Master Bridle Fitting | Specialist Bit Fitting | Saddle fitting

Precision Fitting for Peak Performance

Covering Northamptonshire and surrounding areas

07359 205538

Anti-Discrimination and Equal Opportunities Policy

 

Last Updated January 2026

 

 

Policy Statement

The Fitted Horse is committed to providing services, employment opportunities (if applicable), and conducting business in a manner that is fair, inclusive, and free from discrimination, harassment, and victimization.

 

We believe that:

  • Everyone deserves to be treated with dignity, respect, and fairness
  • Diversity enriches our community and strengthens our business
  • Discrimination in any form is unacceptable and will not be tolerated
  • Equal opportunities benefit everyone—clients, staff, partners, and the wider equestrian community

 

This policy applies to:

  • All client interactions and service provision
  • Employment and recruitment (current and future)
  • Business partnerships and supplier relationships
  • Marketing and communication
  • All aspects of our business operations

 

We are committed to creating an environment where everyone feels welcome, valued, and respected, regardless of their background or characteristics.

 

Legal Framework

This policy is designed to comply with and exceed the requirements of:

Equality Act 2010

  • Prohibits discrimination based on protected characteristics
  • Requires reasonable adjustments for disabled people
  • Promotes equality of opportunity

Human Rights Act 1998

  • Protects fundamental rights and freedoms
  • Right to be free from discrimination

Other Relevant Legislation:

  • Employment Equality Regulations
  • Data Protection Act 2018 / UK GDPR
  • Health and Safety at Work Act 1974

 

We comply with all applicable equality and anti-discrimination legislation.

 

 

Protected Characteristics

 

Under the Equality Act 2010, it is unlawful to discriminate against someone based on the following protected characteristics:

 

The Nine Protected Characteristics

1. Age

  • Protection from discrimination based on age (young or old)
  • All age groups deserve equal treatment and respect

2. Disability

  • Physical or mental impairment with substantial, long-term effect on ability to carry out normal daily activities
  • Includes visible and invisible disabilities
  • Learning disabilities, neurodivergence, chronic conditions, mental health conditions

3. Gender Reassignment

  • Protection for people who are transitioning or have transitioned
  • Includes people who identify as transgender or non-binary

4. Marriage and Civil Partnership

  • Protection from discrimination based on marital or civil partnership status
  • Applies to those who are married or in civil partnerships

5. Pregnancy and Maternity

  • Protection during pregnancy and maternity leave
  • Protection from discrimination due to pregnancy or having recently given birth

6. Race

  • Colour, nationality, ethnic or national origin
  • Protection for all racial and ethnic backgrounds

7. Religion or Belief

  • Any religion, religious or philosophical belief
  • Includes lack of religion or belief (atheism, agnosticism)

8. Sex (Gender)

  • Protection from discrimination based on being male, female, or non-binary
  • Equal treatment regardless of gender

9. Sexual Orientation

  • Protection regardless of sexual orientation (lesbian, gay, bisexual, heterosexual, etc.)
  • Equal treatment for all

 

The Fitted Horse is committed to ensuring no one experiences discrimination, harassment, or victimisation based on any of these characteristics.

 

Types of Discrimination

 

Direct Discrimination

Definition: Treating someone less favourably than another person because of a protected characteristic.

Examples:

  • Refusing service to someone because of their race
  • Charging different prices based on gender
  • Declining to employ someone because of their age
  • Treating a client differently because of their disability

Our Commitment: We will never directly discriminate against anyone based on protected characteristics.

 

Indirect Discrimination

Definition: A policy, practice, or rule that applies to everyone but disadvantages people with a particular protected characteristic.

Examples:

  • Requiring all clients to climb stairs to access services (disadvantages disabled people) when alternative access could be provided
  • Scheduling all appointments at times that conflict with religious observances without flexibility
  • Communication only in English without reasonable alternatives when needed

 

Our Commitment: We will review our practices to ensure they don't indirectly discriminate and will make reasonable adjustments where needed.

