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Equal Opportunity Policy

This policy sets out our approach to equal opportunities and the avoidance of discrimination at work. It applies to all aspects of employment with us, including recruitment, pay and conditions, training, appraisals, promotion, conduct at work, disciplinary and grievance procedures, and termination of employment.

Goodwater Ltd. is committed to promoting equal opportunities in employment. Our employees and any job applicants will receive equal treatment regardless of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation (Protected Characteristics).

If employees are or become disabled, they are encouraged to inform the Company of their condition. We shall always endeavour to make such reasonable adjustments as are necessary to ensure that there are no physical barriers to the continued employment of persons with disability.

Part-time and fixed term employees should be treated the same as comparable full-time or permanent employees and enjoy no less favourable terms and conditions (on a pro-rata basis where appropriate), unless different treatment is justified.

We shall aim to achieve a working environment in which no employee feels threatened or intimidated.

The policy will be circulated to any agencies that service our recruitment needs and made available to all employees and all applicants for employment.

The policy will be communicated to all contractors to this organisation, reminding them of their responsibilities towards equality of opportunity.

The policy will be implemented in accordance with any statutory requirements, and any relevant Codes of Practice.

The Directors are responsible for this policy and arranging any necessary training on equal opportunities.

This policy does not form part of any employee's contract of employment and we may amend it at any time.


Recruitment will be conducted based on merit against objective criteria that avoid discrimination. Shortlisting will be done by more than one person if possible.

Vacancies should generally be advertised to a diverse section of the labour market. Advertisements should avoid stereotyping or using wording that may discourage particular groups from applying.

Job applicants should not be asked questions which might suggest an intention to discriminate on grounds of a Protected Characteristic.  For example, applicants should not be asked whether they are pregnant or planning to have children.

Job applicants should not be asked about health or disability before a job offer is made, except in the very limited circumstances allowed by law: for example, to check that the applicant could perform an intrinsic part of the job (taking account of any reasonable adjustments), or to see if any adjustments might be needed at interview because of a disability.

Where necessary, job offers can be made conditional based on a satisfactory medical check. Health or disability questions may be included in equal opportunities monitoring forms, which must not be used for selection or decision-making purposes.

Training, Selection and Promotion

At Goodwater Ltd. all employees will receive adequate training for their role. Our overall strategy and vision reflect a belief in enabling all employees to fulfil their potential. To enable our success, we are committed to guiding and helping our employees through training and development to develop the necessary skills, knowledge, and behavioural competence regardless of any Protected Characteristic.

Promotion and other selection exercises such as redundancies will be conducted on merit against an objective criterion that avoids discrimination.

Promotion or advancement will be made purely on merit, and decisions on this will be made within the principles of this policy.


Employees must not unlawfully discriminate against or harass other people including current and former employees, job applicants, clients, customers, suppliers and visitors. This applies in the workplace, outside the workplace (when dealing with customers, suppliers or other work-related contacts or when wearing a work uniform, if applicable), and on work-related trips or events including social events.

The following forms of discrimination are prohibited under this policy and are unlawful:

Direct discrimination: treating someone less favourably because of a Protected Characteristic. For example, rejecting a job applicant because of their religious views or because they might be gay.

Indirect discrimination: a provision, criterion or practice that applies to everyone but adversely affects people with a particular Protected Characteristic more than others and is not justified. For example, requiring a job to be done full-time rather than part-time would adversely affect women because they generally have greater childcare commitments than men. Such a requirement would be discriminatory unless it can be justified.

Harassment: this includes sexual harassment and other unwanted conduct related to a Protected Characteristic, which has the purpose or effect of violating someone's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. Harassment is dealt with further in our Dignity at Work Policy.

Victimisation: retaliation against someone who has complained or has supported someone else's complaint about discrimination or harassment.

Disability discrimination: this includes direct and indirect discrimination, any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.


We will maintain and review the employment records of all employees as required to monitor the effectiveness of this policy. This policy may be amended should the results of any monitoring show it to be necessary.

Monitoring will involve:

  • The collection and classification of information relevant to all current employees.
  • Examining the distribution of ethnic, sex, and disability of employees, and the success rate of applicants.
  • The recording of recruitment, training and promotional records of all employees, and the decisions reached regarding them.

Results will be reviewed at regular intervals to assess the effectiveness of the policy. If proven necessary, adjustments will be made to afford greater opportunities to all applicants and employees.

All information that has been obtained is done so in compliance with the General Data Protection Regulations (GDPR).

Policy Breaches

The Company take a strict approach to breaches of this policy, which will be dealt with in accordance with our Disciplinary Procedure. Serious cases of deliberate discrimination may amount to gross misconduct resulting in dismissal.

If you believe that you have suffered discrimination you can raise the matter through our Grievance Procedure or Dignity at Work Policy. Complaints will be treated in confidence and investigated as appropriate.

You must not be victimised or retaliated against for complaining about discrimination. However, making a false allegation deliberately and in bad faith will be treated as misconduct and dealt with under our Disciplinary Procedure.