HDC Equal Opportunities Policy

HDC Equal Opportunities Policy

HDC International is proud to announce its commitment to equal opportunities for all people.

Statement of Policy

The aim of this policy is to communicate the commitment of the Board of Directors to the promotion of equality of opportunity in Heritage Destination Consulting Ltd.

It is our policy to provide employment equality to all, irrespective of:

  • Gender, including gender reassignment

  • Marital or civil partnership status

  • Having or not having dependents

  • Religious belief or political opinion

  • Race (including colour, nationality, tribe, ethnic or national origins)

  • Disability

  • Sexual orientation

  • Age

We are opposed to all forms of unlawful and unfair discrimination. All job applicants, employees and others who work for us will be treated fairly and will not be discriminated against on any of the above grounds. Decisions about recruitment and selection, promotion, training or any other benefit will be made objectively and without unlawful discrimination.

We recognise that the provision of equal opportunities in the workplace is not only good management practice, it also makes sound business sense. Our equal opportunities policy will help all those who work for us to develop their full potential and the talents and resources of the workforce will be utilised fully to maximize the efficiency of the organisation.

To whom does the policy apply?

This equal opportunities policy applies to all those who work for the HDC International, including:

  • Job applicants and potential applicants

  • Employees

  • Contract workers

  • Agency workers

  • Trainee workers and students on work experience or placements

  • Volunteer workers

Equality Commitments

HDC International is committed to:

  • Promoting equality of opportunity for all persons

  • Promoting a good and harmonious working environment in which all persons are treated with respect

  • Preventing occurrences of unlawful direct discrimination, indirect discrimination, harassment and victimization

  • Fulfilling all our legal obligations under the equality legislation and associated codes of practice

  • Complying with our own equal opportunities policy and associated policies

  • Taking lawful affirmative or positive action, where appropriate regarding all breaches of equal opportunities policy as misconduct which could lead to disciplinary proceedings


The managing director has specific responsibility for the effective implementation of this policy. Each partner, associate partner and employee also has responsibilities and we expect all our partners and associate partners and employees to abide by the policy and help create the equality environment, which is its objective.

In order to implement this policy we shall:

  • Communicate the policy to anyone who works with, or for HDC Ltd.

  • Incorporate specific and appropriate duties in respect of implementing the equal opportunities policy into job descriptions and work objectives of all staff

  • Provide equality training and guidance as appropriate, including training on induction and management courses

  • Ensure that those who are involved in assessing candidates for recruitment or promotion will be trained in non-discriminatory selection techniques

  • Incorporate equal opportunities notices into general communications practices.

  • Obtain commitments from other persons or organizations such as subcontractors or agencies that they too will comply with the policy in their dealings with our organization and our workforce

  • Ensure that adequate resources are made available to fulfill the objectives of the policy

Monitoring and Review

We will establish appropriate information and monitoring systems to assist the effective implementation of our equal opportunities policy. The effectiveness of our equal opportunities policy will be reviewed regularly and action taken as necessary.


Anyone who believes that they have suffered any form of discrimination, harassment or victimisation are entitled to raise the matter either verbally or in writing to the Managing Director. All complaints of discrimination will be dealt with seriously, promptly and confidentially.

In addition to our internal procedures, employees have the right to pursue complaints of discrimination to an industrial tribunal or the Fair Employment Tribunal, however, employees wishing to make a complaint to a tribunal will normally be required to raise their complaint under our internal grievance procedures first. Every effort will be made to ensure that employees who make complaints will not be victimised. Any complaint of victimisation will be dealt with seriously, promptly and confidentially.

Mr Crispian P. Emberson
Managing Director
30 August 2016

Reviewed annually.
Next review date 30 August 2017