Equality & Diversity Policy

1. Purpose

The aim of this policy is to communicate our commitment to the promotion of equality of opportunity within Primrose Weddings & Events Ltd, trading as The Harrogate Food & Drink Co., Funky Fridays, and Trufflehunters (the Company).

We are opposed to all forms of unlawful and unfair discrimination. All job applicants, employees, and others who work for us will be treated fairly and will not be discriminated against on the basis of any protected characteristic. Decisions about recruitment and selection, promotion, training, or any other benefit will be made objectively and without unlawful discrimination.

We recognise that equality in the workplace is not only good management practice — it also makes sound business sense. Our equality policy will help all those who work for us to develop their full potential.

2. Scope

This policy applies equally to all employees who work for, or who apply to work for, the Company across all trading names and all event locations.

3. Key Principles

We are committed to:

• Promoting equality of opportunity for everyone.
• Promoting an environment where all employees are treated with respect and dignity.
• Preventing unlawful direct and indirect discrimination, harassment, and victimisation.
• Fulfilling all our legal obligations under relevant legislation and associated codes of practice.
• Prompt and effective action to deal with discrimination whenever it occurs.
• Identifying and removing barriers to equal employment opportunity through appropriate training and communication.

4. Legal Framework

As an employer and service provider we have a legal obligation to implement the provisions of the Equality Act 2010. The protected characteristics under the Act are:

• Age
• Disability
• Gender Reassignment
• Marriage and Civil Partnership
• Pregnancy and Maternity
• Race
• Religion or Belief
• Sex
• Sexual Orientation

5. Forms of Discrimination

Direct Discrimination

Occurs when someone is treated less favourably than another person because of a protected characteristic they have, are thought to have, or because they associate with someone who has a protected characteristic.

Indirect Discrimination

Occurs when a condition, rule, policy, or practice applies to everyone but particularly disadvantages people who share a protected characteristic, and cannot be objectively justified.

Harassment

Unwelcome conduct that violates the dignity of people at work and creates an environment that is intimidating, hostile, degrading, humiliating, or offensive. This includes verbal, physical, and visual harassment on any of the grounds listed above. Any form of sexual harassment — including unwelcome physical contact, demeaning comments, or intrusive personal questions — will be treated as gross misconduct.

Victimisation

Occurs when a person is treated less favourably because they have made a complaint about discrimination or harassment, or have given evidence in relation to such a complaint.

6. Responsibilities

Directors / Management

• Maintaining, reviewing, and communicating this policy annually.
• Ensuring all managers and supervisors understand and apply this policy.
• Investigating all complaints of discrimination promptly and fairly.
• Ensuring recruitment and selection processes are fair and non-discriminatory.

All Staff

• Treating colleagues, customers, contractors, and members of the public with respect at all times.
• Reporting any discrimination, harassment, or victimisation they witness or experience to their line manager or a director.
• Cooperating with any investigation into a complaint.

Failure to comply with this policy may result in disciplinary action. Unlawful discrimination will be regarded as gross misconduct and may result in summary dismissal. In certain circumstances, employees may be personally liable for a breach of relevant legislation.

7. Complaints Procedure

Any employee who believes they have experienced or witnessed discrimination, harassment, or victimisation should report it to their line manager or, if not appropriate, directly to a director. All complaints will be handled confidentially and investigated promptly through the Company grievance procedure. Victimisation of a person who makes a complaint in good faith will not be tolerated.