Equality and diversity
Nuclear Waste Services is committed to creating a great place to work where everyone feels respected, included and able to thrive.
Inclusion
Nuclear Waste Services is committed to creating a great place to work where everyone feels respected, included and able to thrive. As part of the NDA group, our approach is aligned to the OneInclusion Strategy 2026 to 2030, which sets out a shared ambition to make inclusion part of everyday leadership, decision-making, employee experience and business delivery.
On this page
- Our approach to inclusion
- OneInclusion, our shared group direction
- What inclusion means at NWS
- Our legislative duties
- Protected characteristics
- Public Sector Equality Duty
Our approach to inclusion
Inclusion is for everyone. It is about building fairness, accessibility, belonging and psychological safety into the way we work, so that people can contribute their skills, experience and perspectives to our mission. For NWS, this means making inclusion visible in how we lead teams, design policies and processes, listen to employee voice, support wellbeing and make decisions.
OneInclusion, our shared group direction
- Creating an inclusive culture through leadership, accountability and open conversations.
- Building an inclusive workplace where everyone has fair opportunities to develop and succeed.
- Supporting an inclusive experience, with a focus on wellbeing, belonging and employee voice.
- Using inclusive measurement so we can track progress, learn and keep improving.
The NDA group OneInclusion Strategy describes a move from commitment to consistency, intention to impact, momentum to sustainability and good practice to lasting change. At NWS, we will use this shared framework to help make inclusion a practical and consistent part of how we deliver our work.
Read the NDA group OneInclusion Strategy 2026 to 2030 on GOV.UK
What inclusion means at NWS
Our mission is people-driven. To deliver safely, securely and sustainably, we need workplaces where colleagues feel able to speak up, share ideas, challenge constructively and be themselves. We will continue to strengthen inclusive leadership, support employee networks and listening activity, use workforce and engagement insight responsibly, and embed inclusion across the employee lifecycle.
This approach is grounded in our legal responsibilities under the Equality Act 2010 and the Public Sector Equality Duty, and it goes further by helping us create the conditions where inclusion is part of everyday culture, practice and accountability.
Our legislative duties
Our inclusion approach is underpinned by the Equality Act 2010 and the Public Sector Equality Duty. Together, these duties help ensure we consider equality in how we work, make decisions and support our people.
Protected characteristics
The Equality Act 2010 protects people from discrimination related to the following protected characteristics:
- age
- disability
- gender reassignment
- marriage and civil partnership
- pregnancy and maternity
- race
- religion or belief
- sex
- sexual orientation
Public Sector Equality Duty
The Public Sector Equality Duty requires public bodies, when exercising their functions, to have due regard to the need to:
- eliminate discrimination, harassment, victimisation and any other conduct prohibited by or under the Equality Act 2010
- advance equality of opportunity between people who share a protected characteristic and those who do not
- foster good relations between people who share a protected characteristic and those who do not
We use these duties as a foundation for inclusive practice, alongside the ambitions of the NDA group OneInclusion Strategy.