 

Harassment

Definition: Unwanted conduct related to a protected characteristic that violates dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment.

Examples:

  • Making racist jokes or comments
  • Unwanted comments about someone's appearance related to protected characteristics
  • Displaying offensive images or materials
  • Intrusive questions about someone's personal life related to protected characteristics

 

Our Commitment: Harassment will not be tolerated. We will take immediate action if harassment occurs.

 

Victimisation

Definition: Treating someone unfavourably because they have made or supported a complaint about discrimination or harassment.

Examples:

  • Refusing service to someone who previously made a discrimination complaint
  • Treating someone differently after they supported another person's complaint
  • Penalizing someone for raising equality concerns

 

Our Commitment: We will not victimise anyone for raising legitimate concerns about discrimination.

 

Discrimination by Association

Definition: Discriminating against someone because they are associated with someone who has a protected characteristic.

Examples:

  • Treating someone differently because their family member is disabled
  • Discriminating against someone because their friend is from a different race
  • Treating a client unfavorly because their partner is transgender

 

Our Commitment: We treat everyone as individuals and do not discriminate by association.

 

Discrimination by Perception

Definition: Discriminating against someone because you think they have a protected characteristic, even if they don't.

Examples:

  • Treating someone differently because you assume they are gay
  • Discriminating based on perceived disability
  • Making assumptions about someone's religion and treating them differently

 

Our Commitment: We base our interactions on respect for all individuals, not assumptions about their characteristics.

 

 

Service Provision - Equal Treatment for All Clients

 

Client Services

We commit to:

✅ Providing services to all clients regardless of protected characteristics

✅ Equal quality of service for everyone—no one receives inferior service based on who they are

✅ Same pricing and terms for all clients (no discriminatory pricing)

✅ Respectful communication with all clients at all times

✅ Addressing individual needs through reasonable adjustments where required

✅ Creating welcoming environment where everyone feels comfortable and valued

 

 

 

Examples in Practice:

  • Female, male, and non-binary clients receive identical service quality
  • Clients of all ages treated with equal respect and professionalism
  • Services provided regardless of race, religion, sexual orientation, or any other protected characteristic
  • Appointments scheduled flexibly to accommodate different needs where reasonably possible
  • Communication adapted to ensure accessibility (e.g., clear communication for those with hearing difficulties)

 

Accessibility and Reasonable Adjustments

For Clients with Disabilities:

Under the Equality Act 2010, we have a duty to make reasonable adjustments to ensure disabled people can access our services.

Reasonable Adjustments May Include:

✅ Communication Adjustments:

  • Providing information in alternative formats (large print, email rather than phone)
  • Allowing extra time for communication
  • Using clear, simple language when requested
  • Written confirmation of verbal discussions

✅ Appointment Adjustments:

  • Longer appointment times if needed
  • Scheduled breaks during consultations
  • Flexible timing to accommodate medical appointments or care needs
  • Conducting consultations in locations that are accessible

✅ Physical Adjustments:

  • Meeting at ground level if client cannot access yards with steps/uneven ground
  • Providing seating during consultations
  • Adjusting work environment for sensory sensitivities (e.g., quiet location for those with sensory processing issues)

✅ Support and Assistance:

  • Welcoming assistance animals (guide dogs, etc.)
  • Allowing support persons to attend appointments
  • Providing additional explanations or demonstrations
  • Extra patience and understanding

Requesting Adjustments:

Clients are encouraged to inform us of any accessibility needs or required adjustments:

  • At time of booking
  • In advance where possible
  • We will discuss options and agree on appropriate adjustments
  • No judgment, no problem—adjustments are about ensuring equal access

What is "Reasonable":

Adjustments must be reasonable considering:

  • Effectiveness in overcoming the disadvantage
  • Practicability of making the adjustment
  • Cost and resources available
  • Health and safety considerations

We err on the side of being accommodating and will work creatively to ensure services are accessible.

