Equality & Diversity Policy

Last reviewed 01/10/2026

Next review date 01/10/2027 unless alterations are required sooner

Purpose & Scope

We are committed to providing a fair, inclusive and respectful environment for our employees, practitioners, clients and visitors.

As a healthcare and movement business providing physiotherapy, massage, Pilates, personal training and related services, we recognise our responsibility to promote equality, prevent unlawful discrimination and ensure that our services are accessible and delivered with dignity and respect.

This policy applies to all employees, directors, self-employed practitioners, contractors, agency workers and anyone representing our organisation. It also sets out our commitments to clients and visitors.

Equality & Diversity

We are committed to preventing unlawful discrimination on the grounds of the protected characteristics under the Equality Act 2010:

Age
Disability
Gender reassignment
Marriage and civil partnership
Pregnancy and maternity
Race, including colour, nationality and ethnic or national origins
Religion or belief
Sex
Sexual orientation

We recognise that people have different backgrounds, experiences and needs. We aim to ensure fair access to opportunities and services, recognising that treating everyone fairly may sometimes require different support or adjustments.

We do not tolerate unlawful discrimination, harassment, victimisation, bullying, intimidation or other inappropriate behaviour.

Our responsibilities as healthcare providers

We are committed to providing safe, respectful and person-centred services.

All clients will be treated with dignity and without unlawful discrimination. Clinical and professional decisions will be based on appropriate assessment, individual needs, clinical suitability and relevant professional standards.

We will:

Respect clients' privacy, dignity, personal boundaries and informed consent.
Explain assessments and treatments and respect a client's right to decline or withdraw consent.
Consider individual needs, cultural preferences and communication requirements.
Make reasonable adjustments for disabled clients where required by law.
Review our premises, booking processes and service arrangements to identify and reduce accessibility barriers.
Consider appropriate adaptations to exercises, assessments and treatments.
Provide clear information about access arrangements and discuss alternative options where necessary.

We will not automatically exclude someone from a service because of a disability or additional need. Where there are clinical or safety considerations, we will assess the individual circumstances and consider reasonable adjustments or suitable alternatives.

Our responsibilities as employers

We are committed to providing equal opportunities throughout recruitment, employment, training and professional development.

Employment decisions, including recruitment, promotion, training and work allocation, will be based on relevant skills, experience, ability and role requirements.

We will:

Use fair and objective recruitment and selection processes.
Consider reasonable adjustments for disabled applicants and employees where legally required.
Provide fair access to relevant training and development.
Review working practices and conditions to identify unnecessary or discriminatory barriers.
Respect differences in working arrangements, including part-time, fixed-term and flexible working.
Take appropriate steps to prevent discrimination, harassment and victimisation in the workplace.

We recognise our legal duty to take reasonable steps to prevent sexual harassment of employees in the course of their employment.

Behaviours & professional standards

Everyone working with or representing our organisation is expected to behave respectfully towards colleagues, clients and visitors.

Unacceptable behaviour includes:

Discrimination, harassment or victimisation.
Sexual harassment.
Bullying, intimidation or threatening behaviour.
Offensive or discriminatory comments, jokes or conduct.
Unfair treatment based on protected characteristics.
Disrespect for personal boundaries, dignity or individual needs.

These standards apply in our premises, during work-related activities and in relevant work-related communications.

We also recognise that unacceptable behaviour may come from clients or visitors. We will take appropriate steps to address such incidents and protect our team and other service users.

Raising concerns & complaints

Anyone who experiences or witnesses behaviour that may breach this policy is encouraged to raise their concerns with our company director Emily Lavine or an appropriate manager if she is not available at that time. The manager will then escalate it to Emily Lavine as soon as it is feasible to do so.

Concerns may be addressed informally where appropriate, but individuals are not required to attempt informal resolution before raising a formal complaint.

All concerns will be taken seriously and handled fairly and sensitively. Where necessary, allegations will be investigated and appropriate action taken in line with our relevant procedures.

We will maintain confidentiality as far as reasonably practicable and will not tolerate victimisation of anyone who raises a concern in good faith or supports an investigation.

Concerns involving clinical safety, safeguarding or professional misconduct will be managed through the relevant procedures and referred to appropriate external bodies where required.

Raising concerns & complaints

Directors and managers are responsible for promoting this policy, ensuring relevant procedures are followed and addressing concerns appropriately.

All employees and practitioners are responsible for familiarising themselves with this policy, treating others respectfully and contributing to an inclusive environment.

We will communicate this policy to relevant team members, provide appropriate guidance and training, and review our working practices and services to identify areas for improvement.

Any personal information collected in connection with this policy will be handled in accordance with applicable data protection legislation and our privacy procedures.

Policy review

This policy will be reviewed at least annually, or sooner if there are relevant changes in legislation, professional guidance or our business operations.

It sets out our organisational standards and is in line with the policy within each employees and self employed staff members contract.