Equality, diversity and inclusion policy

Opogo is committed to promoting equality, diversity, and inclusion (EDI) within our workforce and eliminating unlawful discrimination. We aim for our workforce to be truly representative of all sections of society and our customers while ensuring that each employee feels respected and able to perform at their best.

In providing services, we are also committed to preventing unlawful discrimination against customers and the public.

Purpose of This Policy

This policy is designed to:

• Promote equality, fairness, and respect for all employees, whether temporary, part- time, or full-time.
• Ensure compliance with the Equality Act 2010 and prohibit unlawful discrimination based on protected characteristics:

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

• Prevent all forms of unlawful discrimination, including in:

• • Pay and benefits
  • Terms and conditions of employment
  • Grievance and disciplinary procedures
  • Dismissal and redundancy
  • Parental leave
  • Flexible working requests
  • Selection for employment, promotion, training, or development opportunities

Opogo commits to:

1. Encouraging equality, diversity, and inclusion as best practices that benefit both employees and the organisation.

2. Creating a workplace free of bullying, harassment, victimisation, and unlawful discrimination, where individual differences are valued and respected.

3. Providing training for all employees and managers on their rights and responsibilities under this policy. Staff must act in a way that promotes equal opportunities and prevents discrimination.
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4. Taking complaints of bullying, harassment, victimisation, and discrimination seriously. Such issues will be handled under our grievance and disciplinary procedures, with serious cases potentially leading to dismissal. Additionally, harassment may constitute a criminal offence under the Protection from Harassment Act 1997.
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5. Providing training and development opportunities to all employees to support their full potential and contribute effectively to the organisation.

6. Ensuring decisions about recruitment, promotion, and other employment matters are based on merit, except in cases where lawful positive action is permitted under the Equality Act 2010.

7. Reviewing employment practices to ensure fairness and compliance with changes in the law.
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8. Monitoring workforce diversity and using this data to improve our EDI efforts, including an annual policy review to address any issues.

Implementation Strategies

Inclusive Hiring Practices‍

• Use diverse interview panels to reduce bias in recruitment.
• Advertise job roles through inclusive channels to reach underrepresented groups.
• Offer reasonable adjustments for candidates with disabilities.
• Inform prospective employees about our EDI commitments.

Training and Awareness

• Provide unconscious bias training for hiring managers and recruiters.
• Educate all staff on anti-discrimination laws and best EDI practices.
• Train interviewers in inclusive questioning techniques.

Monitoring and Continuous Improvement

• Conduct exit interviews and feedback sessions to identify and address EDI concerns.

Inclusive Workplace Environment

• Implement a zero-tolerance policy for discrimination, harassment, and victimisation.
• Offer flexible working arrangements to support diverse employee needs.

Equal Career Progression Opportunities

• Ensure fair promotion and pay practices based on structured performance assessments.
• Maintain transparent pay structures to prevent gender and racial pay gaps.

Policy Compliance and Review

• Regularly update EDI policies to align with the Equality Act 2010 and other relevant legislation.
• Provide clear grievance procedures for employees to report discrimination or bias.

Agreement to Follow This Policy
This policy is fully supported by senior management and has been agreed upon with trade unions and/or employee representatives where applicable.

Grievance and Disciplinary Procedures
Details of the organisation’s Complaints and disciplinary procedure can be found at Opogo.com. Employees can raise a grievance with their line manager. Using these procedures does not affect an employee’s right to file a claim with an employment tribunal within three months of an alleged act of discrimination.

Compliance and Accreditation
Opogo is accredited by the Recruitment and Employment Confederation (REC) and complies with Keeping Children Safe in Education (KCSIE) 2025 guidelines. All offers of employment are subject to rigorous vetting, safeguarding, and reference checks.

Opogo is an equal-opportunity employer. All qualified applicants will receive consideration for employment regardless of race, colour, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or status. If you require accommodations during the application process, please inform us.