Section 1.0 About Us

AliumBlue is a niche partnership of experienced regulated infrastructure sector specialists, providing expert advice to large infrastructure organisations in road, rail, energy, and water. Our Partners are a group of people with a common ethic and complimentary experiences, we work as a collective to offer professional services at a strategic level to support clients in better decision making. We apply and share our knowledge of strategic and regulatory planning, risk and operational management, governance and best practice with our clients.

Section 2.0 About this document

This document sets out our approach to complying with the Equality Act 2010 and providing equality, fairness, and respect for everyone that works for and with the partnership. We are committed to offering everyone the same and best opportunity to succeed and grow.

Legal Framework 

Equality Act 2010

Section 3.0 Responsibility for the policy

The partnership has overall responsibility for ensuring this policy complies with its equality, diversity, and inclusion responsibilities, and that all those under its control comply with it.

• The partnership has primary and day-to-day responsibility for implementing this policy, monitoring its use and effectiveness, dealing with any queries about it and reviewing its effectiveness in ensuring we are countering the risk of inequality and maintaining the inclusivity of the business
• The partnership will lead by example in promoting and upholding the principles of equality, diversity, and inclusion.
• The partnership will respect and value each other’s differences.
• The partnership will ensure adequate resources are allocated to implement this policy effectively.

Section 4.0 Principles

The partnership does not accept any form of discrimination against any of the protected characteristics under the Equality Act 2010, we follow all the principles set out below:

4.1 Equality

• The partnership ensures fair treatment and equality of opportunity for all.
• We prohibit discrimination on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex, and sexual orientation.
• Oppose and avoid all forms of unlawful discrimination in relation to:
  • 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

4.2 Diversity 

• The partnership recognises and value the differences and unique contributions of all individuals.
• We encourage diverse perspectives and approaches to enhance decision-making and problem-solving.

4.3 Inclusion

• The partnership creates an environment where everyone feels welcomed, supported, and able to participate fully.
• We promote a culture of respect and belonging where individual differences are valued.

Section 5.0 Our Commitments

The partnership is fully committed to implementing this policy and commits to:

5.1 Partnership and Employment Practices

• Reviewing employment practices and procedures when necessary to ensure fairness and update them and the policy to take account of changes in the law.
• Recruitment, selection, and promotion will be conducted based on merit, skills, and experience.
• Making decisions concerning partners and staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act 2010).
• Ensure job advertisements and recruitment processes are inclusive and accessible.
• Providing opportunities for training, development, and progress to all, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the effectiveness and efficiency of the partnership.
• Encouraging equality, diversity, and inclusion in the partnership as they are good practice and make business sense.

5.2 Working Environment

• Foster a supportive and inclusive working environment.
• Creating a working environment free of bullying, harassment, victimisation, and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all individuals are recognised and valued.
• Implement reasonable adjustments to accommodate the needs of individuals with disabilities.
• Promote work-life balance and flexible working arrangements where possible.

5.3 Training and Development

• Encourage continuous learning and development in EDI practices.
• Ensuring everyone understands they can be held liable for acts of bullying, harassment, victimisation, and unlawful discrimination, in the course of their employment, against fellow partners, employees, customers, suppliers and the public.
• Maintain focus on the make-up of the partnership regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity, and inclusion, and in meeting the aims and commitments set out in this equality, diversity and inclusion policy.
• Taking seriously every complaint of bullying, harassment, victimisation and unlawful discrimination by fellow partners, employees, customers, suppliers, visitors, the public and any others during the organisation’s work activities. Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 is a criminal offence.
• Provide clear procedures for reporting and handling such complaints.

Section 6.0 Compliance with the policy

We must all ensure that we read, understand, and comply with this policy.

• The prevention, detection and reporting of any failures to meet the requirements of this policy in any part of the partnership is the responsibility of all of us

6.1 Breach of the policy

Any partner or associate found to have breached this policy will be subject to disciplinary action.

• Any partner found to be conducting business in a manner which would cause the partnership to be in breach of this policy or the Equality Act 2010, will be asked to leave the partnership.

Section 7.0 Communication Monitoring and Opportunity 

This policy is communicated to all our Partners and Associates and is available to other interested parties upon request. This policy and the associated business management system is reviewed annually to ensure that it remains appropriate to our strategic direction and is suitable, adequate and effective.

The Company will regularly monitor the effects of selection decisions and personnel and pay practices and procedures to assess whether equal opportunity is being achieved. This will also involve considering any possible indirectly discriminatory effects of its working practices. If changes are required, the Company will implement them. 

Policy authorised by

Signature         Adrian Rees    Wendy Staden    Adrian Kennedy    Vicky Allen    James Elliott    

Name                 Adrian Rees, Wendy Staden, Adrian Kennedy, Vicky Allen, James Elliott

Date                   1st July 2024