UK Nationwide Ltd (“the Company”) is firmly committed to achieving a workplace environment that provides equality of opportunity and freedom from unlawful discrimination on the following grounds:
• Race;
• Sex;
• Pregnancy and maternity;
• Marital or civil partnership status;
• Gender reassignment;
• Disability;
• Religion or beliefs;
• Age; or
• Sexual orientation.
This policy aims to remove unfair and discriminatory practices within the Company and to encourage full contribution from its diverse community. The Company is committed to actively opposing all forms of discrimination.
The primary objective of this policy is to eliminate any instances of unfair and discriminatory practices while actively opposing all forms of discrimination.
The Company is also committed to providing services that do not discriminate against clients or customers in their access to goods and services. Every employee and client is entitled to be treated with respect and dignity.
1. To prevent, reduce, and eliminate all forms of unlawful discrimination in accordance with the Equality Act 2010.
2. To ensure that recruitment, promotion, training, development, assessment, benefits, pay, terms and conditions of employment, redundancy, and dismissal are determined solely by capability, qualifications, experience, skills, and productivity.
Discrimination is any unequal or differential treatment that results in an individual being treated more or less favourably than others in similar circumstances. This treatment may be based on race, sex, pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age, or sexual orientation.
Discrimination can be direct or indirect and also includes discrimination by perception and association.
Direct discrimination occurs when an individual or policy treats a person less favourably because of race, sex, pregnancy and maternity, marital or civil partnership status, gender reassignment, disability, religion or beliefs, age, or sexual orientation.
Indirect discrimination occurs when a policy, criterion, or practice is applied to all employees but:
• It disadvantages a significantly larger proportion of people from a protected group;
• The policy cannot be justified on neutral grounds; and
• The individual suffers detriment as a result.
Example: A requirement that all employees must be 6ft tall, where such a requirement is not justified by the role, may indirectly discriminate against individuals of certain ethnic origins.
Harassment involves subjecting an individual to unwelcome conduct that violates their dignity or creates a hostile, intimidating, degrading, humiliating, or offensive environment.
Victimisation occurs when an individual is treated less favourably because they have brought, intend to bring, or have given evidence in proceedings under discrimination legislation.
It is unlawful to treat an individual less favourably on the grounds of sex, marital status, civil partnership, pregnancy or maternity, gender reassignment, or transgender status.
Sexual harassment of any individual constitutes sex discrimination. For example, asking a woman during an interview whether she plans to have children is discriminatory.
It is unlawful to treat a person less favourably because of age. This applies to individuals of all ages, except where lawful exemptions apply.
It is unlawful to treat a disabled person less favourably than a non-disabled person. Reasonable adjustments must be made to ensure equal access to employment and services.
It is unlawful to treat a person less favourably because of race, skin colour, nationality, or ethnic origin.
It is unlawful to treat a person less favourably because of their sexual orientation.
It is unlawful to treat a person less favourably because of their religion, beliefs, or lack thereof.
Under the Equality Act 2010, positive action allows the Company to encourage individuals from underrepresented or disadvantaged groups to apply for roles.
Positive action will only be used in tie-break situations where two candidates are of equal merit and will not result in preferential treatment.
The Company has a duty to make reasonable adjustments to support disabled employees. This may include:
• Modifying premises;
• Reallocating duties;
• Transferring to a more suitable role;
• Relocating to a more appropriate office;
• Allowing time off for medical treatment or rehabilitation;
• Providing training or mentoring;
• Supplying or adapting equipment and training materials; or
• Any other reasonable adjustment within the Company’s financial means.
Employees requiring adjustments should contact the Designated Officer.
All employees, subcontractors, and agents must act in a manner that avoids discrimination, harassment, or victimisation.
Senior employees are expected to lead by example. Employees may be held personally liable for discriminatory acts, and Employment Tribunals may award compensation.
The Company takes full responsibility for achieving the aims of this policy and complying with relevant legislation and codes of practice.
Any employee who is subject to, witnesses, or perpetrates discriminatory behaviour should refer to APP 16 of the Employee Handbook for guidance.
10.1 This policy applies to all aspects of employment, including recruitment, training, appraisal, promotion, and service delivery.
10.2 This policy does not form part of any employment contract and does not create contractual rights.
10.3 The Company reserves the right to amend this policy at any time.
The Director is responsible for implementing the Equality and Diversity Policy and securing necessary resources.
All staff have a responsibility to:
• Follow procedures that promote equal opportunity;
• Report suspected or alleged discrimination;
• Refrain from harassing or intimidating colleagues, clients, or visitors on any protected grounds.
“The staff provided consistently meet our site standards for presentation, conduct, and guest interaction. Communication has been clear, and any issues are addressed quickly and professionally.”
“UK Nationwide has been reliable and responsive, particularly during busy periods and short-notice cover. Their teams understand hotel standards and integrate smoothly with our day-to-day operations.”
“We’ve worked with UK Nationwide across multiple service areas, and the support has been dependable, well managed, and easy to work with. They take a practical, hands-on approach.”
We have had the privilege of working with
some great people and companies over the years.
We’re always looking for reliable professionals to join our London-based teams.
