Fair opportunities
Decisions about recruitment, work allocation, development and progression should be based on relevant skills, experience and the requirements of the role. We do not accept unlawful discrimination or victimisation.
Our commitment covers the protected characteristics in the Equality Act 2010: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. Respectful treatment also matters where a person’s circumstances do not fall within a specific protected characteristic.
Reasonable adjustments and inclusive access
We will discuss reasonable adjustments with applicants, employees and people using our services. Requests are considered individually, with the aim of removing avoidable barriers while respecting confidentiality.
Examples may include accessible information, adjustments to interviews, working arrangements, equipment or communication methods. Contact us if you need a different format or an adjustment to take part in a conversation or engagement.
Dignity at work
Bullying, harassment and sexual harassment are unacceptable, including in online meetings, messaging, social events and interactions with clients or partners. Preventing harm requires attention to working arrangements and foreseeable risks, not simply responding after an incident.
Employees and people representing EQ Solutions are expected to act respectfully, raise concerns and cooperate with a fair investigation. Managers should respond promptly, consider protection and support, and take appropriate action. Retaliation against someone raising a concern honestly is unacceptable.
Responsibility and review
The directors are accountable for this commitment. People managing recruitment or delivery are responsible for applying it to their decisions. We will review concerns, barriers and changes in the law when updating our approach.
For a concern about treatment or an adjustment request, email engage@eqsolutions.co.uk. You can ask for a confidential conversation with a director. Employment grievances and statutory rights are not replaced by the website complaints route.
Further guidance
Official guidance relevant to this statement