1. Our Commitment

Hillmorton Design and Development Ltd is committed to promoting equality, valuing diversity, and creating an inclusive environment in which everyone is treated with dignity and respect. We believe that a diverse and inclusive team produces better outcomes — for our clients, for our business, and for society.

This policy applies to all directors, employees, contractors, and anyone else who acts on behalf of the company. It covers all aspects of our work including recruitment, employment, project delivery, and client relationships.

2. Legal Framework

We comply fully with the Equality Act 2010, which protects individuals from discrimination on the basis of the following protected characteristics:

We are also committed to going beyond our legal minimum obligations and proactively fostering an inclusive culture.

3. Recruitment and Selection

We are committed to fair, transparent, and merit-based recruitment. In all our hiring and engagement processes:

• Job descriptions and person specifications will focus on skills, experience, and competencies relevant to the role.
• Vacancies will be advertised in a way that reaches a broad and diverse pool of candidates.
• Selection decisions will be based on objective criteria. No candidate will be disadvantaged on the basis of any protected characteristic.
• We will make reasonable adjustments for candidates with disabilities to ensure they can participate fully in our recruitment processes.

4. Working Environment

We are committed to maintaining a working environment — whether in person or remote — that is free from harassment, bullying, and discrimination. All individuals should be able to work and collaborate without experiencing unwanted behaviour relating to a protected characteristic.

We expect all team members and contractors to:

• Treat colleagues, clients, and all third parties with dignity and respect.
• Challenge and report inappropriate behaviour, language, or attitudes.
• Cooperate with any investigation into a complaint of discrimination or harassment.

5. Reasonable Adjustments

We will make reasonable adjustments wherever necessary to ensure that individuals with disabilities are not put at a substantial disadvantage in carrying out their role or in accessing our services. Anyone who believes they need an adjustment should speak with a Director in confidence. We will consider requests sympathetically and implement adjustments where it is reasonable and practical to do so.

6. Pay and Progression

We are committed to paying all staff and contractors fairly and transparently, without reference to any protected characteristic. We review pay and progression decisions periodically to identify and address any unjustified disparities. All staff have access to the same development opportunities regardless of their background.

7. Client and Supplier Relationships

We expect our clients and suppliers to share our commitment to equality and inclusion. We will not knowingly participate in or facilitate discriminatory practices by third parties. Where a client or supplier is found to be acting in a way that is unlawful or contrary to the spirit of this policy, we reserve the right to raise concerns and, where necessary, terminate the relationship.

8. Complaints and Grievances

Anyone who believes they have been subjected to discrimination, harassment, or bullying should raise the matter as soon as possible. Complaints may be made to a Director. Where the complaint involves a Director, it may be escalated in writing to the full Board.

• All complaints will be taken seriously and investigated promptly, fairly, and confidentially.
• We prohibit any retaliation against individuals who raise concerns in good faith.
• Where a complaint is upheld, appropriate action will be taken, up to and including termination of employment or a business relationship.

Individuals also have the right to raise complaints with the Equality and Human Rights Commission (EHRC) at equalityhumanrights.com or to pursue a claim through an employment tribunal.