We are committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination. The aim is for our workforce 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.
We will:
- Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
- Not unlawfully discriminate because of the Equality Act 2010, which recognises the following protected characteristics:
- Age
- Disability
- Gender reassignment
- Marriage and civil partnership
- Pregnancy and maternity
- Race (including colour, nationality, and ethnic or national origin)
- Religion or belief
- Sex
- Sexual orientation
- 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
Our commitments:
- Encourage equality, diversity and inclusion in the workplace
- Create a working environment free of bullying, harassment, victimisation and discrimination
- Promote respect for all staff and individual differences
- Ensure the contributions of all staff are recognised and valued.
- Train managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy.
- All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public.
- Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.
- Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, 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.
- Under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.
- Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential
- Make decisions concerning staff based on merit (apart from any necessary and limited exemptions and exceptions allowed under the Equality Act).
- Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
- 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.
Hopscotch is committed to a working environment that is free from any form of harassment by colleagues or others in the nursery, such as parents or outside agencies. Any incident of harassment or bullying will be regarded very seriously and may be grounds for disciplinary action.
Harassment is defined as behaviour that is offensive, intimidating or hostile, which interferes with staff’s working or social environment or which induces stress, anxiety fear or sickness on the part of the harassed person.
Some general examples of harassment may include:
- physical contact ranging from touching to serious assault
- verbal and written harassment through jokes, offensive language, gossip and slander
- bullying and humiliation
- isolation or non-cooperation at work, exclusion from social activities
- visual display of posters, graffiti, obscene gestures, flags and emblems
- intrusion by pestering, spying or following someone
- sexual harassment involving unwanted attention which emphasises sexual status over status as an individual and the inappropriate introduction of sexual comments or activities.
- racial harassment which is any hostile or offensive act by a person of one racial or ethnic origin against a person of another, or incitement to commit such an act.
Bullying and harassment on electronic social media will be treated in the same way as any other form of abuse.
It is important that you begin to make a note of the details of any relevant incidents which have distressed you or if the behaviour persists. You should also include a note of the way in which the incidents cause you to change the pattern of your work or social life.
If you feel you are being subjected to any form of bullying or harassment by a colleague or other third party, you should talk to your manager or other senior member of staff you feel comfortable with. All discussions will be confidential and allegations will be taken seriously. Further action will be taken with your agreement and if appropriate.
Please note that anyone making mischievous or malicious complaints may have disciplinary action taken against them.
Hopscotch Children’s Nurseries is committed to providing a safe and respectful environment for all employees, children, and visitors. This policy outlines our stance on sexual harassment and the procedures for addressing complaints.
Sexual harassment includes any unwelcome sexual advances, requests for sexual favours, and other verbal or physical conduct of a sexual nature that creates an intimidating, hostile, or offensive environment.
Hopscotch Children’s Nurseries has a zero-tolerance policy towards sexual harassment. All complaints will be taken seriously and investigated promptly.
Employees or visitors who experience or witness sexual harassment should report it immediately to their Line Manager or the HR Manager.
All reports and investigations will be handled with the utmost confidentiality to protect the privacy of all parties involved, and an impartial investigation will be conducted to determine the facts and appropriate action.
If sexual harassment is confirmed, appropriate disciplinary action will be taken, up to and including termination of employment.
Support services will be available to those affected by sexual harassment.
It is the responsibility of managers to ensure the policy is enforced and provide training to all employees.
It is the responsibility of employees to adhere to the policy and report any incidents of sexual harassment.
We recognise some employees may require special consideration during their employment.
The nursery adheres to the legal requirements set out in ‘The Management of Health and Safety at Work Regulations’ (1992) and the ‘Equality Act’ (2010).
This policy should be read in conjunction with our wider Health and Safety Policy, which has regard to any employees requiring special consideration at the commencement of employment and during the course of it.
General procedure:
- Assesses any employee requiring special consideration in conjunction with the individual on induction to the nursery or when their condition or special educational needs and/or disability is obtained
- Carries out necessary risks assessments to support the employee
- Agrees with the staff member any necessary special measures such as training and supervision, arrangements, modifications and medical surveillance
- Carries out further assessments and reviews at least annually, or if and when any changes to the special circumstances or environment occur.
We recognise that opportunities for training are not always as accessible to adults with special educational needs or disabilities. Therefore, we are committed to enabling such adults to take advantage of the range of opportunities available.
Hopscotch staff should be assisted in ensuring that adults with disabilities have equal access to a range of choices and opportunities, regarding education, training and employment.
If a member of staff has a special educational needs and/or disabilities, we encourage them to tell us about their condition so that we can consider what reasonable adjustments or support may be appropriate.
Hopscotch Children’s Nurseries is committed to creating an inclusive and supportive environment for all staff members, regardless of their gender identity. The purpose of this policy is to provide guidance and support to colleagues who may wish to transition or affirm their gender in the workplace. It is unlikely that this policy will anticipate every situation that might occur and therefore the needs of each individual must be considered, on a case-by-case basis, as and when the circumstances arise. This policy applies to all employees, volunteers, and contractors at Hopscotch Children’s Nurseries.
All employees have a responsibility to:
- Maintain an awareness of Hopscotch policies regarding trans people.
- Behave in ways that are sensitive to and respectful to others.
- Respect and keep confidential information about any trans or intersex persons, even if they choose to confide in you.
- Use correct names and pronouns.
All Managers have a responsibility to:
- Ensure that this policy is implemented effectively.
- Foster a culture in which compliance with this policy is regarded as integral to the work of Hopscotch.
- Establish and maintain a working environment that provides equality and respect for all employees.
