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Roffey Park is committed to equal opportunities and encouraging diversity amongst our workforce. Our aim is that our recruitment practices encourage candidates from all sections of society and that each employee feels comfortable in their working environment, respected and able to give of their best. These same principles apply equally to our treatment of our clients, participants and suppliers.


The purpose of this policy is to provide equality and fairness for all, and not to discriminate on the grounds of any protected characteristic under the Equality Act 2010. It also recognises that diversity stretches beyond those aspects protected by law and may include personality type, background, learning style and many other facets of human nature. We see difference as a great strength for our organisation and welcome expression of difference to the good of the individual and of Roffey Park as a whole.


This policy applies to the process of recruitment and selection, promotion, training, conditions of work, pay and benefits and to every other aspect of employment, including general treatment at work and in the termination of employment. We will treat all employees, whether part-time or full -time, permanent or temporary, fairly and with respect. Selection for employment, promotion, training or any other benefit will be on the basis of aptitude and suitability.

Staff who have a disability, whether long-term or recently developed, permanent or temporary, are encouraged to discuss any particular needs, in confidence, with their line manager. This will enable us to assess whether there are any reasonable adjustments that could be made to improve their working conditions to assist in achieving their full potential.

Any employee who believes that Roffey Park has applied inequitable treatment to them within the scope of this policy may raise the matter with their line manager or the Head of HR and, if necessary, may pursue a case through the appropriate grievance procedure. We are concerned to ensure that staff feel comfortable about raising such complaints. No individual will be penalised for raising such a complaint unless the substance of the complaint is untrue or made in bad faith, for example out of malice.

We will challenge discriminatory behaviour and encourage all staff to do the same. Acts of discrimination or abuse of this policy will be regarded as gross misconduct and, if proven, could lead to summary dismissal.


We will monitor the composition of our workforce to measure the effectiveness of this policy. This policy will be implemented through an Action Plan, developed and monitored by a cross-section of staff, including senior management, to measure its impact.

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