As a business, we depend on a fusion of identities, characteristics, backgrounds, and cultures to fully appreciate our people and our customers.

Recruit openly: We ensure transparency and objectivity of our recruitment opportunities and processes.
Respect for difference: We strive to create an inclusive culture where people can just be themselves.
Reject stereotypes: We get to know people as individuals and don’t typecast or generalise.
Remove barriers: We identify, confront and eliminate anything preventing people from achieving their full potential.
Reward on merit: We forge a level playing field, ensuring we determine reward by contribution and value.

FGH is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination.
The aim is for our teams to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.
The company is also committed against unlawful discrimination of customers or the public.


1. Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time

2. Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:

  • age
  • disability
  • gender reassignment
  • marriage or civil partnership
  • pregnancy and maternity
  • race (including colour, nationality, and ethnic or national origin)
  • religion or belief
  • sex
  • sexual orientation

3.  Oppose and avoid all forms of unlawful discrimination. This includes in:

  • 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


1. Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense.

2. Create 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 employees are recognised and valued. Discrimination can also manifest itself through Bullying or Harassment.  These forms of conduct are dealt with in the company’s Bullying and Harassment Policy.

This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include employees conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.

All employees should understand they, as well as the company, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, during their employment, against fellow employees, customers, suppliers and the public.

3.  Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others during work activities.

Such acts will be dealt with as misconduct under the company’s grievance and/or disciplinary policies, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

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 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

4. Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.

5. Make decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).

6. Review employment practices and procedures when necessary to ensure fairness and update them and the policy to take account of changes in the law.

7. Monitor the make-up of the workforce 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 the equality, diversity and inclusion policy.

Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.


The equality, diversity and inclusion policy is fully supported by the senior management team and has been agreed with trade unions and/or employee representatives.


Details of the company’s Grievance and Disciplinary policies/procedures can be found on the company intranet. This includes information regarding how and with who an employee should raise a grievance – usually their line manager.

Use of the company’s Grievance or Disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal.