Equality & Diversity & Inclusion Policy

Peppy Health Limited (“Peppy”) is an equal opportunities employer and service provider. Individuals with different cultures, perspectives and experiences are at the heart of what Peppy does. We are committed to creating a working environment in which everyone is treated as an individual, fairly, consistently, and with respect.

We work within both the spirit and the requirements of the Equality Act 2010, actively promoting equality, diversity, equity and inclusion (EDI), and challenging discrimination, bullying or harassment should it ever arise.

Peppy is also committed to respecting internationally recognised human rights, in line with the UN Guiding Principles on Business and Human Rights. We seek to prevent and address any adverse human rights impacts connected to our operations, relationships and services, and to treat all individuals with dignity, fairness and respect.

Pupose

The purpose of this policy is to:

• ensure that no person receives less favourable treatment because of a protected characteristic;
• prevent discrimination, harassment, bullying and victimisation;
• promote equality of opportunity, diversity, equity and inclusion across Peppy; and
• support Peppy’s commitment to operating responsibly as a B Corp and living our values: #WinTogether, #CareResponsibly and #MakeItCount.

Scope

This policy applies to:

• all employees, workers and agency staff;
• contractors, consultants and suppliers while working with or on behalf of Peppy.

This policy applies to conduct:

• in the workplace;
• at work-related events, meetings or social activities; and
• outside of work where behaviour (including on social media) may impact colleagues, service users, or Peppy’s reputation.

This policy does not form part of any contractual terms and conditions and may be amended at any time.

Our commitment as an employer

Peppy is committed to creating an inclusive environment where individual differences are recognised and valued. We will:

• recruit, select, promote and develop people based on aptitude, ability and merit;
• provide fair access to training, development and progression opportunities;
• regularly review employment practices to ensure fairness and inclusion;
• make reasonable adjustments to ensure access to employment and services;
• take steps to promote equity across our workforce;
• identify and remove unnecessary barriers for disadvantaged or underrepresented groups;
• maintain clear procedures for raising concerns or grievances;
• review this policy annually.

All managers are responsible for setting appropriate standards of behaviour, leading by example, and ensuring this policy is upheld. Managers will receive appropriate training on equality, diversity and inclusive recruitment practices.

Part time and fixed term work

Part-time and fixed-term workers will be treated no less favourably than comparable full-time or permanent employees, unless different treatment can be objectively justified. Terms and conditions will apply on a pro-rata basis where appropriate.

Equal pay

Peppy is committed to equal pay for equal work. All employees have the right to the same contractual pay and benefits for:

• the same work;
• work rated as equivalent; or
• work of equal value.

Peppy’s commitment as service provider

Peppy aims to deliver high-quality, inclusive services. We will:

• provide services fairly and without discrimination;
• meet the diverse needs of our users and clients;
• make reasonable adjustments where appropriate;
• identify and remove unnecessary barriers;
• maintain clear procedures for users or clients to raise concerns;
• review this policy annually.

Protected Characteristics and Commitments

Under the Equality Act 2010, the following are protected characteristics. For each, Peppy commits to:

Peppy recognises that individuals may experience intersectional discrimination (overlapping forms of disadvantage) and is committed to addressing this through inclusive practices.

Bullying, Harassment and Victimisation

No form of discrimination, harassment, bullying or victimisation will be tolerated.

Concerns should, where appropriate, be raised informally in the first instance with a line manager or another senior colleague. Formal concerns may be raised through Peppy’s Grievance Policy or Speaking Up Policy.

All complaints will be handled sensitively and confidentially. No individual will suffer detriment for raising concerns in good faith. Malicious or bad‑faith complaints may be addressed through the Disciplinary Policy.

Employees may be personally liable for acts of unlawful discrimination.

Monitoring, Accountability and Review

The People Team is responsible for owning and maintaining this policy.

This policy will be reviewed annually. Any findings or actions will be discussed at the monthly management meeting and cascaded appropriately across the business to promote learning and continuous improvement.

References

• UN Guiding Principles on Business and Human Rights – https://www.ohchr.org/en/instruments-mechanisms/instruments/guiding-principles-business-and-human-rights
• Equality Act 2010 – https://www.legislation.gov.uk/ukpga/2010/15/contents
• Human Rights Act 1998 – https://www.legislation.gov.uk/ukpga/1998/42/contents

Appendix A – Definitions

Equality: Ensuring everyone has the same opportunities to fulfil their potential, free from discrimination.

Diversity: Valuing and celebrating difference.

Inclusion: Creating an environment where everyone feels able to be themselves and that their contribution matters.

Equity: Recognising structural barriers and taking steps to remove them so outcomes are fair.

Victimisation: Treating someone unfavourably because they have asserted or supported another person’s legal rights.

Harassment: Unwanted conduct related to a protected characteristic that violates dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.

Protected Characteristics: Age, disability, gender reassignment, marriage and civil partnership, pregnancy or maternity, race, religion or belief, sex, and sexual orientation.

Appendix B – Types of Discrimination

Direct discrimination: Treating someone less favourably because of a protected characteristic.

Associative discrimination: Discrimination because of association with someone who has a protected characteristic.

Perceptive discrimination: Discrimination because someone is perceived to have a protected characteristic.

Indirect discrimination: A provision, criterion or practice that disadvantages a protected group without objective justification.