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Diversity & Inclusion Policy


Thrive seeks to create a supportive and inclusive work culture, where diverse teams and individuals thrive. Thrive is committed to equality of opportunity and attaches great value to treating employees, and to employees treating each other, with respect and dignity. 

Thrive is committed to promoting equal opportunities in employment. Thrive does not condone, and will take action to ensure that no individual suffers, unlawful direct or indirect discrimination, harassment or victimisation related to age, disability, gender reassignment, race (including colour, ethnic or national origin, and nationality), religion or belief (including lack of belief), sex, sexual orientation, married or civil partner status, or pregnancy or maternity (the "protected characteristics"). Thrive is committed to providing a working environment free from harassment and intimidation.

2.              PURPOSE AND SCOPE

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.

This policy applies to workers, consultants, contractors and volunteers as well as employees and should be interpreted accordingly. 

This policy does not form part of any employee's contract of employment and may be amended from time to time.

3.              OBJECTIVES 

The objectives of this Policy are:

To ensure that Thrive has access to the widest labour market and secures the best employees for its needs.

To ensure that no applicant or employee receives less favourable treatment on discriminatory grounds, and that, wherever possible, they are given the help they need to attain their full potential to the benefit of Thrive and themselves.

To achieve a meritocratic workforce, in which the strengths of each person's abilities are emphasised.


Thrive’s principles of workplace diversity and inclusion are as follows:

Thrive and its employees will operate, at a minimum standard, in compliance with all applicable laws, regulations and codes of practice.

No person or group of persons applying for employment will be treated less favourably than any other person or group of persons because of a protected characteristic.

Employees will not advise, assist, encourage or commit any act which amounts to a breach of discrimination law. 

Thrive will endeavour to provide fair employment opportunities and to make fair employment decisions based on an employee's capability to perform the role. This includes decisions relating to recruitment, promotion, training, remuneration and termination (including redundancies).


Whilst ultimate responsibility lies with Thrive, employees also have a duty to co-operate with the Company to ensure that this policy is effective. Staff are invited to comment on this policy and suggest ways in which it might be improved by contacting Jemima Lovatt.

6.              DISCRIMINATION

You 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), 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: any unwanted physical, verbal or non-verbal conduct that has the purpose or effect of violating a person's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. A single incident can amount to harassment, and also includes treating someone less favourably because they have submitted or refused to submit to such behaviour in the past. This includes sexual harassment and other unwanted conduct related to a Protected Characteristic.  

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.


Action under Thrive’s disciplinary procedures will be taken against any employee who is found to have committed an act of unlawful discrimination, harassment or victimisation. Breaches of the Diversity and Inclusion Policy may be treated as gross misconduct and could render the employee liable to summary dismissal.

Employees should promptly draw the attention of management to suspected discriminatory acts or practices, whether by fellow employees or by workers, clients, suppliers or visitors.

Employees must not victimise, retaliate against or treat less favourably in any way an employee who has made allegations or complaints of any form of discrimination, harassment or victimisation or provided information about such discrimination or harassment.  Such behaviour may be treated as gross misconduct and may result in summary dismissal. Employees should support colleagues who suffer such treatment and are making a complaint.

Employees should be aware that they could be personally liable for their discriminatory acts.

8.              POLICY DATE 

This policy was agreed on 27 April 2021 and will be reviewed annually or when there are substantial organisational changes/changes in legislation. 

Policy review date: 27 April 20

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