Diversity, Equality and Inclusion (DEI) Policy
Our Commitment
At CoverMe, we are committed to fostering a workplace and community where diversity, equity and inclusion are at the core of everything we do. As we connect fitness professionals and health clubs, we celebrate the unique backgrounds, perspectives and experiences that strengthen our team and our platform.
We embrace diversity in all forms, including race, ethnicity, gender, age, sexual orientation, ability, religion and socio-economic background, and are dedicated to providing equal opportunities for all employees, contractors and partners. We foster a culture where everyone feels respected, valued and empowered to contribute, and we hold ourselves accountable to these principles through regular review of our policies and practices.
The sections below set out how this commitment is put into practice, including the legal framework we follow and how to raise a concern.
1. Purpose
The purpose of this policy, and its associated procedures, toolkits and other guidance documents, is to outline CoverMe’s commitment to eliminating inequality and discrimination as well as promoting a diverse and inclusive working environment for all.
This policy covers all individuals working at all levels and grades, including directors, senior managers, employees, part-time, casual and fixed-term employees (collectively referred to as “employees” in this policy), and extends to contractors and consultants. It also applies to customers, sub-contractors, suppliers and any other individual to which we provide services.
2. Aims
CoverMe’s aim is to recruit, promote and train the best person for the job and to create a working environment free from discrimination, victimisation and harassment in which all employees are treated with dignity and respect.
We oppose all forms of unlawful or unfair discrimination on the grounds of race, sex or gender identity, sexual orientation, marital or civil partnership status, religion or belief, disability, age or employment status. All employees have the same opportunities for training, development and promotion, based on ability, experience, behaviour and work performance.
3. Responsibilities
Equality and diversity at work is everyone’s responsibility. All employees, irrespective of position, are expected to:
- Co-operate with any measures introduced to ensure equality, diversity and inclusion in the workplace.
- Report any discriminatory acts or practices immediately.
- Not induce or attempt to induce others to practice unlawful discrimination.
- Not victimise anyone who has reported or provided evidence of discrimination.
- Not harass, abuse, bully or intimidate others.
- Have read, understand and comply with this policy.
Managers and Heads of Department are responsible for ensuring their teams are aware of this policy and act in response to discrimination, harassment or victimisation raised to them. Senior Managers/Directors are responsible for the overall implementation of the policy. Human Resources is responsible for ensuring the policy is adequately implemented, monitored and maintained, and that appropriate training is provided.
4. Legislation
This policy takes account of relevant legal standards. The key law informing our approach to Equality, Diversity and Inclusion is the Equality Act 2010, which harmonises and strengthens earlier discrimination legislation including the Equal Pay Act 1970, Sex Discrimination Act 1975, Race Relations Act 1976, Disability Discrimination Act 1995, and the Employment Equality Regulations on religion or belief, sexual orientation and age.
The Equality and Human Rights Commission (EHRC) Statutory Code of Practice in Employment (2011) also informs our approach. While the Code does not impose separate legal obligations, it can be used as evidence in legal proceedings brought under the Act.
5. Definitions
Protected Characteristics: it is against the law to discriminate against someone because of a protected characteristic — age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex (or gender), and sexual orientation.
Direct Discrimination: treating someone less favourably because of a protected characteristic, their association with someone who has one, or a perception that they have one.
Indirect Discrimination: a condition, rule, policy or practice that applies to everyone but particularly disadvantages people who share a protected characteristic and cannot be objectively justified.
Victimisation: subjecting someone to a detriment because they have exercised rights under this policy or the Equality Act, including bringing or supporting a complaint.
Harassment: unwanted conduct related to a protected characteristic that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.
6. Equality & Diversity in the Workplace
The principles in this policy apply consistently across the whole organisation. This section outlines our approach to the protected characteristics.
6.1 Age
No one will be treated less favourably because of their age. All instances of age discrimination must be dealt with appropriately.
6.2 Disability
We are committed to treating disabled employees with respect and dignity, and to making reasonable adjustments to enable employment and continued employment wherever possible. Where reasonable adjustments cannot be made (for example, where physical features of a building cannot be changed and a safe working environment cannot be provided), decisions will be based on the individual’s ability to do the job and a genuine consideration of reasonable adjustments. Contact Human Resources in these circumstances.
6.3 Sex (or Gender Identity)
No one will be treated less favourably because of their sex or gender identity, which includes male, female, neither, both, transgender, or other gender identities.
6.4 Gender Reassignment
No one will be treated less favourably because they have or are undergoing gender reassignment. Contact Human Resources for further advice and support.
6.5 Marriage and Civil Partnership
No one will be treated less favourably because of their marital or civil partnership status.
6.6 Pregnancy and Maternity
No one will be treated less favourably because they are pregnant, expecting a baby, or on maternity leave. Please refer to the company’s Maternity Policy and Procedure.
6.7 Race
No one will be treated less favourably because of their race, colour, nationality (including citizenship), or ethnic or national origin.
6.8 Religion or Belief
No one will be treated less favourably because of their religion or belief, including a lack of religion.
6.9 Sexual Orientation
No one will be treated less favourably because of their sexual orientation.
Human Resources must be contacted in all instances of discrimination being observed or raised by others, to ensure the situation is dealt with appropriately.
7. Equality & Diversity in Recruitment and Selection
Our recruitment and selection procedures are designed to be objective and based on merit and apply to internal and external recruitment activity including job advertisements, selection procedures, interviews, and appointments, as well as promotion and transfer of existing employees.
8. Expected Behaviours
We aim for a working environment free from discrimination, harassment and victimisation, and have a zero-tolerance approach to bullying or harassment on the grounds of a protected characteristic. Examples of behaviour that will not be tolerated include discriminatory comments or gestures, ridiculing or demeaning someone, threatening or harassing conduct, unfair treatment, misuse of position or power, display of offensive material, and any failure to treat others with dignity and respect.
9. Raising Concerns
Any employee with questions or concerns about discrimination in the workplace is encouraged to raise them with their line manager or Human Resources. This may be dealt with informally in the first instance; formal complaints should use the Grievance Procedure. Concerns will be treated in the strictest confidence, disclosed only as necessary to conduct a full investigation, with any necessary disclosure explained to the complainant.
Any breach of this policy is treated as a serious matter and may result in disciplinary action up to and including summary dismissal. Serious acts of unlawful discrimination or harassment may also constitute a criminal offence. False allegations made in bad faith will be dealt with under the Disciplinary Procedure.
10. Associated Policies
This policy should be read alongside other relevant policies, including the Equal Opportunities, Grievance and Disciplinary Policies and Procedures.
See also our Modern Slavery Policy and Privacy Policy.
Accountability and Continuous Improvement
We hold ourselves accountable to these principles through regular review of our policies and practices, and we welcome feedback and new ideas on how to advance equality, diversity and inclusion at every level of CoverMe.