Equality, Diversity and Inclusion Policy

TIDAL Global Ltd – Equality, Diversity and Inclusion Policy

Version No: 1.3
Date: 29th July 2025

1. Policy Statement

Tidal Global Ltd affirms its full commitment to the principles of equality, diversity, and inclusion (EDI). As an independent training provider, we recognise our legal and moral obligations under the Equality Act 2010 and the Public Sector Equality Duty, and we commit to cultivating an organisational culture in which individuals of all backgrounds and identities feel seen, valued, and safe.

This policy applies across all areas of our organisation including governance, strategic planning, staff recruitment and management, curriculum development and delivery, learner support, marketing, procurement, and partnership work. All individuals interacting with Tidal Global Ltd, including staff, learners, contractors, and external stakeholders, are expected to adhere to the standards and principles of this policy.

Our EDI commitments encompass the full range of protected characteristics defined by law: age, disability, gender reassignment, marriage or civil partnership, pregnancy and maternity, race (including ethnic or national origin, colour, and nationality), religion or belief, sex, and sexual orientation. In addition, we recognise the importance of intersectionality and the impact of socioeconomic background, lived experience, and trauma in shaping access to opportunity.

Tidal Global Ltd adopts a proactive and trauma-informed approach to equality and inclusion. This means ensuring all environments – learning, working, and virtual – are psychologically safe and empowering, and that we do not retraumatise those who have experienced systemic inequality, abuse, or exclusion. We expect our teams to lead with compassion and curiosity, and to embed fairness and equity into every decision.

2. Responsibilities

Leaders and managers have a particular responsibility to champion inclusive values, model inclusive behaviours, and create opportunities for underrepresented voices to influence and shape organisational direction. They are required to ensure that their teams understand and apply this policy, take prompt action to address breaches, and maintain records of decisions where equality considerations apply.

All staff have a duty to treat others with dignity and respect, challenge discrimination, and participate in equality training and professional development as required. Employees must take individual responsibility for their behaviour and be prepared to reflect on and improve their practice in line with this policy. Failure to uphold these standards may result in disciplinary action.

Learners are also expected to contribute to an inclusive and respectful learning environment. All individuals studying with Tidal Global Ltd are required to adhere to the Learner Code of Conduct, which reflects the values of equality, dignity, and respect. Learners who engage in discriminatory behaviour may be subject to disciplinary procedures, including possible withdrawal from their programme.

3. Recruitment

Recruitment and progression processes at Tidal Global Ltd are designed to eliminate bias and promote access for all. Job descriptions and person specifications are regularly reviewed to ensure they are inclusive and essential-criteria driven. Adverts will be actively promoted through diverse channels, and application processes will be accessible to all candidates, with reasonable adjustments made as needed. Interview panels will receive training on inclusive recruitment and unconscious bias. Where possible, panel members will reflect a diversity of backgrounds, and scoring criteria will be standardised and evidence-based.

4. Training and development

Once appointed, all staff will receive an induction that includes a clear understanding of their equality and inclusion responsibilities. Ongoing training is mandatory for all staff and is refreshed annually. Managers will receive additional development in inclusive leadership, trauma-informed supervision, and supporting diverse teams. Periodic audits will assess the effectiveness of our practices and identify opportunities for continuous improvement.

Tidal Global Ltd also ensures that our curriculum and learner engagement activities reflect and promote diversity. Learning resources will be reviewed to ensure they are free from bias and representative of varied perspectives. Curriculum design will embed inclusive pedagogies and recognise the different learning needs and backgrounds of our learners.

We will consult regularly with learners and staff, to ensure our policies and practices reflect their needs and experiences. This feedback will inform service improvements, training content, and leadership decisions. Data on participation, outcomes, and satisfaction will be collected, monitored, and analysed by protected characteristic where possible to identify disparities and inform action.

5. Monitoring and Review

This policy is reviewed annually and updated to reflect changes in legislation, best practice, and organisational development. Breaches of the policy are treated seriously and may lead to disciplinary action in accordance with our procedures. Allegations of discrimination, harassment, or victimisation will be dealt with promptly, fairly, and sensitively, with a focus on support, resolution, and accountability.

Through this policy, Tidal Global Ltd reaffirms its commitment to equality, diversity, inclusion, and trauma-informed practice as essential components of educational excellence, organisational integrity, and social justice.

Approved by:
Caroline Strawson
Director, TIDAL Global Ltd

Date: 29 July 2025