1. Policy Statement

Universal Consultancy Global Limited is committed to equality of opportunity, dignity, respect and inclusion in its employment practices and in the education consultancy and university application-support services it provides. We oppose unlawful discrimination, harassment and victimisation and aim to treat applicants, employees, visitors, contractors and other persons fairly and respectfully.

2. Scope

This policy applies to employees, workers, job applicants, applicants using our education consultancy and application-support services, visitors, contractors and others interacting with Universal Consultancy Global Limited.

3. Equality Act 2010

We are committed to acting consistently with the Equality Act 2010 and other applicable law. The protected characteristics under the Equality Act 2010 are:

• Age
• Disability
• Gender reassignment
• Marriage and civil partnership
• Pregnancy and maternity
• Race
• Religion or belief
• Sex
• Sexual orientation

4. Our Commitments

• Promote equality of opportunity and fair treatment.
• Avoid unlawful direct and indirect discrimination.
• Oppose harassment, bullying and victimisation.
• Make reasonable adjustments for disabled people where legally required
  and reasonably practicable.
• Apply fair and objective criteria in recruitment and employment decisions.
• Provide our services without unlawful discrimination.
• Encourage respectful communication and behaviour.
• Review concerns and complaints appropriately.

5. Applicants and Our Services

Our services are designed to assist prospective students from a wide range of backgrounds in exploring higher-education opportunities. We will not unlawfully discriminate when providing information or application support. Admission and eligibility decisions are made by the relevant university or education provider. Entry requirements may legitimately differ between courses and providers and may include academic, professional, language, immigration or other criteria.

6. Disability and Reasonable Adjustments

We will consider reasonable adjustments where required for disabled employees, job applicants, applicants using our services and visitors. Individuals are encouraged to tell us about adjustments they reasonably require so that appropriate arrangements can be considered.

7. Recruitment and Employment

Recruitment, selection, training, development and promotion decisions will be based on relevant skills, qualifications, experience, performance and legitimate requirements of the role. We aim to ensure that job advertisements and selection processes do not unlawfully discriminate.

8. Harassment, Bullying and Victimisation

Harassment, bullying, discriminatory behaviour and victimisation are not acceptable. Concerns should be raised with management so they can be considered and addressed appropriately. No person should be subjected to detrimental treatment because they have raised a genuine equality concern, supported a complaint or exercised a legal right.

9. Marketing and Communications

We aim for our marketing and communications to be respectful, inclusive and free from unlawful discriminatory content. Course and admissions information should accurately reflect that final eligibility and admissions decisions rest with the relevant education provider.

10. Responsibilities

Management is responsible for promoting this policy and addressing concerns appropriately. Employees are expected to treat colleagues, applicants and visitors with dignity and respect and to avoid discriminatory, harassing or inappropriate behaviour.

11. Complaints and Concerns

Anyone who believes they have experienced discrimination, harassment or unfair treatment in connection with our services may contact us. We will seek to consider concerns fairly, sensitively and appropriately. Nothing in this policy removes any statutory rights or external remedies available under law.

12. Monitoring and Review

We may review our practices and this policy periodically to support equality, inclusion and compliance with applicable law. The policy may be updated following changes in legislation, business activities or working practices.

13. Contact