 

Language and Communication

Respectful Language:

We commit to using:

  • Respectful, inclusive language with all clients
  • Correct names and pronouns as specified by clients
  • Language that doesn't make assumptions about people's characteristics
  • Non-stereotypical communication

We avoid:

  • Assumptions about gender, marital status, family structure
  • Stereotypes about age, ability, or background
  • Outdated or offensive terminology
  • Microaggressions or "banter" that could be hurtful

Examples:

  • Using "partner" rather than assuming "husband" or "wife"
  • Asking "what pronouns do you use?" if uncertain rather than assuming
  • Not making assumptions about physical ability based on appearance
  • Respectful questions rather than intrusive curiosity about personal characteristics

 

If We Make Mistakes:

We're human and may occasionally use incorrect language unintentionally:

  • We appreciate being corrected
  • We will apologize and use correct language going forward
  • We will learn from the experience
  • Mistakes don't excuse ongoing incorrect usage

 

Religious and Cultural Considerations

We respect diverse religious and cultural practices:

✅ Appointment Scheduling:

  • Flexibility around religious observances where reasonably possible
  • Understanding of different cultural expectations around time and scheduling
  • Accommodating prayer times or religious commitments

✅ Dress and Appearance:

  • Respecting religious dress (hijabs, turbans, religious jewelry, etc.)
  • No discrimination based on religious appearance
  • Understanding cultural norms around modesty and interaction

✅ Dietary and Lifestyle:

  • Respecting different dietary requirements if refreshments offered at events
  • Understanding cultural differences in communication styles
  • Acknowledging different approaches to animal care based on cultural background (within welfare boundaries)

 

Balancing Religious Expression with Service Provision:

While we respect all religions and beliefs:

  • We maintain our commitment to horse welfare above all
  • We do not impose our beliefs on clients
  • We do not allow religious or cultural practices that compromise horse welfare
  • Respectful dialogue when beliefs differ

 

 

Employment Practices (Current and Future)

 

Recruitment and Selection

If/when The Fitted Horse employs staff or contractors:

We commit to:

✅ Merit-Based Selection:

  • Hiring based on skills, qualifications, experience, and suitability for role
  • Objective, transparent recruitment process
  • Same criteria applied to all candidates

✅ Non-Discriminatory Job Descriptions:

  • Focus on essential requirements only
  • Avoid unnecessary requirements that could discriminate
  • Use inclusive language
  • Encourage applications from diverse candidates

✅ Accessible Application Process:

  • Application methods accessible to disabled candidates
  • Reasonable adjustments during interview process
  • Clear communication about requirements
  • Flexibility in interview scheduling where reasonable

✅ Fair Interviewing:

  • Structured interviews with consistent questions
  • Multiple interviewers where possible
  • Questions focused on job requirements, not personal characteristics
  • No inappropriate or discriminatory questions

 

We Will NOT: 

❌ Discriminate based on protected characteristics 

❌ Ask inappropriate questions (e.g., about plans for children, marital status, health unless directly relevant and lawful) 

❌ Make assumptions about suitability based on stereotypes 

❌ Exclude candidates without legitimate, non-discriminatory reasons

 

Terms and Conditions of Employment

All employees/contractors will receive:

✅ Equal pay for equal work (regardless of gender or other characteristics) ✅ Same terms and conditions applied fairly to all 

✅ Equal access to training and development opportunities 

✅ Fair consideration for promotion based on merit 

✅ Protection from discrimination, harassment, and victimization

 

Workplace Environment

We will create:

✅ Inclusive, respectful workplace culture 

✅ Zero tolerance for discrimination or harassment 

✅ Clear reporting mechanisms for concerns 

✅ Support for staff experiencing discrimination 

✅ Regular equality training and awareness

 

