19 April 2026
TELT (TransformELT Ltd) recognises the benefits of a diverse workforce and is committed to providing a working environment that is free from discrimination.
TELT will seek to promote the principles of equality and diversity in all its dealings with staff, associates, workers, job applicants, project participants, clients, customers, suppliers, contractors, recruitment agencies and the public.
All TELT staff, associates and those who act on TELT’s behalf are required to adhere to this policy when undertaking their duties or when representing TELT in any other capacity.
Unlawful discrimination of any kind in the working environment will not be tolerated and TELT will take all necessary action to prevent its occurrence.
Specifically, TELT aims to ensure that no employee, associate consultant, job applicant or project participant is subject to unlawful discrimination, either directly or indirectly, on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, caste and ethnic origin), religion or belief (including lack of belief), sex, or sexual orientation.
This commitment applies to all aspects of employment, including:
This commitment extends to the design and delivery of our programmes and services, ensuring that our work is inclusive and accessible to participants from diverse backgrounds.
Where an employee, associate consultant or applicant has a disability, TELT will make reasonable adjustments to working arrangements or practices to ensure they are not placed at a substantial disadvantage.
Equal opportunities practice is developing constantly as social attitudes and legislation change. TELT will review all policies and implement necessary changes where these could improve equality of opportunity.
While positive measures may be taken to encourage under-represented groups to apply for employment opportunities, recruitment or promotion to all jobs will be based solely on merit.
All those engaged in TELT’s work will have equal access to training and other career-development opportunities appropriate to their experience and abilities.
However, TELT will take appropriate positive action measures (as permitted by the Equality Act 2010) to provide specialist training and support for groups that are under-represented in the workforce and encourage them to take up training and career-development opportunities.
TELT will treat seriously all complaints of discrimination made by staff, associates, clients, customers, suppliers, contractors or other third parties and will take action where appropriate.
If you believe that you have been discriminated against, you are encouraged to raise the matter as soon as possible with a Director or by contacting [governance@teltglobal.com].
Allegations regarding potential breaches of this policy will be treated in confidence and investigated thoroughly. If you make an allegation of discrimination, TELT is committed to ensuring that you are protected from victimisation, harassment or less favourable treatment. Any such incidents will be dealt with under TELT’s disciplinary procedures.
If you are accused of unlawful discrimination, TELT will investigate the matter fully.
During the course of the investigation, you will be given the opportunity to respond to the allegation and provide an explanation of your actions.
If the investigation concludes that the claim is false or malicious, the complainant may be subject to disciplinary action.
If the investigation concludes that your actions amount to unlawful discrimination, you will be subject to disciplinary action, up to and including removal from our consultant database without notice for gross misconduct.
TELT may carry out monitoring for the purposes of measuring the effectiveness of its equal opportunities and diversity policy.
As part of TELT’s overall commitment to equality of opportunity, it is fully committed to promoting a fair and harmonious working environment in which everyone is treated with respect and dignity and in which no individual feels bullied, threatened or intimidated. The aim of this policy is to prevent harassment and bullying in the workplace, which includes harassment and bullying by other workers or by third parties you encounter while doing your job.
Under the Worker Protection (Amendment of Equality Act 2010) Act 2023, TELT has a proactive duty to take reasonable steps to prevent sexual harassment of its workers. This includes assessing risks and taking steps to address them before incidents occur.
Harassment or bullying at work in any form is unacceptable behaviour and will not be permitted or condoned and will be viewed as a gross misconduct offence which may result in removal from our database of consultants.
Definition of harassment
Harassment is any unwanted physical, verbal or non-verbal conduct based on sex, sexual orientation, marriage or civil partnership, gender reassignment, religion or belief, age, race or disability which affects the dignity of anyone at work or creates an intimidating, hostile, degrading, humiliating or offensive environment.
Harassment and bullying detract from a productive working environment and can impact on the health, confidence, morale and performance of those affected by it, including anyone who witnesses or has knowledge of the unwanted or unacceptable behaviour.
A single incident of unwanted or offensive behaviour can amount to harassment. Some examples are given below, but many forms of behaviour can constitute harassment:
It should be noted that it is the impact of the behaviour that is relevant and not solely the motive or intent behind it.
Definition of bullying
Bullying is persistent, offensive, abusive, intimidating or insulting behaviour, which, through the abuse of power, makes the recipient feel upset, threatened, humiliated or vulnerable.
Bullying can be a form of harassment and can undermine an individual’s self-confidence and self-esteem and cause them to suffer stress.
Bullying can take the form of physical, verbal and non-verbal conduct. As with harassment, there are many examples of bullying, which can include:
Bullying can occur in the workplace and outside of the workplace at events connected to the workplace, such as social functions or business trips.
You have the right to work in an environment which is free from any form of harassment or bullying. TELT recognises your right to complain about harassment or bullying should it occur. All complaints will be dealt with seriously, promptly and confidentially.
Every effort will be made to ensure that, when you make a complaint, you will be protected from further acts of bullying and harassment. If others also give evidence or information in connection with the complaint, they equally will be protected. Perpetrators of these acts will be subject to disciplinary action which may warrant removal from our consultant database.
You have a responsibility to help ensure a working environment in which the dignity of everyone is respected. You must comply with this policy, and you should ensure that your behaviour to colleagues and anyone connected to TELT does not cause offence and could not in any way be considered to be harassment or bullying.
You should discourage harassment and bullying by making it clear that you find such behaviour unacceptable. You should also support colleagues who suffer such treatment and are considering making a complaint. You must immediately alert a Director or contact [governance@teltglobal.com] if you witness or become aware of any incident of harassment or bullying, to enable TELT to deal with the matter promptly and effectively.
TELT will ensure that adequate resources are made available to promote respect and dignity in the workplace and to deal effectively with complaints of harassment and bullying. This policy and procedure will be communicated effectively to all staff and associates, and TELT will ensure that all those engaged in its work are aware of their responsibilities. Appropriate training, where necessary, will be provided.
TELT delivers programmes across diverse legal, cultural and social contexts. Our equality principles apply wherever we operate. Where local legislation provides greater protection than UK law, we will comply with the higher standard. All associate consultants engaged on international programme delivery are expected to uphold these standards.
This policy should be read alongside TELT’s Safeguarding Policy, which addresses the protection of children and vulnerable adults in the context of programme delivery.
This policy is reviewed annually by the Directors and updated as required to reflect changes in legislation, organisational practice or sector expectations.
Current version approved by Sarah Mount, Director, on 19 April 2026.
TELT (TransformELT Ltd)
6 Hamilton Court, Trafalgar Square, Norwich, Norfolk, NR14 7WS
Company No. 10684195, registered in England and Wales
Email: [governance@teltglobal.com]
Website: teltglobal.com
