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Equality, Diversity and Inclusion (EDI) Policy​

R2B Training & Consultancy​

Equality, Diversity and Inclusion (EDI) Policy​

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1. Purpose

This policy sets out R2B Training & Consultancy’s approach to equality, diversity and inclusion in our work and relationships.​
It explains our commitment to treating everyone fairly, valuing difference, and preventing unlawful discrimination, harassment and victimisation.​

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2. Scope

This policy applies to:​

  • all R2B staff, associates and contractors

  • all applicants for roles or opportunities with R2B

  • all course participants, clients and suppliers we deal with in the course of business

It covers how we work, recruit, deliver training and consultancy, and interact with others in person and online.​

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3. Our commitment

R2B is committed to:​

  • encouraging equality, diversity and inclusion in all aspects of our work

  • creating a culture where individual differences are recognised, respected and valued

  • providing a working and learning environment free from bullying, harassment, victimisation and unlawful discrimination

  • taking concerns about discrimination or harassment seriously and responding appropriately

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We oppose all forms of unlawful discrimination, including discrimination based on protected characteristics.​

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4. Legal framework and protected characteristics

This policy reflects the Equality Act 2010 and other relevant UK legislation.


We will not unlawfully discriminate because of:​

  • age

  • disability

  • gender reassignment

  • marriage and civil partnership

  • pregnancy and maternity

  • race (including colour, nationality, ethnic or national origin)

  • religion or belief

  • sex

  • sexual orientation

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We also recognise that people may experience disadvantage or exclusion for other reasons, such as socio‑economic status or caring responsibilities, and we will seek to take these into account where we can.​

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5. What equality, diversity and inclusion mean for R2B

For R2B:​

  • Equality means ensuring people are not treated less favourably because of a protected characteristic and that barriers to participation are identified and reduced.

  • Diversity means recognising, respecting and valuing the differences that people bring, and how these enrich our work and learning environments.

  • Inclusion means creating conditions where everyone feels welcome, respected and able to contribute and achieve their potential.

 

We believe that equality, diversity and inclusion are good practice, improve decision‑making and innovation, and make business sense.​

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6. Our commitments in practice

R2B will:​

  • treat everyone with dignity and respect

  • make opportunities for work, collaboration and development based on merit, skills and organisational need

  • design and deliver training and consultancy in ways that are accessible and inclusive wherever reasonably possible

  • consider accessibility needs and reasonable adjustments for participants and staff

  • use inclusive language and materials and avoid stereotypes and assumptions

  • challenge inappropriate behaviours, language or conduct when they arise

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We will keep our practices under review and update them in line with changes in law and good practice.​

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7. Recruitment, selection and engagement

When recruiting or engaging staff, associates or contractors, R2B will:​

  • ensure role descriptions and opportunities focus on skills, experience and essential requirements

  • avoid unnecessary criteria that may disadvantage particular groups

  • make reasonable efforts to advertise and recruit in ways that reach a broad and diverse pool of candidates

  • make decisions based on merit, using fair and transparent criteria

  • consider reasonable adjustments for applicants who request them

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We will keep basic records to understand who applies and who is appointed to help us identify potential barriers or bias over time.​

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8. Training, development and progression

R2B will:​

  • make opportunities for training, development and progression available fairly to staff and associates

  • encourage individuals to develop their skills and reach their potential

  • take account of different learning needs and styles where reasonably possible

  • seek feedback from participants and clients to identify areas for improvement in inclusivity and accessibility

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Decisions about development and progression will be based on capability, performance, potential and business needs.​

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9. Inclusive delivery and learning environment

When designing and delivering training and consultancy, R2B will:​

  • provide ground rules that promote respect and inclusive participation

  • encourage constructive challenge while preventing personal attacks, harassment or hate speech

  • use case studies and examples that reflect a range of people and experiences where appropriate

  • consider accessibility (for example, format of materials, pace of delivery, breaks, opportunities to ask questions)

  • invite participants to share any needs or adjustments in advance where they feel comfortable to do so

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We will respond sensitively where content may be difficult or triggering, and signpost to appropriate support where this is relevant.​

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10. Bullying, harassment and victimisation

R2B does not tolerate bullying, harassment or victimisation.​
This includes unwanted conduct that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.​

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Examples include, but are not limited to:​

  • offensive jokes, slurs or comments

  • unwanted physical contact or sexual advances

  • displaying or sharing offensive material

  • isolating or excluding someone deliberately

  • retaliating against a person for raising a concern or supporting someone else’s complaint

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Concerns can be raised under the Complaints and Concerns Policy, and will be taken seriously and handled sensitively.​

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11. Responsibilities

Business owner / leadership:​

  • lead by example in promoting equality, diversity and inclusion

  • ensure policies and practices support this policy

  • respond to concerns or complaints appropriately

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Staff, associates and contractors:​

  • treat others with dignity and respect

  • help create an inclusive, welcoming environment

  • challenge discriminatory language or behaviour where appropriate, or report concerns

  • complete any EDI‑related learning or updates requested by R2B

Everyone connected with R2B shares responsibility for upholding this policy.​

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12. Raising concerns

Anyone who experiences or witnesses behaviour that may breach this policy is encouraged to raise their concern.​
Concerns can be raised by contacting:

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We will:​

  • take concerns seriously

  • respond in a timely and proportionate way

  • keep information as confidential as reasonably possible, while recognising we may need to share it in order to act

  • ensure that individuals are not victimised for raising genuine concerns

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Where appropriate, issues may also be pursued via external routes (for example, trade unions, professional bodies, or legal advice).​

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13. Monitoring and review

R2B will:​

  • from time to time review available information about our workforce, associates and participants (where provided) to understand diversity and inclusion patterns

  • review this policy at least annually or sooner if there are significant changes in law or good practice

  • consider feedback from staff, associates, participants and clients when improving our EDI approach

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We will use this information to identify any issues and take reasonable steps to address them.​

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14. Document information

Policy owner: R2B Training & Consultancy
Effective date: March 2026
Review date: March 2027
Contact: admin@r2b.uk | 07935 837 937 | https://www.r2b.uk ​

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