Policy Statement

COMI Health Ltd is committed to fostering an organisational culture that is predicated on the principles of equality, diversity, and inclusion. We recognise that a workplace free from discrimination and bias not only enhances productivity but also ensures compliance with ethical and legal standards. As an employer and service provider, we are dedicated to embedding equality into all facets of our operations, ensuring that no individual is disadvantaged due to characteristics protected under UK law. Our policy reflects the statutory requirements outlined in the Equality Act 2010, while also aligning with contemporary best practices in corporate social responsibility and inclusive governance. By institutionalising robust mechanisms for accountability, monitoring, and continuous development, we aim to cultivate a dynamic working environment where individuals are empowered to thrive.

Scope

This policy extends to all individuals engaged with COMI Health Ltd, including employees, job applicants, contractors, volunteers, service users, and external partners. It governs employment conditions, professional interactions, service delivery, remuneration structures, career progression pathways, training and development programmes, and disciplinary frameworks. Furthermore, it encompasses workplace culture, communication protocols, and strategic partnerships to ensure that equality is consistently upheld at all levels of organisational decision-making. The policy is integral to our corporate ethics and applies across all national and international operations where applicable.

Legal and Regulatory Compliance

COMI Health Ltd adheres to the highest legal standards in promoting equal opportunities, ensuring strict compliance with statutory frameworks, including but not limited to:

• Equality Act 2010 – Establishes a comprehensive framework protecting individuals from discrimination, harassment, and victimisation based on nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.
• Human Rights Act 1998 – Reinforces fundamental civil liberties, guaranteeing the right to equal treatment and protection from discriminatory practices.
• Employment Rights Act 1996 – Outlines the legal entitlements of employees concerning fair treatment, contractual obligations, and safeguards against workplace injustices.
• Rehabilitation of Offenders Act 1974 – Promotes equitable treatment for individuals with past convictions, ensuring reintegration opportunities without undue prejudice.
• Public Sector Equality Duty (PSED) – Mandates that public service providers proactively eliminate discrimination, advance equality of opportunity, and foster good relations among diverse groups.
• UK Data Protection Act 2018 and GDPR – Governs the secure and ethical handling of personal data, particularly in the monitoring and reporting of diversity and inclusion metrics.

Organisational Responsibilities

The implementation and success of this policy rely on the collective commitment of all stakeholders within COMI Health Ltd:

• Senior Leadership and Board of Directors are responsible for embedding equality principles within strategic objectives and ensuring regulatory compliance.
• Managers and Supervisors are accountable for enforcing the policy, identifying areas for intervention, and addressing any violations through appropriate remedial measures.
• Employees and Contractors are expected to uphold the policy’s principles, challenge discriminatory practices, and actively contribute to an inclusive workplace.
• The Human Resources Department oversees the execution of fair recruitment, development, and retention strategies, ensuring alignment with equality standards.

Elimination of Discrimination and Harassment

Discriminatory behaviours, whether direct or indirect, are strictly prohibited within COMI Health Ltd. This includes associative and perceptive discrimination, harassment, and failure to implement reasonable accommodations for individuals with disabilities. Our commitment to a zero-tolerance approach ensures that all complaints of discriminatory conduct are investigated with diligence, impartiality, and procedural fairness. Any confirmed breaches of this policy will result in proportionate corrective action, up to and including termination of employment or contractual relationships.

Equitable Recruitment, Selection, and Career Progression

We recognise that fair recruitment and career progression are fundamental to achieving workplace equity. Therefore, our selection procedures adhere to best practices by:

• Implementing non-discriminatory, competency-based evaluation criteria for all job applicants.
• Ensuring that job descriptions, person specifications, and selection methodologies are free from bias and are representative of a diverse workforce.
• Facilitating inclusive hiring panels and structured interview processes.
• Providing necessary adjustments to accommodate candidates and employees with disabilities.
• Offering transparent and merit-based promotion frameworks to support career development.

Learning, Training, and Professional Development

COMI Health Ltd is committed to facilitating lifelong learning and professional development opportunities for all employees. We ensure equitable access to training programmes, leadership pathways, and skills enhancement initiatives, regardless of background. Our approach includes mentorship schemes, diversity awareness workshops, and targeted initiatives designed to bridge gaps in representation across leadership tiers. Training content is regularly updated to reflect evolving legislative frameworks and organisational priorities.

Workplace Adjustments and Accessibility Initiatives

Reasonable adjustments will be made to accommodate employees and service users with disabilities, ensuring their full participation in workplace activities and service engagements. Adjustments may include adaptive technologies, ergonomic modifications, flexible work arrangements, and alternative communication formats. We assess requests on a case-by-case basis, ensuring alignment with statutory obligations and best-practice guidelines in disability inclusion.

Monitoring, Data Collection, and Policy Review

The effectiveness of this policy is subject to continuous evaluation through structured monitoring processes, periodic workforce analytics, and stakeholder feedback. COMI Health Ltd undertakes regular diversity audits to assess employment patterns, identify systemic barriers, and develop targeted interventions. All data collection initiatives comply with GDPR and the Data Protection Act 2018 to safeguard personal information while ensuring transparency in our equality commitments.

Mechanisms for Reporting and Redress

All employees, contractors, and service users have access to a structured grievance mechanism to report instances of discrimination, harassment, or any deviation from equality standards. Complaints may be raised via designated reporting channels, including direct escalation to management, Human Resources, or an independent complaints panel. COMI Health Ltd guarantees the confidentiality of all reports and ensures protection against retaliation for those who raise legitimate concerns. Investigations will be conducted with integrity, impartiality, and adherence to procedural fairness.

Commitment to Evolution and Best Practices

We acknowledge that equality, diversity, and inclusion are dynamic areas requiring continuous refinement. COMI Health Ltd actively participates in national and sector-wide discussions on best practices, benchmarking its strategies against leading equality frameworks. We engage in collaborative initiatives with external bodies, conduct independent evaluations of our policies, and implement adaptive measures to sustain an environment that fosters equity and inclusivity.

Policy Governance and Review

• Approved by: Mickael Iqbal
• Position: Director
• Date: 31/01/2025

Next Review Date: 30/01/2027