Equal Opportunity, Diversity and Inclusion Policy

Approved by: Ed Jones

Position: CEO

Date: January 2025

Next Review Date: January 2026

1. Statement of Commitment

Metpow Ltd is committed to promoting equal opportunity, diversity, and inclusion across all areas of our operations. We value the unique contributions that individuals bring and strive to create an environment where everyone feels respected, empowered, and able to fully participate. We actively oppose all forms of unlawful and unfair discrimination and ensure compliance with the Equality Act 2010 and other relevant legislation. We support a culture that recognises individual differences and ensures inclusive practices in employment, service delivery, and stakeholder engagement.

2. Purpose

The purpose of this policy is to:
• Ensure fairness, inclusion, and equality of opportunity in all aspects of our work.
• Promote a workplace culture that is welcoming, inclusive, and free from discrimination or bias.
• Fulfil our legal and ethical obligations in line with UK legislation and public sector expectations.
• Demonstrate our commitment to inclusive business practices, particularly when working within local authority and council frameworks.

3. Scope

This policy applies to:
All current and prospective employees, contractors, and consultants.
All clients, suppliers, and partners, especially in the context of public or council-related work.
All activities relating to recruitment, employment, service delivery, procurement, and stakeholder engagement.

4. Policy Principles

We are committed to:

  • Providing equal opportunities for all individuals regardless of background.

  • Embedding inclusive practices across all areas of the organisation.

  • Recognising and valuing the diversity of our workforce and customer base.

  • Creating an environment where everyone feels safe, heard, and respected.

  • Making reasonable adjustments where needed to remove barriers to participation and success.

  • We ensure that our practices are based on merit, qualifications, and ability, and are free from any form of unlawful discrimination or unfair treatment.

5. Protected Characteristics

We are committed to upholding and respecting the following protected characteristics under the Equality Act 2010:

  • Age

  • Disability

  • Gender reassignment

  • Marriage and civil partnership

  • Pregnancy and maternity

  • Race (including colour, nationality, ethnic or national origin)

  • Religion or belief

  • Sex

  • Sexual orientation

6. Responsibilities

  • The Directors hold overall responsibility for implementing and maintaining this policy.

  • Managers and supervisors are accountable for promoting and modelling inclusive behaviours in their teams.

  • All staff and representatives are expected to support and apply the principles of equality, diversity, and inclusion in their daily work and interactions.

7. Recruitment and Selection

Our recruitment and selection processes are inclusive, fair, and based on the principle of equal opportunity. We will:

  • Use clear, inclusive language in all job advertisements and materials.

  • Ensure job roles and requirements are accessible and reasonable adjustments are

  • provided as needed.

  • Monitor and review recruitment outcomes to identify and address any patterns of

  • disadvantage or under-representation.

8. Training and Development

We provide training and development opportunities that support inclusive thinking and equitable progression, including:

  • Induction training covering equality, diversity, and inclusion principles.

  • Ongoing professional development to support inclusive leadership and mitigate unconscious bias.

  • Opportunities for all employees to contribute to a positive, inclusive workplace culture.

9. Monitoring and Review

We monitor diversity data where appropriate and in accordance with data protection principles, to:

  • Understand representation across the organisation.

  • Identify gaps or areas for improvement in our policies and practices.

  • Support continuous improvement and accountability in our inclusion efforts.

This policy is reviewed annually or following significant legislative or organisational changes.

10. Breaches of Policy

We take breaches of this policy seriously. Any discriminatory or exclusionary behaviour may result in disciplinary action and may be reported to relevant authorities where necessary. Any employee, partner, or stakeholder who feels they have been treated unfairly or excluded is encouraged to raise concerns via our grievance or complaints procedures.

11. Communication

This policy is made available to:

  • All new and existing employees during induction and on request.

  • Partners and suppliers as part of our ethical business practice commitments.

  • Clients and stakeholders to reinforce our commitment to inclusive, fair, and equitable services.