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Diversity and inclusion

1. Purpose, scope and users

The purpose of this policy is to promote diversity and inclusion throughout Source Advisors and strive for fairness, respect and equality of opportunity for staff, from when they join us, throughout their employment lifecycle with regards to: reward and recognition, training and development, appraisal and promotion, to retirement. Making this happen is the responsibility of everyone who works for Source Advisors.

Users of this document are all employees of Source Advisors inside the scope of the ISMS.

2. Reference documents

Equality Act 2010 and all UK Equality legislation

3. Principles

Our aspiration is that our services help eliminate unlawful discrimination, harassment and victimisation; advance equality and foster good equality relations. Source Advisors promotes an inclusive environment, free from discrimination, harassment and victimisation.

We act against any employee or person contracted to Source Advisors who breaches this policy. We provide reasonable adjustments for those with disabilities. We aim for our people and customers to receive fair treatment regardless of:

  • Age
  • Religion or belief
  • Marital/civil partner status
  • Hours of work
  • Sexual orientation
  • Race, ethnicity or national origin
  • Sex
  • Disability
  • Pregnancy/maternity
  • Caste
  • Gender reassignment
  • Nationality
  • Social background
  • Caring responsibility
  • Education
  • Trade union membership
  • Association with any of these characteristics

How will we do this?

Decisions relating to recruitment and employment practices are objective, free from bias and based solely upon work criteria, individual performance and business need.

We provide opportunities for people to tell us what it is like to work for Source Advisors so that we can continually improve the way we work, becoming ever more inclusive.

We utilise everyone’s talents and abilities and value the innovation that diversity brings.

We want to reflect the communities we serve and actively encourage diverse people to join us.

We work closely with our customers and communities to understand their challenges so that we are better and have a positive impact through our design and delivery of services.
We take steps to make sure that our processes and services do not cause disproportionate disadvantage to those with protected characteristics.

Acts of direct or indirect discrimination, victimisation and harassment are considered to be gross misconduct. Such actions may result in disciplinary action in line with Source Advisors disciplinary policy.

Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.


The CEO is responsible for:

Creating an inclusive Culture through their leadership team enabling people to thrive irrespective of their background (Reviewing, leading and delivering inclusion at Source Advisors).

The Management Team is responsible for:

Embedding an inclusive culture, leading by example, visibly influencing inclusion at Source Advisors and leading our industry.

HR is responsible for:

Administering the policy, ensuring it remains in line with legislation and best practice. Facilitating focus groups and training for ED&I.

Analysing our workforce profile, and reporting trends.

Keeping related policies under review and monitoring employment practices.

Supporting and advising Directors to help them champion inclusion in their area.

Line Managers are responsible for:

  • Embedding an Inclusive culture, Implementing and delivering the policy and Strategy in their area of responsibility.
  • Ensuring that their team know their responsibilities and meet these.
  • Addressing any inappropriate behaviour within their team or directed at their team.

Everyone working for Source Advisors is responsible for:

  • Making sure that they fully understand what diversity and inclusion and this policy mean to their role.
  • Working in a way which promotes inclusion in line with the policy and strategy.
  • Acting with respect towards everyone that they come into contact with when working.
  • Challenging unacceptable behaviours and/or reporting this to their people manage.

4. Validity and document management

This document is valid as of May, 2023

The owner of this document is Lynsey Mitchinson, who must check and, if necessary, update the document at least every 12 months.

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