Equality & Diversity

Waddington Legal Limited trading as Waddington Turner Wall (WTW) Solicitors, Michael Bower Equine Law and Foster Law Solicitors is committed to avoiding discrimination in its dealings with:

• Clients
• Directors
• Employees
• All other third parties that have dealings with our company.

Diversity

The company is committed to promoting diversity in its professional activities.

Facilities

Facilities presently available for those with mobility issues at our Keighley office:

• Free off street parking
• Permanent ramp to front door
• Disabled toilet on ground floor
• Ground floor interview room accessible from reception for those with restricted mobility or those who use a wheelchair
• Out of hours and home appointments available (by prior arrangement).

Facilities presently available for those with mobility issues at our Skipton (Broughton Estate) office:

• Free onsite parking
• Out of hours and home appointments available (by prior arrangement).
• Please note: The office is located on the first floor of the building and this is accessed by a flight of stairs.

Equality

Everyone is expected and required to treat all others equally and with the same attention, courtesy and respect regardless of their:

• race or racial group (including colour, nationality and ethnic or national origins);
• sex (including marital or co-habiting status, gender reassignment, pregnancy, maternity and paternity);
• sexual orientation (including civil directorship status);
• religion or belief;
• age; and
• disability.

In addition, we will ensure that nobody with whom the company has dealings will suffer any substantial disadvantage through any disability that they might have. The company is committed to making reasonable adjustments for those with a disability in relation to job opportunities, promotion and training within the firm and the provision of services to clients.

Monitoring & Review

This policy will be monitored periodically by the directors to judge its effectiveness. The firm has appointed Lisa Wood, Managing Director, to be responsible for the operation of the policy. In particular, the directors will monitor the ethnic and gender composition of existing staff and of applicants for jobs (including promotion), and the number of people with disabilities within these groups, and will review its equal opportunities policy in accordance with the results shown by the monitoring.

If changes are required, the directors will implement them.

For further information please go to the UK Government website :

https://www.gov.uk/guidance/equality-act-2010-guidance