Reasonable Adjustments for Employees

For disabled employees or those with other needs:

✅ Workplace adjustments (equipment, workspace modifications) 

✅ Flexible working arrangements where possible 

✅ Adjusted duties or schedules as needed 

✅ Time off for medical appointments

✅ Phased return to work after illness 

✅ Support and understanding

 

Business Relationships and Partnerships

 

Suppliers and Partners

When selecting suppliers, partners, or collaborators:

✅ We do not discriminate based on protected characteristics 

✅ We prefer to work with businesses that share our equality values 

✅ We expect partners to comply with equality legislation 

✅ We will challenge discriminatory practices in business relationships

 

Professional Referrals

When referring clients to other professionals (vets, dentists, trainers, etc.):

✅ Referrals based on professional competence and suitability 

✅ No discrimination in who we recommend 

✅ We aim to recommend professionals who share inclusive values 

✅ We listen to client preferences while maintaining professional standards

 

 

Events and Collaborations

When organizing or participating in events:

✅ Events designed to be inclusive and accessible 

✅ Discrimination not tolerated at events 

✅ Accessibility considered in venue selection 

✅ Diverse participation welcomed and encouraged 

✅ Clear anti-discrimination stance communicated

 

 

Marketing and Communication

 

Inclusive Marketing

Our marketing materials:

✅ Represent diversity where possible (in images, examples, testimonials) ✅ Use inclusive language that doesn't exclude or stereotype 

✅ Avoid stereotypes about who rides horses or needs fitting services 

✅ Accessible formats (readable fonts, alt text on images, captions on videos) 

✅ Don't make assumptions about target audience characteristics

Examples:

  • Images showing riders/horse owners of different ages, genders, abilities, backgrounds
  • Language that doesn't assume all riders are young, able-bodied, or any particular gender
  • Testimonials from diverse client base (with consent)
  • Content accessible to those with visual or hearing impairments

 

Social Media

On our social media platforms:

✅ Inclusive, welcoming community 

✅ Zero tolerance for discriminatory comments 

✅ Moderation of abusive or discriminatory content 

✅ Celebrating diversity in equestrian community 

✅ Challenging stereotypes and discrimination where appropriate 

✅ Accessible content (captions, alt text, clear fonts)

 

We will:

  • Delete discriminatory comments
  • Block users engaging in harassment or hate speech
  • Support inclusive equestrian initiatives
  • Use our platform to promote equality

 

Website Accessibility

Our website strives to be accessible:

✅ Compliance with Web Content Accessibility Guidelines (WCAG) 

✅ Readable fonts and appropriate contrast 

✅ Alt text for images 

✅ Clear navigation 

✅ Mobile-friendly design 

✅ Accessible contact methods (multiple options)

See our Accessibility Statement for full details.

 

 

Handling Discrimination Concerns

 

Reporting Discrimination

If you experience or witness discrimination involving The Fitted Horse:

 

How to Report:

📧 Email: emma@thefittedhorse.co.uk
📱 Phone: 07359 205538
💬 In Person: During appointments or meetings

 

What to Include:

  • Description of what happened
  • When and where it occurred
  • Who was involved
  • Any witnesses
  • How it affected you
  • What resolution you're seeking

Confidentiality:

  • Reports handled confidentially
  • Information shared only on need-to-know basis
  • Your privacy protected throughout process

 

 

Investigation Process

When discrimination is reported:

Step 1: Acknowledgment (Within 24-48 hours)

  • Confirm receipt of complaint
  • Explain process and timeline
  • Provide support information

Step 2: Initial Assessment (Within 5 working days)

  • Review details of complaint
  • Determine if formal investigation needed
  • Identify immediate actions required

Step 3: Investigation (Timeline depends on complexity)

  • Gather information from all parties
  • Speak with witnesses if applicable
  • Review relevant evidence
  • Maintain impartiality throughout

