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Equality and Diversity

OL & Edward has no definition of what is the standard human being, we are all equal. Our founders Livia and Olga come from different backgrounds. Our employees must be happy to work with people that are various genders, come from interesting and differentiating cultures. Negative behaviour will not be tolerated and we have a Code of Conduct as well as Whistleblowing Policy that shall protect our workforce, suppliers and the public.


The Equality Act 2010 says indirect discrimination can occur on the grounds of:

  1. Age

  2. Disability (including mental health)

  3. Gender reassignment

  4. Marriage or civil partnership

  5. Pregnancy and maternity

  6. Race

  7. Religion or beliefs

  8. Sex

  9. Sexual orientation

Our Equality Policy can be viewed here. 

We are also very proud to say that we are Disability confident. You can also become a Disability Confident Employer. We are committed to the following 5 actions:

Ensure our recruitment process is inclusive and accessible

  • ensure against discrimination

  • make job adverts accessible

  • provide information in accessible formats (eg large print)

  • accept applications in alternative formats (eg electronically)

Communicate and promote vacancies

  • advertise vacancies through a range of communication channels

  • get advice from Jobcentre Plus, Work Programme providers and local disabled people’s user-led organisations

  • review current recruitment processes

Offer interviews to disabled people

  • Encourage applications from disabled people by offering them an interview if they meet the minimum criteria for the job (this is the description of the job set by the employer).

Anticipate and provide reasonable adjustments as required

  • Make sure disabled people aren’t disadvantaged when applying for and doing their jobs.

Support any existing employee who acquires a disability or long-term health condition to stay in work

  • Retaining an employee who has become disabled means keeping their valuable skills and experience and saves on the cost of recruiting a replacement.

Read about Disability confidence and the case studies here: 

Case study: Gareth at RSBi/City Building in Glasgow

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