1. Introduction

Edgerow Solutions Ltd, specialising in conveyancing onboarding, is committed to promoting equality, diversity, and inclusion in all aspects of our business. With just two directors currently managing the organisation, we are embedding these principles into the foundation of our business to ensure fair treatment for everyone we interact with, including clients, partners, and future team members.

This policy aligns with the Equality Act 2010, ensuring we address all nine protected characteristics to foster an inclusive and discrimination-free environment.

2. Purpose of the Policy

This policy demonstrates our commitment to:

- Building an inclusive business environment where all individuals feel valued and respected.

- Preventing discrimination, harassment, and victimisation in any form.

- Complying with the Equality Act 2010 and adopting best practices in diversity and inclusion.

- Ensuring fair treatment across all protected characteristics:

3. Scope

This policy applies to:

- Both directors (Nick Rowland & Oliver Edgecombe) managing Edgerow Solutions Ltd.

- All future employees, contractors, or partners as the business grows.

- Any individuals or organisations interacting with our business, including clients and suppliers.

4. Principles

1. Equal Opportunity
We aim to ensure that opportunities for collaboration, future employment, or partnerships are accessible to everyone, regardless of any protected characteristic.

3. Respect and Dignity
Every individual has the right to be treated with respect and without bias. We are committed to creating an environment free from discrimination, harassment, or victimisation.

3. Diversity
We value the unique qualities of every individual and seek to embrace diverse perspectives to enhance our services and approach.

4. Inclusive Practices
We actively identify and eliminate barriers to ensure full participation in our business activities. This includes reasonable adjustments to accommodate individuals with disabilities and other specific needs.

5. Unlawful Behaviour under the Equality Act 2010

5.1 Direct Discrimination

Direct discrimination occurs when an individual is treated less favourably than another person because:

- They have a protected characteristic.

- They are perceived to have a protected characteristic.

- They associate with someone who has a protected characteristic.

While direct discrimination applies to all protected characteristics, discrimination related to age can sometimes be justified if it is a proportionate means of achieving a legitimate aim.

Separate provisions apply to discrimination against women on the grounds of pregnancy or maternity (refer to Section 18 of the Equality Act 2010 for further details).

5.2 Indirect Discrimination

This occurs when a policy, criterion, or practice that applies to everyone places individuals with a protected characteristic at a disadvantage.

Such practices may be lawful if they can be shown to be a proportionate means of achieving a legitimate aim.

Protected characteristics covered under indirect discrimination include:

1. Age

2. Disability

3. Gender reassignment

4. Marriage and civil partnership

5. Pregnancy and maternity

6. Race

7. Religion or belief (including non-belief)

8. Sex

9. Sexual orientation

5.3 Discrimination Arising from Disability

This occurs when someone is treated less favourably because of something arising in consequence of their disability, and the treatment cannot be justified as a proportionate means of achieving a legitimate aim.

If we, as an employer or service provider, were unaware and could not reasonably have been expected to know that the individual had a disability, this treatment will not amount to discrimination.

5.4 Harassment

Harassment Related to a Protected Characteristic
This is unwanted behaviour related to a protected characteristic that:

- Violates an individual’s dignity.

 - Creates an intimidating, hostile, degrading, humiliating, or offensive environment.

This applies to all protected characteristics except for pregnancy and maternity, and marriage and civil partnership.

Unwanted behaviour can include spoken words, written communication, visual images, and physical gestures.

Sexual Harassment
Sexual harassment involves unwanted behaviour of a sexual nature that:

- Violates an individual’s dignity.

- Creates an intimidating, hostile, degrading, humiliating, or offensive environment.

Examples include:

- Sexual advances or propositions.- Inappropriate comments about appearance.

- Sharing sexually explicit jokes or images.

- Unwanted physical contact.

Certain types of sexual harassment, such as sexual assault or physical threats, are criminal offences and will be reported to the police.

Less Favourable Treatment
This occurs when an individual is treated less favourably for rejecting or submitting to unwanted conduct of a sexual nature or related to sex or gender reassignment.

5.5 Victimisation

Victimisation occurs when an individual is subjected to detriment because they have performed or are believed to have performed a ‘protected act,’ such as:

- Bringing proceedings under the Equality Act 2010.

- Providing evidence or information in such proceedings.

- Making an allegation of discrimination.

Detriment refers to putting an individual at a disadvantage or worsening their position.

5.6 Reasonable Adjustments

We are committed to making reasonable adjustments to ensure individuals with disabilities can access our services or employment opportunities. Any such needs should be reported to the directors, and we will take steps to implement appropriate measures where possible.

6. Responsibilities

Directors:

- Lead by example in promoting equality, diversity, and inclusion.

- Take responsibility for implementing this policy and ensuring compliance with its principles.

Clients and Partners:

We encourage those we work with to uphold similar values and align with our commitment to fairness and inclusivity.

7. Implementation

To uphold this policy, we will:

- Integrate equality and diversity considerations into our business decisions and practices.

- Commit to future training and awareness as the business grows and more individuals join our team.

- Periodically review our approach to ensure alignment with evolving best practices and legal standards.

8. Reporting Concerns

Any incidents of discrimination, harassment, or unfair treatment must be reported directly to either director. Concerns will be addressed promptly, respectfully, and confidentially.

9. Monitoring and Review

The directors of Edgerow Solutions Ltd are responsible for the implementation and monitoring of this policy. This policy will be reviewed annually, or sooner if required, to ensure it remains relevant to our business and compliant with any changes in legislation or operational scope.

10. Conclusion

Edgerow Solutions Ltd is deeply committed to fostering an environment where equality, diversity, and inclusion thrive. By embedding these principles into our operations and addressing unlawful behaviours under the Equality Act 2010, we aim to build a strong foundation for future growth and success.