Glen Shuraig Consulting equality, diversity and inclusion (EDI) policy

Policy Statement

  1. Glen Shuraig Consulting is committed to a workplace that celebrates diversity, promotes equality and ensures inclusion for all employees (including prospective employees), associate consultants, and clients. All forms of unlawful and unfair discrimination are actively opposed.
  2. Our goal is to create an environment where every individual feels respected, valued, and empowered to contribute their unique skills and perspectives, so that the environment enriches the team, drives innovation, and improves the ability to deliver exceptional services. It is important that everyone working for or with Glen Shuraig is able to thrive, regardless of their background or characteristics.

Purpose

  1. This policy’s purpose is to:
    1. provide equality, fairness and respect for all in our employment – whether temporary, part-time or full-time – and all our associate consultants and clients
    2. ensure that we do not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:
      • 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

Commitments

  1. We will encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense.
  2. We will create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.
  3. We will ensure everyone involved is properly informed about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include directors, staff and associate conducting themselves in a way which helps the organisation provide equal opportunities in employment and in our work with clients and prevents bullying, harassment, victimisation and unlawful discrimination.
  4. We will ensure that staff and associate consultants understand that they, as well as Glen Shuraig Consulting, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their work, against fellow employees, customers, suppliers and the public.
  5. We will take all complaints of bullying, harassment, victimisation and unlawful discrimination seriously, whether raised by employees, associate consultants, suppliers, visitors, the public and any others in the course of the organisation’s work activities.
    Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.
    Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.
  6. We will make opportunities for training, development and progress available to all involved in Glen Shuraig’s work where this will help them develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.
  7. We will make decisions concerning staff based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
  8. We will review employment practices and procedures when necessary to ensure fairness and also update them and the policy to take account of changes in the law.
  9. As a small organisation, we will not collect monitoring data on the protected characteristics of our staff or associate consultants in order to protect the privacy of individuals – but we will keep this policy under review if the organisation grows in size. We will monitor the make-up of the workforce regarding information such as age, sex,
  10. We will seek feedback from staff and associate consultants from time to time to assess how this equality, diversity and inclusion policy is working in practice, review it annually, and take action to address any issues.

Agreement to follow this policy

  1. The equality, diversity and inclusion policy has been agreed by Glen Shuraig Consulting’s directors, employees and associate consultants.

Our grievance and complaint procedures

  1. Any individual wishing to raise a grievance or make a complaint should contact the Managing Director, who will deal with it personally.
  2. Use of the organisation’s grievance procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.

Review of this policy

  1. This policy will be reviewed at least annually by the Glen Shuraig Consulting Board and updated as necessary to ensure its continued alignment with organisational goals and values, legal obligations and best practices in Equality, Diversity, and Inclusion.

Glen Shuraig Consulting
22 August 2025