- Take proactive steps to prevent bullying or harassment of trans and intersex employees and act promptly if there is evidence that it is occurring.
- Respect and keep confidential information about any trans or intersex employee, even if they choose to confide in you.
- Not to refer to a trans person’s gender history in local records.
All staff members have the right to be addressed by the name and pronouns that correspond to their gender identity.
Staff members are encouraged to share their preferred name and pronouns with colleagues and management.
Information regarding an individual’s gender identity will be kept confidential and shared only with those who need to know, unless the individual gives explicit permission to share this information more broadly.
Hopscotch will not ask prospective employees for any information regarding their gender history as part of the recruitment process however it may be necessary following provisional offer of employment to make enquiries into previous names and employment history as part of the pre-employment reference and security checks.
Transitioning is a unique process for each individual and may include any number of changes to a person’s life. It should not be assumed that the goal of every individual’s transition is to change their physiology or legal gender.
Additionally, the individual may consider temporary or permanent adjustments which will support their transitioning process. Workplace adjustments should be led by the individual. Any agreed adjustments can be recorded, being mindful of confidentiality. Under no circumstances should information be passed to anyone else without the express permission of the individual who is transitioning.
Not all people undergo surgery as part of the transitioning process, every individual, with medical support, makes the decision that is right for them. Nevertheless, employees may need to attend many appointments and/or undergo a range of medical or surgical procedures related to their transition which requires time away from work.
Where employees are required to be absent from work in circumstances resulting directly from their transitioning process or intersex status, wherever possible appointments should be made outside normal working hours. However, if this is not possible the employee will need to communicate their appointments with their line manager in a timely manner.
Pronouns are the words we use to refer to people’s gender in conversation - for example, ‘he’ or ‘she’. Some people may prefer others to refer to them in gender neutral language and use pronouns such as they/their.
Employees can expect to be referred to by their preferred pronoun be that gender specific or gender neutral.
Hopscotch recognises that unintentional mistakes may occur therefore all employees should be reassured that where they accidentally misgender an employee a simple apology and correction is the best resolution in these circumstances. Where deliberate, persistent or malicious misgendering occurs managers should refer to the bullying and harassment section below.
Any employee who believes they have a complaint to make in relation to this policy may prefer in the first instance to take an informal approach which may include raising the issue with their line manager, a Respect contact, a member of the HR team, or with their countersigning officer to seek a resolution.
If that is not successful or not appropriate, they should refer to the grievance procedure, which identifies informal and formal options to resolution, including mediation.
Discrimination, harassment, or bullying based on gender identity will not be tolerated. Any such incidents will be addressed promptly and appropriately.
All staff members are encouraged to report any instances of discrimination or harassment to management.
The dress code is unisex to accommodate the diverse gender identities of staff members.
Hopscotch Children’s Nurseries will provide access to support services for staff members who may need assistance related to their gender identity.
An open-door policy will be maintained for all staff to discuss any queries related to gender identity with management.
If an employee proposes to change their gender, has started to do so or has already done so, they are protected by the Equality Act (changing gender does not have to include medical processes or intervention).
When reviewing special considerations for transgender employees, we will seek specialist advice and liaise directly with the employee regarding their requirements. For example, we enable employees to inform us of their preferred gender and pronouns, and we treat absence for transitioning in line with our general absence procedures.
Hopscotch is committed to creating an inclusive environment that supports and values neurodiversity among our staff. This outlines our approach to ensuring that neurodiverse employees are fully supported and empowered to thrive in their roles.
We foster a workplace culture that values diversity and encourages open discussions about neurodiversity. Managers are expected to identify and leverage individual strengths, focusing on what employees excel at and enjoy doing.
Where operationally feasible, we offer flexible working hours to accommodate different needs and preferences of neurodiverse staff. While recognizing the challenges in implementing this in a nursery setting, we strive to find creative solutions that balance operational needs with individual requirements.
We provide personalized support, such as mentoring or coaching, to help neurodiverse employees thrive. This includes acknowledging that different staff may require varying levels of support and training. We recognize that motivation factors can differ among individuals and tailor our approach accordingly.
Regular training sessions are conducted for all employees to raise awareness about neurodiversity and promote understanding. These sessions are mandatory and aim to create a more inclusive and supportive work environment.
We commit to using clear and direct communication methods. Where possible, written instructions will be provided to supplement verbal communications. Managers are trained to adapt their communication style to meet the needs of neurodiverse staff.
Where possible, we create quiet, sensory-friendly spaces for employees to use during break times. These spaces are designed to provide a calming environment for those who may need it.
We establish regular check-ins and feedback opportunities to understand the needs and experiences of neurodiverse employees. This allows us to continually improve our support and make necessary adjustments to our practices.
We understand Hopscotch staff may come from a variety of cultural and religious backgrounds and belong to different faiths. Hopscotch is committed to providing opportunities for staff to balance their faith requirements with the demands of work. If you require a room for prayer/reflection, please let your nursery manager know. They will help organise some time for one of the nursery rooms to be used.
People of some faiths cannot pray in a room where images, signs, icons or written materials from other religions are displayed. You may take handheld objects into the room such as prayer beads, prayer or meditation cards and handheld books but items larger than this are generally not possible due to space constraints.
Small prayer mats are permitted but these must be taken on departure.
Notices, posters, leaflets or advertisements for events must not be displayed or left in this room. Any printed material left in the room will be removed.
Part-time and fixed-term employees are treated the same as comparable full-time or permanent employees and enjoy no less favourable terms and conditions (on a pro-rata basis where appropriate), unless different treatment is objectively justified.