduct
One Degree prohibits unlawful discrimination, harassment and victimisation.
This includes, where applicable:
Direct discrimination — treating somebody less favourably because of a protected characteristic.
Indirect discrimination — applying a provision, criterion or practice which places people sharing a protected characteristic at a particular disadvantage and which cannot be objectively justified where the law permits justification.
Discrimination arising from disability — unfavourable treatment because of something arising in consequence of disability where the treatment cannot lawfully be justified.
Failure to make reasonable adjustments — failing to take reasonable steps required by law to remove or reduce substantial disadvantages experienced by a disabled person.
Harassment — unwanted conduct related to a relevant protected characteristic which has the purpose or effect of violating someone's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment.
Sexual harassment — unwanted conduct of a sexual nature which has that purpose or effect.
Victimisation — subjecting somebody to a detriment because they have carried out, or are believed likely to carry out, a protected act such as making or supporting a discrimination complaint.
One Degree also prohibits bullying, intimidation and deliberately degrading treatment even where the behaviour would not meet the legal definition of discrimination or harassment.
6. Equality in Employment
As One Degree grows and begins employing people, employment decisions will be based on fair and relevant criteria.
This applies to:
- recruitment and selection;
- terms and conditions;
- pay and benefits;
- induction;
- allocation of work;
- training and development;
- promotion and progression;
- performance management;
- flexible working;
- leave;
- disciplinary decisions;
- grievances;
- redundancy; and
- termination of employment.
Decisions will normally be based on merit, capability, experience, performance, legitimate business requirements and other objectively relevant considerations.
One Degree may take positive action where permitted by the Equality Act 2010 but will not practise unlawful positive discrimination.
7. Recruitment
When One Degree recruits employees, workers or associates, recruitment will be conducted fairly and against criteria relevant to the role.
Reasonable adjustments will be considered throughout the recruitment process.
Job descriptions, advertisements, selection processes and interview decisions should not contain unjustified requirements that unlawfully disadvantage particular groups.
Where an occupational requirement relating to a protected characteristic is genuinely necessary, it will only be used where permitted by law and where the requirement is a proportionate means of achieving a legitimate aim.
8. Disability and Reasonable Adjustments
One Degree is committed to considering reasonable adjustments for disabled employees, workers and job applicants.
Requests should normally be made to the Managing Director.
Adjustments will be considered individually. One Degree may discuss with the individual:
- the disadvantage being experienced;
- the adjustment being requested;
- alternative adjustments that may achieve the same purpose;
- practical implications; and
- how effective the adjustment is likely to be.
A reasonable adjustment is not a lowering of legitimate performance standards. Its purpose is to remove or reduce a disadvantage so that a disabled person has a fair opportunity to meet those standards.
Where appropriate, One Degree will also consider accessibility and reasonable adjustments when providing services to clients and participants.
9. Different Beliefs and Constructive Disagreement
One Degree does not equate inclusion with agreement.
People may hold different political, religious, philosophical, ethical and social views. Legitimately held religion or belief, including qualifying philosophical beliefs and lack of belief, may be protected under equality law.
Employees will not be expected to pretend that they agree with one another.
People should be able to question ideas, disagree and constructively challenge decisions, provided they do so lawfully and without discrimination, harassment, intimidation or personal abuse.
Having a belief, disagreeing with another person's belief or respectfully expressing a different view will not in itself be treated as misconduct.
At the same time, freedom to hold or express a view does not provide permission to discriminate against, harass or degrade another person.
10. Preventing Harassment and Sexual Harassment
One Degree will take a preventative rather than purely reactive approach to harassment.
This means we will not simply wait for a complaint before considering foreseeable risks.
One Degree will take all reasonable steps appropriate to the organisation to prevent sexual harassment and, where applicable, other unlawful harassment.
Preventative measures may include:
- clear policies and standards;
- induction and appropriate refresher training;
- harassment risk assessments;
- clear reporting arrangements;
- appropriate management action;
- reviewing working arrangements;
- considering lone working and one-to-one situations;
- considering risks associated with travel and overnight stays;
- considering alcohol at work-related events;
- considering networking, conferences and social events;
- consideration of client and participant environments;
- reviewing reported incidents and near misses; and
- contractual expectations with clients, contractors and suppliers where appropriate.
11. Third-Party Harassment
One Degree will not regard harassment from clients, delegates, customers, suppliers, contractors or other third parties as simply something an employee is expected to tolerate because of their role.
One Degree will take proportionate steps to protect its people from third-party harassment and will take all reasonable steps required by applicable law to prevent it.
Depending upon the circumstances, those steps may include:
- raising the matter with the third party;
- requiring inappropriate conduct to stop;
- changing working arrangements;
- requiring another person to be present;
- removing an employee from an unsafe or inappropriate situation without penalising them;
- requesting that an individual is removed from an event or programme;
- declining further contact with an individual;
- terminating an assignment or commercial relationship;
- reporting potentially criminal conduct to the appropriate authorities; and
- taking any other proportionate measure considered necessary.
Commercial value or the importance of a client will not excuse harassment or discriminatory conduct.
12. Working on Client Premises
Anyone working for One Degree on a client's premises must comply with:
- applicable law;
- this policy; and
- the client's lawful workplace, equality, safety and conduct policies.
Where standards differ, One Degree personnel are expected to follow whichever lawful requirement provides the appropriate protection without requiring them to breach another legal or contractual obligation.
A client's policy does not prevent an employee from reporting a concern directly to One Degree.
13. Raising Concerns
Employees and workers are encouraged to raise concerns as early as reasonably possible.
Concerns involving discrimination, harassment, sexual harassment, bullying or victimisation should normally be raised with:
Andy Nisevic
Managing Director
One Degree Training & Coaching Ltd
A concern may initially be raised informally where appropriate, but nobody will be required to deal with a serious complaint informally.
Where a complaint concerns the Managing Director, or where it would not be reasonable for the complainant to raise the matter directly with him, One Degree will arrange for the matter to be received and/or investigated by a suitably qualified and independent external HR professional, employment adviser or other appropriate independent person.
Nobody will be disadvantaged for raising a concern in good faith or assisting another person who does so.
14. Complaints from Clients, Delegates or Other Third Parties
External complaints may also be made using One Degree's published Complaints Procedure .
The procedure provides for complaints about the way somebody associated with One Degree has spoken to or treated a person and provides a process for acknowledgment, assessment and discussion of the complaint.
Where a complaint alleges unlawful discrimination, harassment, sexual harassment or another serious matter, One Degree may apply additional procedures or seek independent advice rather than relying solely on the general complaints process.
15. Investigating Concerns
Complaints will be handled:
- promptly;
- fairly;
- impartially;
- sensitively;
- as confidentially as reasonably possible; and
- without predetermined conclusions.
The person complained about will normally be given an appropriate opportunity to understand and respond to the allegations.
Relevant evidence may be considered, including documents, messages, emails, witness accounts or other information.
Where necessary, interim measures may be introduced while a complaint is investigated. Such measures are precautionary and do not imply that a conclusion has already been reached.
Once One Degree employs staff, investigations and outcomes will also operate alongside appropriate grievance and disciplinary procedures and the ACAS Code of Practice.
16. Consequences of Breaching this Policy
A breach of this policy by an employee may constitute misconduct.
Serious discrimination, harassment, sexual harassment, victimisation or related misconduct may constitute gross misconduct and may result in dismissal without notice following an appropriate procedure.
For contractors, associates or consultants, a serious breach may result in termination of their engagement.
For suppliers, clients, delegates or other third parties, appropriate consequences may include warnings, exclusion from activities, ending an assignment or terminating a commercial relationship where legally and contractually permitted.
The seriousness of the response will depend on the facts and circumstances.
17. Victimisation and Retaliation
One Degree will not tolerate retaliation against somebody because they:
- raised a concern;
- made a complaint;
- supported another person's complaint;
- acted as a witness;
- provided evidence; or
- exercised rights under equality legislation.
Victimisation is itself prohibited under the Equality Act 2010 in circumstances covered by the Act.
Knowingly making a deliberately false allegation in bad faith may itself be dealt with as misconduct. An allegation that is not ultimately upheld will not, merely because it was unsuccessful, be treated as having been made in bad faith.
18. Responsibilities
The Managing Director is responsible for:
- maintaining this policy;
- promoting compliance;
- considering reasonable adjustments;
- considering foreseeable harassment risks;
- ensuring concerns are dealt with appropriately;
- arranging appropriate training as One Degree employs staff;
- ensuring suitable preventative steps are taken; and
- reviewing serious incidents and lessons learned.
Every person working for One Degree is responsible for:
- complying with this policy;
- treating others lawfully and respectfully;
- avoiding discrimination, harassment and victimisation;
- raising serious concerns where appropriate;
- cooperating honestly with investigations; and
- completing required training.
Managers appointed in future will have an additional responsibility to model the standards in this policy and respond appropriately when concerns are raised.
19. Training and Awareness
As One Degree begins employing staff, this policy will form part of the induction process.
Appropriate equality and harassment-prevention training will be provided and refreshed where reasonably necessary.
People with management responsibilities will receive additional guidance appropriate to their role, particularly regarding:
- complaints;
- recruitment;
- reasonable adjustments;
- harassment;
- third-party conduct; and
- fair decision-making.
Simply having a written policy will not be treated as sufficient if additional reasonable preventative action is required.
20. Monitoring
Given the current size of the organisation, One Degree does not routinely collect workforce demographic information for EDI monitoring.
As the organisation grows, this decision may be reviewed.
Instead, One Degree will initially monitor relevant matters through information such as:
- recruitment decisions;
- reasonable adjustment requests;
- complaints and concerns;
- disciplinary issues;
- reported harassment;
- training completion; and
- lessons identified from incidents.
Any personal information will be handled in accordance with applicable data-protection requirements.
21. Review
This policy will normally be reviewed annually.
An earlier review may take place following:
- a material change in legislation or authoritative guidance;
- recruitment of employees;
- a significant complaint or incident;
- introduction of new working arrangements;
- identification of a new harassment or discrimination risk; or
- a material change in the size or structure of One Degree.
22. Policy Status
This policy is non-contractual.
It does not form part of an employee's contract of employment and One Degree may amend it when reasonably necessary, including to reflect changes in law, authoritative guidance, organisational structure or good employment practice.
However, all employees and other persons to whom the policy applies are expected to comply with it.
Failure to comply may result in disciplinary or other appropriate action.