Equal opportunities policy objectives

Incorvus is committed to ‘equality of opportunity’ and this policy sets out the minimum standards that the company will adopt in relation to the Equal Opportunity Act 2010 (The Equality Act 2010). This policy is intended to ensure that only legitimate business-related issues are considered in decisions about employees.

This policy does not form part of any contract of employment. The company may amend or update any of the terms of this policy at its discretion from time to time.


This policy applies to all individuals working at the organisation at all times. This policy applies equally to the treatment of the company’s staff by its visitors, clients and suppliers, and to the treatment by its staff of the company’s visitors, clients, suppliers, contractors and, where appropriate, former staff members.

Policy statement

It is our policy to treat job applicants, employees, former employees, visitors, clients and suppliers consistently and fairly ensuring that the work environment is free from unlawful discrimination, harassment and bullying so that everyone is treated with dignity and respect.

This policy applies to all aspects of our relationship with staff and to relations between staff members at all levels. This includes job advertisements, recruitment and selection, training and development, opportunities for promotion, conditions of service, pay and benefits, conduct at work, disciplinary and grievance procedures, and termination of employment.

It is unlawful to discriminate directly or indirectly in recruitment or employment because of age, disability, gender reassignment, pregnancy, maternity, race (which includes colour, nationality and ethnic or national origins), religion or belief, sex, sexual orientation or because someone is married or in a civil partnership. These are known as “protected characteristics”.

The company will strive to ensure that the working environment is free from unlawful discrimination, bullying and harassment on any grounds.

All staff have a duty to act in accordance with this policy and treat colleagues with dignity at all times, and not to discriminate against or harass other members of staff, regardless of their status. Your attention is drawn to our separate Anti-bullying and Harassment policy.

All company policies and procedures will be considered to incorporate these standards and it is the responsibility of every employee to comply with this Equal Opportunities policy.

Any member of staff who considers that they have been treated in a manner contrary to this policy should raise the matter as soon as possible to their line manager in accordance with the company’s Anti-bullying and harassment policy.  The matter will be treated seriously, fairly and without undue delay.

Any employee who acts, or instructs others to act, in a manner contrary to this policy will be liable to disciplinary action which could, in serious cases, lead to dismissal without notice on the grounds of gross misconduct.


We aim to ensure that no job applicant suffers discrimination because of any of the protected characteristics.

We aim to ensure that role outlines accurately reflect the duties and responsibilities of the job and that person specifications only include relevant selection criteria which are job related.

Wherever possible, vacancies will be advertised internally and externally. The company will also strive to ensure that recruitment literature and advertisements welcome and attract interest from a diverse community.

We aim to ensure that advertising does not contain wording that could place unfair restrictions or requirements on any particular group and avoids stereotyping or using wording that may discourage groups with a particular protected characteristic from applying.

Selection procedure

Suitability for employment is measured against the stated requirements of the job. Age, disability, gender reassignment, pregnancy, maternity, race (which includes colour, nationality and ethnic or national origins), religion or belief, sex, sexual orientation, marriage or civil partnership will not be used to assess how well an applicant will integrate with the workforce or form the basis for any selection procedure.

The company endeavours to inform applicants invited to interview or to take a test that they may request any reasonable adjustments to enable them to participate fully in the selection process.

The selection process must accurately assess an applicant’s knowledge, skills and ability to perform the duties of the job. Selection decisions are based on objective, non-discriminatory and work related criteria.

The company regularly monitors, reviews and revises each stage of the recruitment process in line with this policy.

Career development

The company ensures that all employees have equal access to training and development opportunities.  Decisions about promotion and career progression are made on a fair and non-discriminatory basis and are based solely on your ability to carry out the job.

Reasonable adjustments

The company will make reasonable adjustments to its standard working practices to overcome barriers caused by an employee’s disability (within the meaning of the Equality Act 2010). If you are disabled or become disabled, we encourage you to let us know so that we can support you in the workplace.


The company will not unlawfully or unfairly discriminate in dismissal or selection for redundancy.

After employment has ended

The company will not unlawfully or unfairly discriminate against ex-employees.

Grievance Policy

Any employee who has a concern or complaint regarding discrimination should raise the matter as soon as possible to their line manager using the Grievance procedure or Anti-bullying and harassment policy. The matter will be thoroughly investigated and treated seriously, fairly and without undue delay.

Allegations regarding potential breaches of this policy will be treated in confidence and investigated in accordance with the relevant procedure. Any member of staff who makes a complaint or who pursues a case of discrimination in good faith will not, thereafter, be treated less favourably than other employees. False allegations which are found to have been made in bad faith will, however, be dealt with under our Disciplinary Procedure.

Disciplinary process

The company has a duty to ensure that no employee behaves in an unacceptable or discriminatory manner. Therefore all incidents of discrimination will be treated seriously.   Any employee who is guilty of discrimination, bullying, harassment or victimisation or inducing others to such behaviour will be subject to the company’s Disciplinary policy.