Equal Opportunities and Diversity Policy

Equal Opportunities and Diversity Statement

Hughes & Co Design Ltd are committed to building an organisation that makes full use of the talents, skills, experience, and different cultural perspectives available in a multi-ethnic and diverse society, and where people feel they are respected and valued, and can achieve their potential regardless of race, colour, nationality, national or ethnic origins, sexual orientation, gender, disability or age.

Hughes & Co Design Ltd will follow the recommendations of the Statutory Codes of Practice of the Equality & Human Rights Commission, in all its employment policies, procedures and practices in respect of Equality Act 2010.


Equal Opportunities Policy

The aims of this Policy are to ensure that:

Selection for employment, promotion, transfer, training and access to benefits, facilities and services, will be fair and equitable, and based solely on merit

This policy applies to all aspects of employment, from recruitment to dismissal and  former workers’ rights.

We will take the following steps to put the Policy into practice and make sure that it is achieving its aims:

The Policy will be communicated to all workers and job applicants, and will be placed on the company’s intranet and website.

Workers and their representatives and trade unions will be consulted regularly about the Policy, and about related action plans and strategies.

All workers will be trained on the Policy, on their rights and responsibilities under the Policy, and on how the Policy will affect the way they carry out their duties. No-one will be in any doubt about what constitutes acceptable and unacceptable conduct in the organisation.

Managers and workers in key decision-making areas will be trained on the discriminatory effects that provisions, practices, requirements, conditions and criteria can have on some groups, and the importance of being able to justify decisions to apply them.

Complaints about discrimination or harassment in the course of employment will be regarded seriously, and may result in disciplinary sanctions, and even dismissal. The complaints procedure will be published in a form that is easily accessible.

We will make reasonable changes to overcome physical and non-physical barriers that make it difficult for disabled employees to carry out their work, and for disabled customers to access our services.

We will take a flexible approach to working arrangements. We will consider requests for changes carefully and objectively, and will accommodate them unless it would cause significant difficulties to the business or the employee.

To ensure that the organisation is free of unwanted conduct that violates the dignity of workers or creates an intimidating, hostile, degrading, offensive or humiliating environment, the company’s policy is as follows:


It is not permitted for any individual to be treated less favourably or placed at a disadvantage on the grounds of his or her:

It is also prohibited to treat any individual less favourably because they are engaged on a fixed-term or part-time contract.

Any kind of discrimination that is based upon a perception of an individual’s sexual orientation, religion or religious or similar philosophical belief, even if that perception is incorrect, is not permitted.


All individuals have the right to work in an environment that is free from any form of harassment.

Harassment is unwanted and offensive conduct which can take any form, including physical contact, jokes, offensive language, gossip, slander, posters, graffiti, obscene gestures, offensive emails, screen savers, and/or intrusion of pestering, spying or stalking.

In particular, conduct that relates to the protected characteristics is strictly prohibited, and any person found to be responsible for such harassment will be subject to the company’s disciplinary procedure.


Any individual who does make a legitimate complaint of discrimination can do so in the confidence that they will not be subject to victimisation. Any such victimisation will in itself constitute a disciplinary offence and could result in dismissal.

Reasonable Adjustments

Such adjustments as are reasonable and practicable will be made to ensure that a disabled individual is not treated less favourably or otherwise discriminated against in any way.

If an employee suffers from, or suspects he/she might suffer from a disability that person should advise so that the company can consider if adjustments can be made to ensure that person is not disadvantaged. If an employee has any suggestions in this respect the company will be happy to consider and discuss them with that person.

Complaints of Discrimination

If an employee wishes to complain about an act of discrimination or thinks that there are acts of discrimination being carried out, that person should make a complaint under the company’s grievance procedure which is available from the Managing Director. Any complaint will be dealt with in the strictest confidence.

Grievances, disciplinary action, performance assessment, and terminations of employment, for whatever reason, will also be monitored by gender, racial group, age, disability, religious beliefs and sexual orientation.