Equality and Diversity Policy

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Introduction and Purpose

Flourish with Neurodiversity is committed to creating an environment where every individual is valued, respected, and supported to achieve their potential. We recognise that our clients, colleagues, and partners bring a wide range of backgrounds, experiences, and perspectives, and we believe that diversity is a strength that enriches both our services and our workplace.

As a provider of support and coaching for people with Autism, ADHD, Tourette's, and other neurodiverse conditions, we are especially mindful of the barriers that some individuals face in accessing fair opportunities and are dedicated to breaking down these barriers by promoting equality, celebrating diversity, and ensuring inclusion in everything we do.

This policy sets out our commitment to comply with the Equality Act 2010 and other relevant legislation, while going further to embed fairness, dignity, and respect into our daily practice. We aim to ensure that no one is treated less favourably on the basis of age, disability, gender, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, or sexual orientation.

Our approach to equality and diversity is not only about meeting legal obligations but also about living our values: compassion, understanding, and inclusion. We expect all stakeholders to uphold these principles and contribute to a culture where everyone feels safe, supported, and able to thrive.

Who and What This Policy Applies To

This policy applies to employees, prospective employees, partners with whom we work and, in part, our clients and all stakeholders.

Definitions

Equality means ensuring everyone has equal opportunities, regardless of their protected characteristics.

Diversity means appreciating the differences between people and respecting people's values, beliefs, cultures, backgrounds, and lifestyle choices.

Inclusion is the idea that all types of people, whatever their differences, must be included as much as possible in work and other institutions.

The Protected Characteristics – Covered under the Equality Act 2010 consist of age, disability, gender reassignment, marriage or civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex, and sexual orientation.

Direct discrimination – excluding or treating an individual or group less favourably due to a protected characteristic, e.g., excluding a person from applying for a role unfairly and/or unlawfully because of a disability that has no bearing on their ability to perform in the role or harassing an individual (see below).

Indirect discrimination – excluding or treating an individual or group less favourably by putting those with a protected characteristic at a disadvantage, e.g., making a policy where a dress code negatively affects certain employees who are unable or unwilling to adhere to the policy due to religious beliefs. Indirect discrimination is less obvious than direct discrimination and may happen unintentionally.

Discrimination is not just treating one person less favourably than another. It can take place because:

⦁ Someone associated with a person with a protected characteristic, which is known as discrimination by association.

⦁ Someone is believed to possess a protected characteristic (even though they do not), which is known as discrimination by perception.

Harassment is unwanted conduct that violates a person's dignity or creates an intimidating, hostile, degrading, humiliating or offensive working environment. It is related to discrimination as the harassing behaviour is related to the protected characteristics.

Victimisation refers to unfair treatment or adverse action taken against an individual because they have made a complaint, raised a grievance, or supported someone else in raising an issue related to discrimination, harassment, or similar illegal or unethical activity.

Policy

Workforce Standards

Future Employees

Although Flourish with Neurodiversity does not currently employ staff, we anticipate that this may change as we grow. Therefore, when we do recruit, we will ensure that equality, diversity, and inclusion are embedded throughout the employment cycle, including:

⦁ Recruitment and Selection – fair, transparent processes with no unlawful discrimination on the grounds of protected characteristics under the Equality Act 2010.

⦁ Induction and Training – equal access to training, development, and career opportunities.

⦁ Promotion and Career Development – decisions made on merit, skills, and contribution.

⦁ Ongoing Employment – ensuring that:

⦁ Staff are paid fairly and consistently.

⦁ Staff have access to family-related and other special leave entitlements.

⦁ Reasonable adjustments are provided for staff with disabilities.

⦁ Capability and disciplinary processes are applied fairly and consistently.

⦁ Redundancy criteria are fair, transparent, and legally compliant.

⦁ A safe, supportive, and inclusive environment is maintained where all employees are respected and valued.

Selecting and Working with Partners

At present, Flourish with Neurodiversity delivers some services in partnership with other professionals. We are committed to ensuring that all partners are treated with dignity, respect, and fairness. This means:

⦁ Partnering decisions will be based on skills, expertise, and shared values, not on any discriminatory grounds.

⦁ Partnering professionals will not face discrimination, harassment, or victimisation when working with us.

⦁ We will actively promote inclusive practices in all joint working arrangements and expect the same commitment from our partners.

Service Provision Standards

To ensure all individuals are aware of our services and feel encouraged to access them, our services will be advertised and promoted in a non-discriminatory manner.

Decisions on whether a potential client may access our services will always be based on the needs of the individual and the suitability of the service. This will always be fair, equitable and without discrimination.

We will treat every client as an individual and deliver our services in a way which suits their specific needs. To enable this, we will be aware of any physical, mental, emotional, social, spiritual and cultural needs/preferences a client may have (unless this is against their wishes) and ensure, wherever possible, that they are respected/met.

We will seek to provide any reasonable adjustments requested by our clients (and their parents, guardians, carers, etc.). This includes agreeing upon shorter sessions to suit the needs of the client, providing a wide range of contact methods and written/verbal information in alternative formats (see below), and helping with the completion of onboarding documentation.

To ensure our services are as accessible as possible and are delivered effectively without discrimination, we will:

⦁ Where appropriate, monitor service delivery and client satisfaction (we are always keen to know how we are doing and if/how we can improve).

⦁ Work to continuously review and improve our services. Wherever possible, we will involve our clients in this.

Action will be taken to address any inequalities identified through this monitoring

Accessible Information Standards

At Flourish with Neurodiversity, while we are not an NHS-funded service, we are fully committed to complying with the principles of the NHS Accessible Information Standard and ensuring that all potential/current clients, their carers, etc., can access information in formats they can understand and receive the communication support they need.

In line with the Accessible Information Standard, we will:

⦁ Ensure that we are aware of individual (client, parent, carer, etc.) communication needs and preferences.

⦁ Make every effort to ensure that all communications are clear, accessible, and tailored to their individual needs (whether through the provision of large print documents/ easy-read format documents or the reduction in session times for coaching).

Training and Support

Future employees and all self-employed professionals working with us are required to familiarise themselves with this policy.

Additional training may also be provided, where appropriate.

Any queries relating to any aspect of this policy should be directed to the business owner (Natasha Wakeling), who will be happy to help.

Making a Complaint Under This Policy

We are committed to ensuring Flourish with Neurodiversity is an organisation which promotes equality of opportunity and dignity and respect for all and will not tolerate discrimination, bullying, harassment or victimisation.

If any stakeholder is subject to any of the above (or witnesses any of the above), they are asked to speak with or email the business owner (Natasha Wakeling) on/at:

⦁ Telephone: 07355 929709

⦁ Email: [email protected]

All complaints of such behaviour will be taken extremely seriously and will be thoroughly investigated.

Data Protection

All data collected by Flourish with Neurodiversity relating to the protected characteristics will be stored securely and will not be processed without a legal basis.

Statistical non-identifiable data may be drawn from this information; however, unless there is a need to know, personal data will only be processed as per UK GDPR.

Non-Compliance

Self-employed professionals who breach this policy may have their partnership or working agreements terminated.

Stakeholders who breach policy will initially be warned about their conduct, and in severe cases, we will withdraw our services or end business relationships.

We will also report the perpetrator(s) to the authorities where a crime has been committed.

Monitoring and Reviewing

Flourish with Neurodiversity is committed to ensuring our policies are effective and up-to-date. To do this, we have a process for regularly monitoring and reviewing them.

The business owner and founder is responsible for this process and will review this policy at least once a year or more frequently if needed due to changes in laws or our practices.