Step 4: Outcome (Within 28 days of initial report, or as soon as reasonably possible)

  • Determine whether discrimination occurred
  • Decide on appropriate action
  • Communicate outcome to complainant
  • Implement any necessary changes

Step 5: Follow-Up

  • Monitor situation
  • Ensure no victimization
  • Review policies if needed
  • Learn from experience

 

Possible Outcomes

If discrimination is found:

Actions may include:

  • Apology to affected person
  • Training or re-training
  • Changes to policies or procedures
  • Disciplinary action (if employee/contractor involved)
  • Termination of business relationship (if appropriate)
  • Referral to authorities if serious or illegal

If discrimination is not substantiated:

  • Explanation of findings
  • No action against complainant (unless malicious false claim)
  • Review of situation to prevent future concerns
  • Opportunity for dialogue

 

Appeals

If you're unsatisfied with the outcome:

  • Right to appeal decision
  • Appeal made in writing within 14 days
  • Appeal reviewed by independent party where possible
  • Decision communicated within 21 days
  • External options explained (see below)

 

External Recourse

If internal process doesn't resolve the issue:

Equality and Human Rights Commission (EHRC):

Advisory, Conciliation and Arbitration Service (ACAS):

  • For employment-related discrimination
  • Website: www.acas.org.uk
  • Helpline: 0300 123 1100

Citizens Advice:

Legal Action:

  • Right to pursue legal action in appropriate courts or tribunals
  • Time limits apply (usually 3-6 months depending on issue)
  • Legal advice recommended

 

 

Promoting Equality

Proactive Equality Measures

We don't just avoid discrimination—we actively promote equality:

✅ Regular Training:

  • Equality and diversity awareness
  • Unconscious bias recognition
  • Inclusive communication
  • Disability awareness
  • Cultural sensitivity

✅ Policy Reviews:

  • Annual review of all policies through equality lens
  • Checking for indirect discrimination
  • Updating based on best practice
  • Seeking feedback from diverse perspectives

✅ Accessibility Audits:

  • Regular review of service accessibility
  • Identifying barriers to access
  • Implementing improvements
  • Consulting with disabled people and communities

✅ Community Engagement:

  • Supporting inclusive equestrian initiatives
  • Celebrating diversity in horse world
  • Challenging stereotypes about who belongs in equestrian sport
  • Encouraging participation from underrepresented groups

 

Monitoring and Data

We monitor our practices to ensure equality:

What We Monitor:

  • Diversity of client base (where information voluntarily provided)
  • Accessibility requests and adjustments made
  • Complaints or concerns about discrimination
  • Feedback on inclusivity of services

Why We Monitor:

  • Identify any patterns of inequality
  • Assess effectiveness of equality measures
  • Demonstrate commitment to equality
  • Inform improvements and changes

Data Protection:

  • All monitoring complies with UK GDPR
  • Data collected and used lawfully
  • Anonymized where possible
  • Secure storage and limited access

 

 

Continuous Improvement

We commit to:

✅ Learning from feedback and experiences 

✅ Staying current with equality best practices 

✅ Challenging ourselves to do better 

✅ Listening to marginalized voices 

✅ Being open about our shortcomings

✅ Taking action to improve continuously

 

We recognise:

  • We won't always get it right
  • We have blind spots and biases to overcome
  • Equality is a journey, not a destination
  • Feedback and criticism help us improve
  • Actions matter more than intentions

 

 

Specific Commitments

 

Age

We commit to:

  • Treating clients of all ages with equal respect
  • Not assuming younger clients are less knowledgeable or serious
  • Not assuming older clients are less capable or tech-savvy
  • Providing appropriate communication for all age groups
  • Valuing the perspectives and experiences of all ages

We recognise:

  • Experience comes at all ages
  • Young people can be highly knowledgeable
  • Older people bring valuable wisdom
  • Age diversity enriches the equestrian community

 

Disability

We commit to:

  • Making reasonable adjustments to ensure accessibility
  • Not making assumptions about what disabled people can or cannot do
  • Listening to disabled people about their needs
  • Celebrating disabled riders and horse owners
  • Challenging ableist attitudes in equestrian sport

We recognise:

  • Disability takes many forms (visible and invisible)
  • Disabled people are experts in their own experiences
  • Accessibility benefits everyone
  • Horses don't discriminate—neither should we

Para-Equestrian Support:

  • Welcoming para-riders and understanding adaptive equipment
  • Learning about para-equestrian needs and equipment
  • Celebrating achievements of disabled riders
  • Supporting inclusive equestrian sport

 

Gender and Gender Identity

We commit to:

  • Treating all genders equally
  • Using correct names and pronouns
  • Not making assumptions based on appearance
  • Respecting non-binary and gender-diverse identities
  • Creating welcoming environment for transgender clients

We recognise:

  • Gender is diverse and personal
  • Everyone deserves respect regardless of gender identity
  • The equestrian world should be inclusive of all genders
  • Pronouns and names matter

Practical Approaches:

  • Asking pronouns rather than assuming
  • Using gender-neutral language where appropriate ("they" rather than "he or she")
  • Including diverse gender options on forms (not just male/female)
  • Supporting transgender clients through transition
  • Challenging gender stereotypes in horse world

 

Race and Ethnicity

We commit to:

  • Welcoming people of all races, ethnicities, and nationalities
  • Challenging racism in equestrian sport
  • Celebrating diversity in the horse community
  • Being aware of cultural differences
  • Educating ourselves about racism and anti-racism

We recognise:

  • Equestrian sport has historically lacked diversity
  • Barriers exist for people from ethnic minority backgrounds
  • Representation matters
  • We have a role in making the equestrian world more inclusive

Anti-Racism:

  • Zero tolerance for racist language or behavior
  • Active opposition to racism, not passive non-racism
  • Listening to and amplifying voices of people of color
  • Supporting initiatives that increase diversity in equestrian sport

 

Religion and Belief

We commit to:

  • Respecting all religions and beliefs (including lack of belief)
  • Not imposing our beliefs on others
  • Accommodating religious practices where reasonably possible
  • Understanding cultural and religious diversity

We recognise:

  • People have diverse religious and philosophical beliefs
  • Religious dress and practices deserve respect
  • Scheduling may need to accommodate religious observances
  • Respectful dialogue when beliefs differ

Balancing Beliefs:

  • Our horse welfare principles are non-negotiable
  • We respect beliefs that don't compromise horse welfare
  • Honest discussion when conflicts arise
  • Seeking mutually acceptable solutions

 

Sexual Orientation

We commit to:

  • Equal treatment regardless of sexual orientation
  • Using inclusive language (partner, spouse, rather than assuming heterosexual relationships)
  • Celebrating LGBTQ+ individuals in equestrian community
  • Creating safe, welcoming environment for LGBTQ+ clients

We recognise:

  • Love is love—all relationships deserve respect
  • LGBTQ+ people face discrimination that we must actively oppose
  • Visibility and representation matter
  • Allyship means action, not just words

Supporting LGBTQ+ Community:

  • Pride support where appropriate
  • Challenging homophobic, biphobic, or transphobic language
  • Including diverse relationships in examples and materials
  • Being informed about LGBTQ+ issues and terminology

 

 

Intersectionality

 

Understanding Intersectionality

People have multiple identities that intersect:

Example: A disabled, black, lesbian woman experiences the world differently than each individual characteristic might suggest. Her experiences are shaped by the intersection of disability, race, gender, and sexual orientation.

 

We commit to:

  • Understanding that discrimination can be compounded
  • Recognizing complex, intersecting identities
  • Not reducing people to single characteristics
  • Listening to lived experiences
  • Tailoring support to individual circumstances

We recognise:

  • One-size-fits-all approaches don't work
  • People face different barriers and challenges
  • Privilege and disadvantage are complex
  • Individual experiences are unique

 

 

Training and Awareness

 

Equality Training

Ongoing training in:

  • Equality and diversity awareness
  • Unconscious bias recognition and mitigation
  • Disability awareness and etiquette
  • Cultural sensitivity and competence
  • LGBTQ+ awareness and inclusion
  • Anti-racism
  • Inclusive communication
  • Reasonable adjustments

Training frequency: Annual minimum, plus updates as needed

 

Self-Education

Personal commitment to:

  • Reading and learning about equality issues
  • Listening to marginalized voices
  • Challenging own biases and assumptions
  • Staying informed about current issues
  • Seeking feedback and being open to growth

 

 

Accountability

 

Responsibility

Owner/Director Responsibility:

  • Emma (business owner) takes personal responsibility for equality
  • Setting tone and culture of inclusivity
  • Ensuring policies are implemented
  • Leading by example
  • Addressing discrimination promptly

Everyone's Responsibility:

  • All staff, contractors, and associates (current and future) responsible for upholding policy
  • Clients expected to treat others respectfully
  • Suppliers and partners expected to comply with equality principles

 

Consequences of Discrimination

If discrimination occurs:

By The Fitted Horse:

  • Immediate investigation
  • Sincere apology
  • Corrective action
  • Policy review and improvement
  • Learning and change

By Employee/Contractor:

  • Investigation
  • Disciplinary action up to and including dismissal
  • Retraining or support if appropriate
  • Termination of contract for serious breaches

By Client:

  • Discussion and education if appropriate
  • Warning for first offense (depending on severity)
  • Refusal of service for serious or repeated discrimination
  • Reporting to authorities if illegal discrimination or hate crime

By Supplier/Partner:

  • Raising concerns with them
  • Requesting changes
  • Termination of business relationship if necessary
  • Reporting if appropriate

 

Policy Communication

 

Availability

This policy is:

  • Published on our website
  • Available on request
  • Provided to all staff/contractors
  • Referenced in our Terms and Conditions
  • Mentioned in marketing materials

 

Client Awareness

Clients are informed:

  • Our commitment to equality
  • How to raise concerns
  • What to expect from us
  • Their rights and responsibilities

 

 

 

Policy Review

 

Review Schedule

This policy is reviewed:

  • Annually (minimum)
  • After any discrimination incident
  • When legislation changes
  • When best practice evolves
  • Following feedback or concerns

 

Updates

Policy updated:

  • To reflect legal changes
  • To incorporate learning from experience
  • To improve clarity and effectiveness
  • To address gaps or weaknesses

 

.

Contact Information

 

Questions or Concerns

For questions about this policy or to raise concerns:

📧 Email: emma@thefittedhorse.co.uk
📱 Phone: 07359 205538
🌐 Website: www.thefittedhorse.co.uk

 

External Support and Guidance

Equality and Human Rights Commission (EHRC):

Citizens Advice:

ACAS (Employment Issues):

 

 

Our Promise

 

The Fitted Horse promises:

🤝 To treat everyone with dignity and respect

🤝 To provide equal opportunities and access to all

🤝 To create welcoming, inclusive environment

🤝 To challenge discrimination wherever we encounter it

🤝 To listen, learn, and improve continuously

🤝 To celebrate diversity in the equestrian community

🤝 To be accountable for our commitments

 

We believe the horse world should be accessible and welcoming to everyone. Horses don't discriminate—they judge us on how we treat them, not on our age, gender, race, disability, or any other characteristic.

 

Let's create an equestrian community that reflects that same openness and acceptance.

 

This Anti-Discrimination and Equal Opportunities Policy reflects our commitment to fairness, dignity, and respect for all people.

Everyone deserves to be treated equally. Everyone belongs in the horse world.

© The Fitted Horse 2025. All rights reserved.

 

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