Equality, Diversity & Inclusion Policy

RT/A2_3/v14/Jun25

1.0         Introduction

The Partnership recognises the benefits of a diverse workforce and is committed to providing a working environment that is free from discrimination.

The Partnership will seek to promote the principles of equality and diversity in all its dealings with employees, workers, job applicants, clients, customers, suppliers, contractors, recruitment agencies and the public.

All employees and those who act on the Partnership's behalf are required to adhere to this policy when undertaking their duties or when representing the Partnership in any other guise.

 2.0         Scope

All staff, former staff, clients, contractors, suppliers and any other third parties associated with the business of Rock Townsend. This policy applies to all aspects of employment, from recruitment to dismissal and former workers’ rights.

 3.0         Unlawful Discrimination

Unlawful discrimination of any kind in the working environment will not be tolerated and the Partnership will take all necessary action to prevent its occurrence.  Specifically, the Partnership aims to ensure that no employee or job applicant is subject to unlawful discrimination, either directly or indirectly, on the grounds of gender, gender reassignment, race (including colour, nationality, caste and ethnic origin), disability, sexual orientation, marital status, part-time status, pregnancy or maternity, age, religion or belief, political belief or affiliation or trade union membership. This commitment applies to all aspects of employment, including:

·        recruitment and selection, including advertisements, job descriptions, interview and selection procedures

·        training

·        promotion and career-development opportunities

·        terms and conditions of employment, and access to employment-related benefits and facilities

·        grievance handling and the application of disciplinary procedures

·        selection for redundancy

Equal opportunities practice is developing constantly as social attitudes and legislation change. The Partnership will review all policies and implement necessary changes where these could improve equality of opportunity.

 4.0         Career Development

Recruitment or promotion to all jobs will be based solely on merit.

 All employees will have equal access to training and other career-development opportunities appropriate to their experience and abilities.

 5.0         Complaints of Discrimination

Rock Townsend will treat seriously all complaints of discrimination made by employees, clients, customers, suppliers, contractors or other third parties and will take action where appropriate.

 If an employee believes that they have been discriminated against, they are encouraged to raise the matter as soon as possible with a Partner or other senior employee using the Partnership's Grievance Procedure (outlined in the Employee Handbook).

 Allegations regarding potential breaches of this policy will be treated in confidence and investigated thoroughly. If an employee makes an allegation of discrimination, the Partnership is committed to ensuring that they are protected from victimisation, harassment or less favourable treatment. Any such incidents will be dealt with under the Partnership's Disciplinary Procedures.

 6.0         Investigating Accusations of Unlawful Discrimination

If a member of staff is accused of unlawful discrimination, the Partnership will investigate the matter fully.

During the investigation, the employee will be given the opportunity to respond to the allegation and provide an explanation of their actions.  If the investigation concludes that the claim is false or malicious, the complainant may be subject to disciplinary action.

 If the investigation concludes that the employee’s actions amount to unlawful discrimination, they will be subject to disciplinary action, up to and including dismissal without notice for gross misconduct.

 7.0         Equal Opportunities Monitoring

The Partnership may carry out monitoring for the purposes of measuring the effectiveness of its equal opportunities and diversity policy.

 Information about a complaint by or about an employee may be placed on the employee's personnel file, along with a record of the outcome and of any notes or other documents compiled during the process, in line with Rock Townsend’s Privacy Policy.

 This policy has been endorsed by, and has the full support of, the Partners and the Management Team

 The Policy was introduced in October 2012 and last reviewed in June 2025.

 Overall responsibility for the effectiveness of the policy lies with: Richard Sharp, Partner, Rock Townsend Architects LLP

Signed:

Richard Sharp

Partner

Date: 5th June 2025