Equal Opportunity Policy



Live Futures Ltd aims to be an equal opportunity employer, and has a policy for this purpose.

We recognise our responsibility to both the community and members of its workforce to actively oppose all forms of discrimination faced by women, black and ethnic minorities, lesbians and gay men and people with disabilities. We are committed to undertaking activities within the scope of the Race Relations Act (RRA) 1976, the Sex Discrimination Act (SDA) 1978, the Disability Discrimination Act (DDA) 1995 and the Protection from Harassment Act (PHA) 1997, that will combat direct and indirect discrimination. Everyone will be treated fairly and with respect and will not be disadvantaged as a result of disability, race, gender, social class, sexuality, mental status, nationality, religion, age, membership or non-membership of a trade union.

Our equal opportunities policy is given to all employees on joining the company, and all Live promotional and recruitment material will adhere to our equal opportunities policy as well. The policy will be displayed within the Live handbook, which sits in our office, available to all to read, on the walls of the office. Copies will also be regularly included in staff payslips. We have always been committed to embracing as broad and diverse group of people as possible.

There are clear communications channels within Live, we ensure all employees know who to raise relevant issues and concerns with, and how to do this in total confidence, and changes in the management and reporting structure are always clearly conveyed to all employees.

This policy covers all aspects of employment, from vacancy advertising, selection recruitment and training to conditions of service and reasons for termination of employment.

To ensure that this policy is operating effectively (and for no other purpose) Live maintains records of employees' and applicants' racial origins, gender and disability.

Ongoing monitoring and regular analysis of such records provide the basis for appropriate action to eliminate unlawful direct and indirect discrimination and promote equality of opportunity.

Live's long term aim is that the composition of our workforce should reflect that of the community. Where necessary, special steps, as permitted by the relevant Acts of Parliament, will be taken to help disadvantaged and/or underrepresented groups to compete for jobs on a genuine basis of equality.


Vacancy advertising:

Wherever possible, all vacancies will be advertised simultaneously internally and externally.

Steps will be taken to ensure that knowledge of vacancies reaches underrepresented groups internally and externally.

Wherever possible, vacancies will be notified to job centres, careers offices, schools, colleges, polytechnics, etc, with significant minority group rolls, as well as to minority press/media and organisations.

All vacancy advertisements will include an appropriate short statement on equal opportunity.

Selection and recruitment:

Selection criteria (job description and employee specification) will be kept under constant review to ensure that they are justifiable on non-discriminatory grounds as being essential for the effective performance of the job.

Wherever possible, more than one person must be involved in the selection interview and recruitment process, and all should be aware of equal opportunities.

Positive action - training, promotion and conditions of service:

Underrepresented groups will be encouraged to apply for training and employment opportunities with the company/etc. Wherever possible, special training will be provided for such groups to prepare them to compete on genuinely equal terms for jobs and promotion. However, actual recruitment to all jobs will be strictly on merit.

Wherever necessary, use will be made of lawful exemptions to recruit suitably qualified people to cater for the special needs of particular groups.

Wherever possible, efforts will be made to identify and remove unnecessary/unjustifiable barriers and provide appropriate facilities and conditions of service to meet the special needs of disadvantaged and/or underrepresented groups.


The objectives of this policy are to:

  • Ensure that Live Futures has access to the widest labour market and secures the best employees for its needs.
  • Ensure that no applicant or employee receives less favourable treatment, and that, wherever possible, they are given the help they need to attain their full potential to the benefit of Live Futures and themselves.
  • Achieve an ability-based workforce which is in line with the working population mix in the relevant labour market areas.

The cooperation of all employees is essential for the success of this policy. However, ultimate responsibility for achieving the policy's objectives, and for ensuring compliance with the relevant Acts of Parliament as well as the various Codes of Practice, lies with the Directors - Sam, Gavin and Michelle. Behaviour or actions against the spirit and/or the letter of the laws on which this policy is based will be considered serious disciplinary matters, and may, in some cases, lead to dismissal.