1. Introduction

    Clever Centre Ltd is committed to encouraging equality, diversity and inclusion (EDI) across our workforce and to eliminating unlawful discrimination in all its forms.

    Our goal is for our workforce to reflect the diversity of the society and communities we serve, and for every colleague to feel respected, valued, and able to achieve their full potential.

    We are equally committed to ensuring that in providing our goods, services, and facilities, we do not unlawfully discriminate against customers, partners, or members of the public.

    Purpose of this Policy

    The purpose of this policy is to:

    1. Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time.
    2. Ensure that no one is unlawfully discriminated against because of a 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
      • Sexual orientation
    3. Oppose and avoid all forms of unlawful discrimination in all areas of employment, including:
      • Pay and benefits
      • Terms and conditions of employment
      • Grievance and disciplinary procedures
      • Dismissal and redundancy
      • Parental leave and flexible working requests
      • Recruitment, promotion, training and development opportunities

    Our Commitments

    Clever Centre Ltd commits to:

    1. Encouraging equality, diversity and inclusion in the workplace as good practice and sound business sense.
    2. Creating a working environment free of bullying, harassment, victimisation and unlawful discrimination, where dignity and respect are upheld and individual differences are valued.
      • This includes training managers and employees on their rights and responsibilities under this policy.
      • All staff are expected to conduct themselves in a way that supports equal opportunities and prevents bullying, harassment, or discrimination.
    3. Taking all complaints seriously – whether from employees, customers, suppliers, or others – regarding bullying, harassment, victimisation, or unlawful discrimination.
      • Such acts will be dealt with under our grievance and disciplinary procedures.
      • Serious incidents may amount to gross misconduct and lead to dismissal without notice.
      • In some cases, harassment may also be a criminal offence.
    4. Making opportunities for training, development and progression available to all staff, encouraging everyone to achieve their full potential and contribute to the company’s success.
    5. Making decisions based solely on merit, except where exemptions or exceptions under the Equality Act 2010 apply.
    6. Reviewing employment practices and procedures regularly to ensure fairness and compliance with current legislation.
    7. Monitoring workforce diversity in areas such as age, gender, ethnicity, sexual orientation, religion or belief, and disability – to measure progress, inform action plans, and ensure our EDI objectives are being met.

    Responsibilities

    • The policy is fully supported by senior management and applies to all employees, contractors, consultants, agency staff, and others engaged by Clever Centre Ltd.
    • All staff share responsibility for upholding this policy and can be held personally liable for acts of discrimination, harassment, or victimisation.

    Grievance and Disciplinary Procedures

    • Details of Clever Centre Ltd’s grievance and disciplinary procedures are available in the Staff Handbook.
    • Employees who believe they have experienced discrimination should raise it with their line manager in the first instance, or escalate through the grievance procedure.
    • Using internal procedures does not affect the legal right to submit a claim to an Employment Tribunal within three months of the alleged act of discrimination.

    Review and Monitoring

    This policy will be reviewed annually, or sooner if required by changes in legislation or best practice, to ensure it remains effective and relevant.

    📄 Approved by the Board of Clever Centre Ltd – May 2025