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Equality, Diversity & Inclusion Policy

Our comprehensive approach to building an equitable, diverse, and inclusive workplace and supply network.

Last updated 26 December 2025

Policy Statement

World of Textiles UK LTD is committed to building and maintaining a workplace that is respectful, inclusive, and diverse. We recognize that a diverse workforce and inclusive culture are essential to our success and align with our core values of fairness, respect, and integrity.

We are committed to providing equal opportunities in all aspects of employment and business operations, and we do not tolerate discrimination, harassment, or victimization of any kind.

Purpose and Scope

This policy applies to all employees, workers, contractors, agency staff, consultants, directors, and anyone else working on behalf of World of Textiles UK LTD. It covers all stages of employment including recruitment, training, promotion, terms and conditions, disciplinary and grievance procedures, and termination.

We comply with all applicable equality legislation, including but not limited to:

  • The Equality Act 2010
  • Human Rights Act 1998
  • Employment Rights Act 1996
  • Part-time Workers Regulations
  • Fixed-term Employees Regulations

Protected Characteristics

We provide equal opportunities and prohibit discrimination based on the following protected characteristics:

  • Age - treating someone unfavorably because of their age
  • Disability - including physical or mental impairment that has a substantial and long-term adverse effect
  • Gender reassignment - where someone is transitioning or has transitioned gender
  • Marriage and civil partnership - discrimination against married people or civil partners
  • Pregnancy and maternity - unfair treatment during pregnancy, maternity leave, or related
  • Race - including color, nationality, ethnic or national origins
  • Religion or belief - including religious and philosophical beliefs, or lack thereof
  • Sex - discrimination based on gender
  • Sexual orientation - discrimination based on being heterosexual, gay, lesbian, or bisexual

Our Commitments

World of Textiles UK LTD commits to:

Recruitment and Selection

  • Advertise vacancies to a diverse audience where reasonably practicable
  • Ensure job descriptions and person specifications are non-discriminatory
  • Use objective, job-related criteria for recruitment decisions
  • Offer interviews to applicants with disabilities who meet minimum criteria
  • Provide reasonable adjustments throughout the recruitment process
  • Train those involved in recruitment on fair selection techniques

Learning and Development

  • Provide equal access to training and development opportunities
  • Support career progression for all employees regardless of background
  • Offer mentoring and sponsorship programs
  • Regularly review training needs across all groups
  • Make reasonable adjustments to training delivery methods

Working Environment

  • Promote a culture of respect, dignity, and inclusion
  • Celebrate diversity through awareness days and educational initiatives
  • Provide accessible facilities and working arrangements where possible
  • Make reasonable adjustments for disabled employees
  • Monitor workplace culture through surveys and feedback mechanisms

Pay and Benefits

  • Apply equal pay for work of equal value
  • Regularly review pay structures to identify and address any disparities
  • Ensure benefits are accessible and inclusive
  • Publish gender pay gap data in accordance with legal requirements

Flexible Working

  • Consider all flexible working requests fairly and objectively
  • Support employees with caring responsibilities
  • Enable work-life balance through flexible arrangements where operationally feasible

Responsibilities

Senior Management

  • Demonstrate visible commitment to EDI principles
  • Ensure adequate resources are allocated to EDI initiatives
  • Review and approve EDI policies and strategies
  • Hold managers accountable for EDI performance

Line Managers

  • Implement this policy within their teams
  • Address discriminatory behavior promptly and effectively
  • Ensure fair treatment in all management decisions
  • Support employees who raise concerns
  • Identify and remove barriers to inclusion

All Employees

  • Treat colleagues, customers, and stakeholders with respect and dignity
  • Challenge inappropriate behavior and language
  • Participate in EDI training and initiatives
  • Report incidents of discrimination or harassment
  • Support colleagues from diverse backgrounds

Forms of Discrimination

We prohibit all forms of unlawful discrimination, including:

Direct Discrimination

Treating someone less favorably because of a protected characteristic.

Indirect Discrimination

Applying a provision, criterion, or practice that disadvantages people with a protected characteristic.

Harassment

Unwanted conduct related to a protected characteristic that violates dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment.

Victimization

Subjecting someone to a detriment because they have made or supported a complaint about discrimination.

Discrimination by Association

Discrimination against someone because they associate with a person who has a protected characteristic.

Discrimination by Perception

Discrimination based on the perception that someone has a protected characteristic, whether or not this is true.

Reasonable Adjustments

We will make reasonable adjustments for disabled employees or job applicants to ensure they are not substantially disadvantaged. Examples include:

  • Modifying premises or equipment
  • Reallocating duties or altering working hours
  • Providing additional training or supervision
  • Allowing time off for medical appointments or rehabilitation
  • Acquiring or modifying equipment
  • Providing information in accessible formats
  • Allowing home working or flexible schedules

Employees should discuss potential adjustments with their line manager or HR at the earliest opportunity.

Reporting and Addressing Concerns

How to Report

If you experience or witness discrimination, harassment, or victimization:

  1. Informal Resolution - Speak directly to the individual if you feel comfortable doing so, explaining that their behavior is unwelcome
  2. Report to Manager - Raise the issue with your line manager or another senior manager
  3. Formal Complaint - Submit a formal grievance using our grievance procedure
  4. Confidential Reporting - Contact HR directly at info@worldoftextiles.com
  5. Whistleblowing - Use our whistleblowing procedure for serious concerns

Investigation Process

  • All complaints will be taken seriously and investigated promptly
  • Investigations will be conducted confidentially and impartially
  • Appropriate action will be taken based on findings
  • Complainants will be informed of outcomes where appropriate
  • Support will be provided to all parties during the process

Protection from Retaliation

We will not tolerate retaliation against anyone who raises a genuine concern about discrimination or harassment, or who participates in an investigation. Any retaliation will be treated as a serious disciplinary matter.

Consequences of Breaches

Breaches of this policy will be dealt with under our disciplinary procedure and may result in:

  • Formal warning
  • Final written warning
  • Demotion or transfer
  • Dismissal for gross misconduct
  • Legal action where appropriate

Serious breaches may constitute gross misconduct and lead to summary dismissal.

Monitoring and Review

We will:

  • Monitor the composition of our workforce by protected characteristics
  • Analyze recruitment, promotion, training, and exit data
  • Conduct regular pay equity reviews
  • Survey employees on workplace culture and inclusion
  • Set measurable EDI objectives and track progress
  • Publish diversity data annually
  • Review this policy at least annually or following significant changes

Training and Awareness

We provide:

  • EDI awareness training for all employees during induction
  • Regular refresher training on equality and inclusion
  • Unconscious bias training for managers and recruitment panels
  • Specific training on handling discrimination complaints
  • Educational resources on diversity topics

Supply Chain and Partners

We expect our suppliers, contractors, and business partners to:

  • Share our commitment to equality and inclusion
  • Comply with applicable equality legislation
  • Treat their employees and workers fairly
  • Not engage in discriminatory practices

We reserve the right to terminate relationships with partners who fail to meet these standards.

Further Support and Guidance

For questions about this policy or EDI matters:

External support is available from:

  • ACAS (Advisory, Conciliation and Arbitration Service): 0300 123 1100
  • Equality and Human Rights Commission: 0808 800 0082
  • Citizens Advice Bureau: Advice on employment rights and discrimination

Policy Review

This policy will be reviewed annually or following:

  • Changes in legislation
  • Significant organizational changes
  • Findings from monitoring or investigations
  • Best practice developments

Approved by: Senior Management Team Next Review Date: December 2026