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Lockie Limited – EDI Policy

Purpose

Lockie Limited is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination.

The aim is for our workforce to prevent discrimination, ensure fair treatment, and foster an environment where all individuals are respected and valued.

Lockie Limited – in providing goods and/or services and/or facilities – is also committed against unlawful discrimination of customers or the public.

1. Scope

This policy applies to all employees, contractors, job applicants, agency workers, and stakeholders interacting with the company including at company premises, events, or digital platforms. It covers all aspects of employment, including recruitment, training, promotion, and termination.

2. Legal Compliance

The Equality Act 2010 prohibits discrimination based on the following protected characteristics:

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

Oppose and avoid all forms of unlawful discrimination. This includes in:

  • pay and benefits
  • terms and conditions of employment
  • dealing with grievances and discipline
  • dismissal
  • redundancy
  • leave for parents
  • requests for flexible working
  • selection for employment, promotion, training or other developmental opportunities

3. Policy Statement

Lockie Limited is dedicated to:

  • Promoting equality and eliminating discrimination based on protected characteristics as defined by the Equality Act 2010 (age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation).
  • Creating a workplace free from discrimination, harassment, bullying, and victimisation.
  • Encouraging a diverse workforce that reflects the UK’s communities.
  • Building an inclusive culture where everyone feels valued, respected, and empowered to contribute.

4. Principles

  • Equal Opportunities: All employment decisions, including hiring, promotions, and training, will be based on merit, skills, and qualifications, ensuring fairness and transparency.
  • Non-Discrimination: Discrimination, whether direct, indirect, or by association, will not be tolerated. This includes harassment or victimisation based on any protected characteristic.
  • Inclusivity: We will foster an environment that encourages open communication, collaboration, and respect for diverse perspectives.
  • Accessibility: Reasonable adjustments will be made to support employees with disabilities or specific needs, ensuring equal access to opportunities in line with the Equality Act 2010.
  • Diversity Awareness: Regular training will be provided to raise awareness of EDI principles and promote an inclusive workplace culture.

5. Responsibilities

  • Management: Leaders are responsible for implementing this policy, modelling inclusive behaviour, and addressing breaches promptly and fairly.
  • Employees: All staff must comply with this policy, treat others with respect, and report any concerns about discrimination or harassment.
  • HR (or Designated Person): The HR team (or designated EDI lead) will oversee policy implementation, provide training, handle complaints, and ensure compliance with UK laws.

6. Recruitment and Selection

  • Job adverts will use inclusive language and be free from bias.
  • Recruitment processes will be transparent, fair, and based on objective criteria.
  • We will monitor diversity data (where permitted and anonymised) to identify and address potential barriers to inclusion.

7. Training and Development

  • All employees will receive EDI training during onboarding and regular refreshers.
  • Training will cover unconscious bias, the Equality Act 2010, and fostering an inclusive workplace.
  • Opportunities for professional development will be accessible to all employees.

8. Reporting and Resolving Concerns

  • Employees who experience or witness discrimination, harassment, or bullying should report it to their manager or HR (or designated EDI lead).
  • All complaints will be investigated promptly, confidentially, and impartially.
  • Disciplinary action, up to and including dismissal, may be taken against anyone found to have breached this policy.

9. Monitoring and Review

  • This policy will be reviewed annually to ensure it remains effective and compliant with UK legislation.
  • Feedback from employees will be sought to improve EDI practices.
  • Diversity metrics (where legally permissible) will be tracked to measure progress.

10. Legal Compliance

This policy aligns with the Equality Act 2010 and other relevant UK legislation. Lockie Limited will ensure ongoing compliance with legal obligations and best practices.

11. Commitment

Lockie Limited is committed to full compliance with the Equality Act 2010, embedding equality in our policies, practices, and culture. Through robust governance, proactive measures, and continuous improvement, we ensure no one is disadvantaged due to protected characteristics, and we foster an inclusive environment for all.

For questions or guidance, contact the Human Resources Department at: hrdepartment@lockiegroup.com