Property Advice Services – Equality, Diversity, and Inclusion Policy
Property Advice Services is committed to encouraging equality, diversity, and inclusion among our workforce, and eliminating unlawful discrimination. The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.
The organisation – in providing goods and/or services and/or facilities – is also committed against unlawful discrimination of customers or the public.
Our policy’s purpose
- Promoting Equality, Diversity, Inclusion and Belonging
We actively encourage and promote equality, diversity, inclusion and belonging (EDIB) because:
- it is a legal requirement
- it is morally right
- it strengthens organisational performance, innovation and decision‑making
- it ensures our services are accessible and representative
We recognise and value the diversity of our workforce, including (but not limited to) differences in age, disability, sex, gender identity, gender expression, race, ethnicity, religion or belief, sexual orientation, marital or civil partnership status, pregnancy or maternity, socio‑economic background, caring responsibilities and neurodiversity.
- Creating a Safe, Respectful and Inclusive Working Environment
We are committed to creating a working environment that is:
- free from bullying, harassment, victimisation and unlawful discrimination
- psychologically safe, where staff feel able to speak up without fear
- respectful of individual differences
- supportive of flexible and hybrid working arrangements
- inclusive of neurodivergent colleagues and those with disabilities
- supportive of staff experiencing menopause or long‑term health conditions
We provide training to all staff and managers on their rights and responsibilities under this policy, including how to:
- recognise discrimination and harassment
- challenge inappropriate behaviour
- support colleagues respectfully
- uphold inclusive practices in recruitment, supervision and decision‑making
All staff should understand that they, as well as the organisation, can be held personally liable for acts of bullying, harassment, victimisation or unlawful discrimination.
Our commitments
- Taking All Complaints Seriously
We take all complaints of bullying, harassment, victimisation or discrimination extremely seriously, whether raised by:
- employees
- clients
- suppliers
- visitors
- volunteers and members of the public
Complaints will be handled promptly, fairly and sensitively under our grievance and/or disciplinary procedures.
Serious incidents may constitute gross misconduct, leading to dismissal. We also recognise that:
- sexual harassment may constitute a criminal offence
- harassment under the Protection from Harassment Act 1997 applies even where no protected characteristic is involved
- the Worker Protection (Amendment of Equality Act 2010) Act 2023 strengthens employer duties to prevent sexual harassment
- Ensuring Fair Access to Training, Development and Progression
We ensure that:
- all staff have equal access to training, development and progression opportunities
- reasonable adjustments are provided where needed
- development pathways are transparent and based on merit
- managers support staff to reach their full potential
We are committed to removing barriers that disproportionately affect under‑represented groups.
- Making Fair, Merit‑Based Decisions
All decisions relating to recruitment, promotion, pay, training, performance management and termination are based on:
- merit
- capability
- organisational need
We only apply exemptions permitted under the Equality Act 2010 (e.g., genuine occupational requirements).
- Reviewing and Updating Our Practices
We regularly review our:
- employment practices
- policies
- procedures
- recruitment processes
- hybrid‑working arrangements
- reasonable adjustment processes
This ensures they remain fair, inclusive and compliant with changes in law, regulation and best practice.
- Monitoring and Accountability
We monitor workforce diversity data (where voluntarily provided) including:
- age
- sex
- ethnicity
- disability
- sexual orientation
- religion or belief
- gender identity
- socio‑economic background (where appropriate)
We use this information to:
- identify inequalities
- measure progress
- inform action plans
- ensure our policies are working in practice
We review this policy annually and take action to address any issues identified.
Agreement to follow this policy
This policy is fully supported by senior leadership and has been shared with employee representatives. All staff are expected to uphold the principles and behaviours outlined in this policy.
Our disciplinary and grievance procedures
Details of our grievance and disciplinary procedures are available in the Staff Handbook. Raising a grievance does not affect an employee’s right to bring a claim to an employment tribunal within statutory time limits.
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