Introduction

Thorpe Trees recognizes the need for an Equality and Diversity Policy. This policy aims to demonstrate to our employees, potential employees, and clients that we are always striving to ensure equality of opportunity in our practices and procedures.

By assessing recruiting and developing talent from the widest pool possible we aim to react to the needs of our clients and customers. We will strive to create an environment representative of and responsive to different cultures and groups where everyone has a chance to succeed.

Policy Statement

It is unlawful to discriminate directly or indirectly in recruitment or employment because of the protected characteristics in Equality in Action Act 2010 which are age, disability, gender, marriage and civil partnership, pregnancy, and maternity, race, religion, belief, sex and sexual orientation. We aim to create a working environment in which all employees and potential employees are treated fairly, and with respect at all stages of their employment.

All employees feel respected and given to opportunity to give their best.

All employees have the right not to be victimized because of making a previous complaint or under grievance under the Equality Act 2010.

All employees have a right not to be discriminated against due to association with another individual who has a protected characteristic.

All employees have a right not to be discriminated against due to others’ perception that an employee has a particular protected characteristic that he/she does not in fact have that protected characteristic.

All employees will have an equal chance to contribute and to achieve their potential.

Policy in Practice

Recruitment and Selection

We have developed a clear policy and procedure to ensure that our recruitment and selection practices are fair, transparent and encourage applications from all sectors of the community.

Vacancies are advertised internally and externally via the Press, Web site and Word of Mouth.

Job descriptions will be devised for each job within our company and employee specifications will be used for each vacancy to specify the requirement of the post. The employee specification will detail the experience, knowledge, and skills required for the post. If appropriate we will consider flexible working arrangements, for applicants who have a pro-active approach and life balance.

The shortlisting process will be carried out by trained employees using an employee specification and cross-referencing with the details completed and submitted on a CV by the applicant. This will ensure a consistent and fair approach to the shortlisting process.

All employees who participate in the recruitment and selection process will participate through the whole process and be involved in devising the advert, shortlisting, and interviewing. All employees will also have an awareness of relevant legislation in recruitment and selection which includes equality legislation.

Learning and Development and Promotion

We have a learning and development policy which sets out our commitment to learning and development for all of our employees. All requests for learning and development will be given equal consideration.

We regularly review our procedures to ensure that employees are selected, promoted, and treated on the basis of their relevant merits and abilities.

All employees are encouraged to develop and progress within the business wherever possible.

Disciplinary and dismissal 

We have a disciplinary and dismissal procedure in place which clearly sets out the steps the company will take in respect of misconduct, gross misconduct, and poor performance. All employees will be equally subject to this procedure.

It is clearly set out in our disciplinary and dismissals procedure that discrimination, harassment, victimization, and contravention of any equality legislation is classed as gross misconduct.

Harassment and bullying

We have a harassment and bullying policy in place which clearly defines both the informal and process which employees can use if they feel they are subject to harassment or bullying. The policy identifies what harassment and bullying is and states that any behaviour of this kind is completely unacceptable to the company.

We take all complaints of harassment and bullying extremely seriously and are committed to ensuring that each complaint is dealt with thoroughly and appropriately.

Communication

The policy is brought to the attention of every employee and is kept under regular review.

It is the duty of every employee to accept the personal responsibility for the practical application of 

the policy although recognized that it is the responsibility of senior management to implement the policy.

Any employee who considers that the company has applied inequitable treatment to him or her within the scope of the policy may raise the matter through the appropriate grievance procedure.

Director – Caroline TaylorDate – 1st September 2025