Equality, Diversity & Inclusion Policy

Policy Statement

The Completely Group recognises that providing equality of opportunity, valuing diversity and promoting a culture of inclusion are vital to our success.

We want our staff to reflect the diversity of the regional and national communities that we serve and influence. We aim to be a place where people can be free to be themselves no matter what their identity or background.

By creating a working, learning and social environment in which individuals can utilise their skills and talents to the full without fear of prejudice or harassment, we aim to create a culture where everyone can reach their fullest potential.

We will ensure that equality is embedded in all of our activities, policies and decisions and will work with our partners to share good practice.


This policy applies to all current staff working at The Completely Group, external consultants, and visitors or contractors who visit our premises. It covers discrimination on the basis of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion and/or belief, sex or sexual orientation as set out in the Equality Act (2010).


Our aim is to make full use of people’s talents and skills by creating an open and inclusive workplace culture where people from all backgrounds can work together with dignity and respect.

We will take active steps to fulfill our responsibilities and promote good practice by:

  • Complying with legal obligations in a transparent manner
  • Publishing this policy widely amongst staff, together with policy assessments, equality analysis and results of monitoring
  • Assessing the impact of policies and practices to identify, remove or mitigate any disadvantage to underrepresented groups
  • Taking measures to eliminate discrimination
  • Taking action to redress any gender, racial or other imbalance including monitoring the recruitment and progress of all staff.
  • Fostering good relations between persons who share a protected characteristic and persons who do not
  • Engaging with staff in respect of changes which may affect their employment
  • Ensuring that existing staff are treated fairly and judged solely on merit and by reference to their skills and abilities
  • Raising awareness of our policies and commitment to EDI with external suppliers, contractors and partners and encouraging them to follow similar good practice
  • Ensuring the Company is, as far as reasonably possible, welcoming and accessible to all
  • Making sure reasonable adjustments are made, as appropriate, to enable disabled staff to overcome barriers in the working, learning and social environment
  • Ensuring staff are provided with appropriate tools so that they feel confident to discuss EDI issues and raise any concerns
  • Dealing with potential and actual acts of discrimination, harassment and bullying appropriately under relevant Company policy and taking appropriate action where necessary
  • Consulting with staff, on EDI issues through existing mechanisms


  • All members of the Company have a responsibility to promote EDI.
  • The Board has ultimate responsibility for ensuring that this policy is fully implemented.

We will assess the impact of this Policy by monitoring as follows:

  • We will monitor data on staff with regard to recruitment, training, promotion, re-grading and complaints and report this information to the Board.

This Policy will be reviewed on annual basis to ensure that it reflects best practice and current legislation.


All staff are required to take part in EDI training appropriate to their role with new staff required to take EDI training as part of their induction. Information on all related training will be available our website.

Complaints Procedures related to Equality, Diversity and Inclusion

The Company expects all members of its community to treat others equitably, with dignity and respect. Any members of the Company who believe they have been discriminated against, harassed or bullied have the right to make a complaint free from victimisation or fear of retaliation.
When making a complaint, normally the matter should be raised informally in the first instance with their immediate line Manager or Director using the Grievance Procedure.

We aim to support and protect anyone who makes a complaint, or who acts as a witness, under these procedures from victimisation or retaliation.

Back to top