Equality &

Equality & Diversity Policy

It is the policy of Parkhouse Bell to treat job applicants and employees in the same way regardless of their age, disability, gender identity, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation.
This is non-exhaustive list.

We are dedicated to the aim of having our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.

The equality, diversity and inclusion policy is fully supported by senior management. It should be read alongside our Age Discrimination, Bullying and Harassment, Sexual Harassment and Whistle Blowing policies, which are available outside the organisation by contacting us at hello@parkhousebell.com.


Code of Practice

Parkhouse Bell is an equal opportunity employer. Equal opportunity is about good employment practices and efficient use of our most valuable asset, our employees.  We commit to encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense.

Every manager and employee has personal responsibility for the implementation of this policy.  Any instances of doubt about the application of the policy or any other questions, should be addressed to the CEO, as should any request for special training.

Parkhouse Bell opposes and avoids all forms of discrimination.  The policy applies to the advertisement of jobs, recruitment and appointment of them, training, appraisals, promotion, conditions of work, pay and to every other aspect of employment.

The imposition of a condition or requirement which has an adverse impact on someone who, because of how they identify themselves, race or marital status is more likely to be affected by it, will also be unlawful unless it can be justified on the grounds of business need. In all such situations, the CEO should be consulted.

Parkhouse Bell will train managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include employees conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.

Parkhouse Bell will make opportunities for training, development and progress available to all employees, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.

Decisions concerning employees will be based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).

Parkhouse Bell will review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.

Assistance for Disabled Employees

Employees who are disabled or become disabled during the course of their employment should inform HR. They may also wish to advise the Company of any reasonable adjustments to their employment or working conditions which they consider to be necessary or which they consider would assist them in the performance of their duties.

Careful consideration will be given to any proposals of this nature and where reasonable and reasonably practicable, such adjustments will be made. There may be circumstances where it will not be reasonable or reasonably practicable for the Company to accommodate those proposals and where less favourable treatment may be justified in accordance with the Statutory Provisions.

Making a Complaint

Parkhouse Bell operates a grievance procedure and encourages all employees to raise any grievance relating to their employment including any breach of this Equality & Diversity Policy in accordance with the grievance procedure.

We recognise that in some cases, the usual grievance procedure may not be suitable for bringing a complaint relating to a breach of this policy. This may be because, for example:

The complaint involves the person identified in the usual grievance procedure as the person to whom the member of employees should raise their grievance; or

They feel that they would like some impartial counselling or assistance; or

It is not possible or appropriate for either the employee or Parkhouse Bell to adhere to the time limit set out in the grievance procedure.

If the grievance procedure is not appropriate employees should approach the CEO who will help them decide how to proceed.

If the matter relates to sexual or racial harassment or harassment on the basis of disability, then the matter should be raised in accordance with our Sexual Harassment Policy or our Bullying and Harassment Policy as appropriate.

Any complaints will be thoroughly investigated in line with the principles set out in the relevant procedure. If the investigation reveals that the complaint is valid, the disciplinary procedure will be implemented where appropriate to address the matter with a view to ensuring that it does not happen again.

All employees will be protected from any intimidation, victimisation or discrimination for bringing a complaint under this policy or taking part in any investigation unless they have acted in bad faith or have made untrue statements. Any retaliation against an employee for bringing a complaint will be treated as a disciplinary offence.

Responsibility of Employees

It is the responsibility of everyone working for the Company to ensure that they play a part in eliminating discrimination, bullying, harassment and victimisation. All employees, therefore, have a personal responsibility to ensure compliance with this policy. Failure to do so may result in disciplinary action being taken and in certain circumstances may lead to dismissal.  Employees who take part in discriminatory conduct may also be sued personally by the victim and in serious cases may face criminal charges.

Those involved in the recruitment, selection, training and promotion, have particular responsibility for the practical implementation of this policy.


Employees and job applicants may be asked to give personal details relating to sex, race, ethnic origin and any disabilities.  This information will be used solely for the purpose of monitoring the effectiveness of this Equality & Diversity Policy, including monitoring the make-up of the workforce to encourage equality, diversity and inclusion, and in meeting the aims and commitments set out in this policy.  Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

Changes to this Policy

We will update this policy from time to time. The last date the policy was updated will be posted at the bottom of the statement.


Enquiries regarding this policy, or any of the procedures set out within, should be addressed to:

Jane Cotterill
Head of Corporate Services

Topic: Equality & Diversity Policy
Last Updated: 17 February 2022
Version: V 1.2

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