Equality, Diversity and Inclusion Policy


Kellan Group is committed to eliminating discrimination and encouraging diversity amongst our workforce, workers and applicants.

The purpose of this policy is therefore to provide equality and fairness for all in our employment and not to discriminate on the grounds of age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership and pregnancy and maternity (known as the protected characteristics). We oppose all forms of unlawful and unfair discrimination.

All employees, whether part-time, full-time or temporary, 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.

Kellan Group shall not discriminate unlawfully when deciding which candidate/temporary worker is submitted for a vacancy or assignment, or in any terms of employment or terms of engagement for temporary workers. Kellan Group will ensure that each candidate is assessed only in accordance with the candidate’s merits, qualification and ability to perform the relevant duties required by the particular vacancy.

This policy places an obligation upon all employees to respect and act in accordance with the policy.

Our Commitment

We value the increasing diversity of our employees, workers and applicants. It is our aim to develop an environment where equality of opportunity is truly available for all. This approach recognises that diversity consists of visible and non-visible differences such as gender, sexual orientation, age, background, race, religion, disability, personality and method of working.

  • Employment decisions on recruitment, transfer, reward and selection for training will be based solely on the individual’s abilities, and identified needs and wants.
  • Where appropriate, positive action as permitted by the Equality Act 2010 will be encouraged to allow all staff to benefit from the opportunities as described in the previous point.
  • In their relationship with Kellan Group as a current or prospective employer, no employee or job applicant will be treated less favourably than others on the grounds of: age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership, pregnancy and maternity, and trade union membership/non membership. Nor be disadvantaged by any condition or requirement related to employment which cannot be shown to be justifiable on the grounds other than those listed above or a genuine occupational qualification or that have to follow health service guidelines.
  • Kellan Group will not accept instructions from clients that indicate an intention to discriminate unlawfully.
  • 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.
  • The Company will have facilities for people with disabilities in existing premises, to enable them to make full use of the facilities available, whenever it is reasonable and practicable to do so. Whenever we invest in new or refurbished premises, everything reasonable and practicable will be done to provide for the needs of staff with disabilities.
  • EDI in the workplace is promoted across all business practices.
  • We have developed employment practices and procedures that are free from discrimination.
  • Kellan Group will not tolerate acts which breach this policy and all instances of such behaviour, or alleged behaviour, will be taken seriously, be fully investigated and will be subject to our disciplinary procedures.
  • Kellan Group is committed to providing training for its entire staff on Equality, Diversity and Inclusion.
  • This policy is fully supported by senior management and has been agreed with employee representatives.

The policy will be monitored and reviewed annually.

Organisational Responsibilities

The Board of Directors will:

a) receive and consider reports in order to monitor the effectiveness of the policy.

b) review and, as necessary, amend the policy.

Regional Directors, Branch Managers and Team Leaders will:

a) ensure that the Company’s policy is implemented within their area of responsibility;

b) ensure that individual training needs are identified, agreed and met;

c) identify and remedy any examples of actual or potential discrimination and/or departure from this policy

d) take appropriate positive action to encourage equality of opportunity in the workplace


The HR Department will:

a) ensure that this policy is brought to the attention of all staff, staff representatives and Managers;

b) ensure that all existing and future HR policies, procedures and practices are non-discriminatory;

c) support and advise line managers and personnel staff on effective implementation of the policy

Richard Ward, CEO

30th March 2020

Next Review Date:
March 2021