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Equality & Diversity Policy

ISSUE DATE : Feb 2020




TSA Ltd is committed to supporting, developing and promoting equality and diversity in all of it practices and activities and aims to establish an inclusive culture, free from discrimination based upon our values. We will provide all employees with access to facilities, personal and career development opportunities, employment and study equally. TSA Ltd is committed to eliminating discrimination and advancing equality on the grounds of age, disability, gender reassignment (including gender identity), marriage and civil partnership, pregnancy and maternity, race, religion and belief (including lack of belief), sex and sexual orientation and to fostering good relations between different groups.

TSA Ltd values diversity and recognises that the company is greatly enhanced by a large range of backgrounds, experiences, views, beliefs and cultures represented within its staff. The company aims to embrace diversity in all of its activities and proudly acknowledges that variety and difference are intrinsic to the wellbeing and future development of the company.

All employees, whether part-time, full-time, temporary or sub-contractor, will be treated fairly and with respect. Selection for employment, promotion, training or any other benefit will be on the basis of aptitude and ability. All employees will be helped and encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the efficiency of the organisation.


Diversity: Visible and non-visible individual differences that includes, but is not limited to, differences protected by anti-discrimination legislation. Appreciating diversity is about valuing differences and recognising that everyone, through their unique mixture of skills and experience has their own valuable contribution to make.

Equal opportunities: refers to the elimination of unlawful and unfair direct and indirect discrimination of any one group and promoting equal access, treatment and outcomes that consider specific needs of individuals.

Direct discrimination: this occurs when a person is treated less favourably than other people are or would be treated. This is where the reason for the treatment is due to a personal protected characteristic.

Indirect discrimination: this occurs when rules or practices, which are applied equally to everybody, result in certain people being put at a disadvantage.

Dual discrimination: this occurs when there is direct discrimination on two grounds. So, a person may be discriminated against because of disability and gender or because of race and disability.

Multiple discrimination: this occurs when there is direct discrimination on the grounds of several aspects of a person’s identity. For example, a black lesbian may experience racism, homophobia and gender prejudice.

Discrimination by association: this is when an individual is discriminated against through their association with another person. For example, an individual may be harassed due to the religion or race of their partner.

Harassment: is behaviour which is unwelcome or unacceptable and which results in the creation of a stressful or intimidating environment for the victim amounts to harassment. It can consist of verbal abuse, racist jokes, insensitive comments, leering, physical contact, unwanted sexual advances, ridicule or isolation.

Victimise: this is when an individual is victimised because they made, or intends to make, a complaint or allegation or has given or intends to give evidence in relation to a complaint of discrimination in line with the Equality Act.


This policy aims to promote:

Our Commitment

• To create an environment in which individual differences and the contributions of all our staff are recognised and valued.

• Every employee is entitled to a working environment that promotes dignity and respect to all.

• No form of intimidation, bullying or harassment will be tolerated.

• Training, development and progression opportunities are available to all staff.

• Equality in the workplace is good management practice and makes sound business sense.

• We will review all our employment practices and procedures to ensure fairness.

• Breaches of our equality policy will be regarded as misconduct and could lead to disciplinary proceedings.

• This policy is fully supported by senior management.

Policy Objectives

• To support equality in employment and ensure equal opportunity is an integral part of TSA Ltd’s employee relations approach.

• To encourage all employees to develop their potential, skills and abilities, recognising that the future success of the organisation depends on attracting and developing a diverse, high-calibre workforce in an increasingly competitive world.

• To ensure equal treatment for all employees/applicants regardless of their; age, disability, gender identity, marriage and civil partnership, pregnancy and maternity, race, religion or belief, gender and sexual orientation.

• To ensure that no employee is treated detrimentally because they have made a complaint or intend to make a complaint about discrimination or harassment, or have, or are about to give evidence in relation to discrimination or harassment.

• To apply the principles of equality in the context of all conditions of work including; selection, employment, pay and benefits (excluding any statutory provisions which may apply), facilities, promotion and training. The policy applies to the management of TSA Ltd, its employees, partners and agents all of whom are responsible for ensuring there is no discrimination, direct or indirect, against any employee or group of employees.

TSA Ltd seeks to promote a workplace where staff treat one another with respect and value each other’s differences. As such, there is a responsibility on every employee to be familiar with and uphold the principles of this policy. Some of the behaviours we would expect to see in our employees are as follows:

• Ensuring that all staff treat each other with respect.

• Recognising each other’s skills and knowledge.

• Taking into account other people’s backgrounds and experience.

• Valuing colleagues’ professional integrity and judgement.

