Equality, Diversity, and Inclusion (EDI) Policy

1. Purpose and Scope

Pink Tile Education Ltd is committed to fostering an inclusive workplace where all individuals are treated with dignity and respect. This policy outlines our approach to equality, diversity, and inclusion (EDI) in compliance with the Equality Act 2010. It applies to all employees, contractors, job applicants, and stakeholders interacting with our business.

2. Principles

We uphold the following principles:

• Equal Opportunities – Everyone has the right to fair treatment, regardless of background.
• Diversity – We value differences in race, gender, age, disability, religion, sexual orientation, and other characteristics.
• Inclusion – We create an environment where all individuals feel welcomed and valued.
• Zero Tolerance for Discrimination – Any form of discrimination, harassment, or victimisation is strictly prohibited.

3. Forms of Discrimination

Discrimination can take various forms, including:

• Direct Discrimination – Treating someone unfairly due to a protected characteristic.
• Indirect Discrimination – Policies or practices that disadvantage certain groups.
• Harassment – Unwanted behaviour that violates dignity or creates an intimidating environment.
• Victimisation – Retaliation against individuals who raise concerns about discrimination.

• We will not discriminate on the grounds of an individual’s membership or non-membership of a trade union.
• We will comply with the DBS’s Code of Practice which includes having a policy on the recruitment of ex-offenders.

4. Responsibility

All employees and managers are responsible for upholding this policy. Specific responsibilities include:

• Senior Leadership – Ensuring compliance with EDI laws and fostering an inclusive culture.
• Managers – Implementing fair recruitment, training, and workplace practices.
• Employees – Treating colleagues with respect and reporting discrimination concerns.

5. Recruitment and Selection

We ensure fair and unbiased recruitment by:

• Using inclusive job descriptions and avoiding discriminatory language.
• Implementing blind recruitment where possible to reduce bias.
• Providing reasonable adjustments for candidates with disabilities.

6. Terms of Appointment

Employment terms are based on merit and qualifications, ensuring equal access to benefits, promotions, and opportunities.

7. Duration of Employment

All employees are treated fairly throughout their tenure, with equal access to career progression and fair performance evaluations.

It is the company’s aim to comply with eliminating discrimination in the field of employment against disabled persons or persons who have had a disability.

Where any existing colleague or job applicant has a disability or would be at a substantial disadvantage in performing the relevant job because of the working arrangements or physical environment, the company will consider making reasonable adjustments to the working arrangements. Various factors, including practicality and costs, will be considered. Such adjustments might include:

–                Making reasonable adjustments to premises

–                Allocating some of the disabled person’s duties to another person

–                Transferring the disabled employee to fill an existing vacancy

–                Altering the employee’s working hours

–                Assigning the employee to a different place of work

–                Allowing absence during working hours for rehabilitation, assessment or treatment

–                Giving training

–                Acquiring or modifying equipment

–                Modifying instructions or reference manuals

–                Modifying procedures for testing or assessment

Where reasonably practicable, such adjustments will be made. However, there may be circumstances where it would not be reasonably practicable to accommodate changes and where less favourable treatment may be justified in accordance with the statutory provisions.

The company will ensure that persons in part-time employment are treated no less favourably than persons in full-time employment.

8. Training and Development

We provide EDI training to all employees, covering:

• Unconscious bias awareness
• Inclusive leadership
• Preventing workplace discrimination

9. Monitoring

We regularly review our EDI practices by:

• Conducting employee surveys on workplace inclusion.
• Monitoring diversity metrics in recruitment and promotions.
• Reviewing complaints and grievances related to discrimination.

10. Termination of Employment

Dismissals are conducted fairly and lawfully, ensuring no discrimination based on protected characteristics.

11. Inclusion

We actively promote inclusion through:

• Employee resource groups for underrepresented communities.
• Flexible working arrangements to accommodate diverse needs.
• Celebrating cultural and awareness events to foster understanding.

12. Breaches of This Policy

Any breaches of this policy will be taken seriously and may result in:

• Formal investigation into complaints. If a colleague believes that they have been discriminated against on any of the grounds given, they should raise the matter through the company’s grievance policy.

• Disciplinary action, including termination if necessary.
• Legal consequences if discrimination is proven.

13. Contact Details, Date, and Signature

For any concerns regarding this policy, please contact:
Pink Tile Education Ltd
EDI Officer: Oliver Green
Email: oli@pinktile.co.uk
Phone: 01273 257256
Date: 7^th October 2025
Signature: