Responsible Business
Equality, Diversity and Inclusion Policy
Our commitment to equality, diversity and inclusion across recruitment, employment, working practices, service delivery and partnerships.
Policy summary
- Organisation
- Living Well Partners
- Policy date
- 17 September 2026
- Review frequency
- Annually
Our commitment
Living Well Partners is committed to promoting equality, diversity and inclusion and to creating a working environment in which people are treated with dignity, fairness and respect.
We oppose unlawful discrimination, harassment, victimisation and exclusion and are committed to providing equal opportunities in recruitment, employment, professional development and participation in our work.
Our approach is informed by the principles of the Equality Act 2010 and by our wider commitment to accessible, inclusive and person-centred practice.
Scope
This policy applies to:
- Recruitment and selection
- Employment and engagement practices
- Contractors and associates
- Professional development
- Workplace conduct
- Service and product design
- Partnerships and collaborative working
- Interactions with clients, service users and stakeholders
Recruitment and employment
Living Well Partners is committed to fair and transparent recruitment and employment practices.
Recruitment decisions will be based on relevant skills, experience, qualifications and the requirements of the role.
We will seek to:
- Use inclusive and accessible recruitment processes
- Avoid discriminatory criteria or practices
- Make reasonable adjustments where required
- Consider flexible and remote working where compatible with the role
- Provide equal access to development opportunities
- Review recruitment practices periodically for potential barriers
- Ensure that employment decisions are made fairly and objectively
No applicant, employee, contractor or associate will be treated less favourably because of a protected characteristic under the Equality Act 2010.
Protected characteristics
Living Well Partners will not tolerate unlawful discrimination on the basis of:
- Age
- Disability
- Gender reassignment
- Marriage or civil partnership
- Pregnancy or maternity
- Race
- Religion or belief
- Sex
- Sexual orientation
We also recognise that disadvantage and exclusion can arise through socioeconomic circumstances, caring responsibilities, health conditions, digital exclusion and other factors that may affect access and participation.
Disability and accessibility
Living Well Partners is committed to removing unnecessary barriers for disabled people.
Reasonable adjustments will be considered throughout recruitment, employment and participation in professional activities.
Where appropriate, we will consider:
- Remote or flexible working
- Accessible communication formats
- Adjustments to meetings and working arrangements
- Assistive technology
- Alternative methods of participation
- Individual access requirements
Inclusive working culture
Everyone working with or on behalf of Living Well Partners is expected to contribute to an environment in which people are treated respectfully.
Harassment, bullying, victimisation, discriminatory behaviour and inappropriate exclusion will not be tolerated.
Concerns will be taken seriously and addressed fairly and proportionately.
Equality, diversity and inclusion training
All employees, contractors or associates who work regularly on behalf of Living Well Partners will receive appropriate equality, diversity and inclusion information and training relevant to their role.
This will include:
- Introduction to this policy
- Responsibilities under the Equality Act 2010
- Recognising and preventing discrimination and harassment
- Inclusive communication
- Disability awareness and reasonable adjustments
- Responsibilities for creating inclusive working practices
EDI training will form part of induction for new staff and will be refreshed periodically.
Where Living Well Partners has no employees during a reporting period, this requirement will apply to future employees and to relevant contractors or associates engaged in organisational delivery.
Training records will be maintained where applicable.
Service design and delivery
Living Well Partners also seeks to embed inclusion within the services and digital solutions it develops.
This includes consideration of:
- Accessibility
- Digital inclusion
- Different communication needs
- Health inequalities
- Socioeconomic barriers
- Disability
- Age
- Cultural differences
- The needs of groups who may experience barriers to accessing conventional services
Partners and suppliers
Where relevant and proportionate, Living Well Partners will seek to work with organisations that demonstrate responsible and inclusive employment and service-delivery practices.
Monitoring and continuous improvement
Living Well Partners will periodically review its equality, diversity and inclusion practices.
This may include reviewing:
- Recruitment and selection processes
- Accessibility arrangements
- Training requirements
- Feedback or concerns raised
- Service accessibility
- Changes in legislation or recognised good practice
Lessons identified through these reviews will be used to improve organisational practice.
Responsibilities
Senior leadership is responsible for ensuring that this policy is implemented and reviewed.
All employees, contractors and associates have a responsibility to:
- Treat others fairly and respectfully
- Follow this policy
- Participate in relevant training
- Raise concerns where appropriate
- Contribute to inclusive working practices
Governance and review
This policy will be reviewed at least annually and updated where there are significant changes in legislation, organisational structure or working practices.
Approval
This Equality, Diversity and Inclusion Policy has been approved by the senior leadership of Living Well Partners.
Approved by
Dr Julie Winstanley
Founder and Programme Director
Living Well Partners
- Date
- 17 September 2026
- Next review
- September 2027