• Recognising differences, such as culture, age and background, and seeing them as a strength.

• Being open and inclusive.

• Promoting equality of opportunity in workplace activities.

• Avoiding stereotyping.

• Ensuring all colleagues are treated fairly in all work situations.

Any employee who observes behaviour they perceive to be contrary to the principles of this policy should discuss this with their line manager or a member of the HR team.



We will ensure that our recruitment processes are transparent, free from bias and above all non-discriminatory, we will appoint the right person for the position available on the basis of their skills and competencies, having regard to the job description.

In order to maintain this commitment, the following should be adhered to:

• Job advertisements will be written in non-discriminatory language in terms of race, ethnic or national origins, colour, religion or religious beliefs, sex or sexual orientation, gender identity (inclusive of gender reassignment), age, disability, and marital or partnership status, unless there is a genuine occupational reason for a restriction.

• Job vacancies will be advertised in ways which do not exclude or disproportionately reduce the number of applicants from any particular group and are placed in a way that it would be likely to reach all possible candidates.

• All jobs should have a job description and person specification which can be used to ensure a consistent approach to the interview and for answering the questions of applicants during the interview.

• Photographs of applicants should not be requested.

• Job requirements must be reasonable and strictly related to the job.

• Educational requirements should be job related and overseas equivalent qualifications will be considered.

• Each applicant should be assessed on their personal capability to carry out the job as described in the job description.

• Age should not automatically debar any applicant for the job.

• All applicants should be handled consistently (e.g. there should not be separate lists of male and female applicants).

• All job interviews will be conducted in a consistent manner.

• Reasonable adjustments will be made for any disabled applicants to attend an interview that meet the criteria for the role.

• Interview notes must be recorded in a consistent manner and retained securely in HR for 6 months for unsuccessful candidates and within personnel files for successful candidates and current employees.

Recruitment of Ex-offenders

As an organisation using the Disclosure and Barring Service (DBS) checking service to assess applicants’ suitability for positions of trust, TSA Ltd complies fully with the Code of Practice and undertakes to treat all applicants for positions fairly. It undertakes not to discriminate unfairly against any subject of a DBS check on the basis of a conviction or other information revealed.

TSA Ltd is committed to the fair treatment of its staff, potential staff or users of its services, regardless of race, gender, gender identity, religion, sexual orientation, responsibilities for dependents, age, physical/mental disability or offending background.

We actively promote equality of opportunity for all with the right mix of talent, skills and potential and welcome applicants from a wide range of candidates, including those with criminal records. We select all candidates for interview based on their skills, qualifications and experience.

Unless the nature of the position allows TSA Ltd to ask questions about your entire criminal record, we only ask about ‘unspent’ convictions as defined in the Rehabilitation of Offenders Act 1974.

At interview, or in a separate discussion, we ensure that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment.

We undertake to discuss any matter revealed in a DBS check with the person seeking the position before withdrawing a conditional offer of employment.

Grading and Promotion

All grading and promotions criteria and procedures will be free from prejudice and must be applied equitably and consistently.

Staff Development

All staff will have equal access to induction, personal and career development opportunities and facilities.

Performance Management

Probation and appraisal procedures will be clear and transparent and will be applied fairly across all staff.

Discipline and Grievance

Disciplinary and grievance procedures will be applied fairly and transparently for all staff.

Allegations of discrimination, harassment or inappropriate behaviour will be dealt with under the appropriate disciplinary procedures for staff.


Equality and diversity awareness raising and training will be mandatory for all staff. Information will be provided to all employees in order to raise awareness of equality and diversity and the contents of this policy.


This policy will be communicated to and made available to all employees via the company intranet.


Every employee has a responsibility to assist the business in creating and maintaining a workplace free from discrimination. Employees should be aware that they too can be personally liable for a discriminatory act as well as, or instead of the Company, and may also be guilty of a criminal offence. Any employee who commits a discriminatory act will be subject to the Company’s disciplinary procedure which could lead to action being taken up to and including dismissal on the grounds of gross misconduct.

Our Leadership Team have overall responsibility for ensuring this policy is adhered to with day to day responsibility for its operation being delegated to line managers. In the event you believe that you have been discriminated against please contact your line manager in the first instance. If this is not appropriate, please contact a member of the HR team.

Any matter raised with a line manager or the HR department will be treated seriously, confidentially and will be dealt with sensitively.

You should note however, that in the event that a malicious allegation is made then, because of the potential consequences to the individual concerned, this could result in disciplinary action being taken against the person making the allegation.

Matters raised will be subject to the grievance and disciplinary procedures as appropriate.