Guidance

Equality, Diversity and Inclusion

Published 27 October 2026

Policy Statement

Nuclear Waste Services (NWS) is committed to creating a great place to work where people feel valued, respected, included and can perform at their very best. We will ensure that we are creating a safe, accessible and inclusive working environment where each of us are valued for who we are, as well as what we do, and how we do it. 

We are mindful of our obligations as a public body subject to the Equality Act 2010 and public sector equality duty requirements to ensure we proactively integrate equality considerations in all our activities.

Key Principles

Our NWS Equality, Diversity and Inclusion Strategy for 2022-2025 sets out our goals, and commitments, and, how progress will be measured aligning to this policy. 

In linking our 5 strategy themes to this policy, the key principles include:

Inclusive leadership and culture – Leaders set the tone and we expect them to actively champion inclusion and role model inclusive and ethical behaviours in their everyday interactions.

Workforce diversity – Attracting, recruiting, developing, and retaining the skills and talent we need over the coming years calls for us to be a modern diverse and inclusive employer. We will seek to improve the diversity of our workforce as part of our journey to become representative of modern Britain.

Embedding Equality, Diversity & Inclusion into the employee life cycle - Inclusion will be embedded into our core people processes and we will continually review our employment policies to ensure they promote equality and fairness.

Respect, dignity, and employee voice – Employee experiences and insights will help to shape our strategy, policies, and interventions. We will actively seek feedback on our culture, employee experience through engagement and wellbeing surveys, employee listening forums and focus groups, employee networks and trade union representatives

Flexibility, agility and smarter working – Aligning to our flexible working policy and smarter working handbook,  departmental requirements and site operational needs will be the primary criteria in determining the expected location of work including blended and flexible working arrangements. We’ll operate on the principles of mutual trust and confidence ensuring an inclusive approach to all requests.

These principles apply to all NWS employees, NDA partners, external stakeholders, contractors, suppliers, agency staff and all other persons  engaged to work with NWS

This policy does not form part of any contract including any contract of employment and NWS may amend it at any time.

NWS encourages and embraces diversity amongst its colleagues and seeks to achieve equity in the experience, progression and achievement of staff through the implementation of transparent policies, practices and procedures.

NWS promotes a working environment free from discrimination, harassment, bullying and victimisation and has a zero tolerance approach to any behaviour’s that  fall short of expected standards of behaviour both in the workplace or outside of the workplace in a work-related context

We expect everyone to promote and embrace an inclusive culture. Acting with integrity is a core NWS value;  everyone working for NWS should take responsibility for their own behaviour ensuring they treat others with respect and dignity. We have a culture where everyone feels able to call out or report behaviour they feel is unacceptable to them and be confident that their concerns will be taken seriously.

In exercising its policies, practices, procedures and other functions, NWS will have due regard to its duties under the Equality Act 2010 and Public Sector Equality Duty which include:

• Eliminate discrimination, harassment and victimisation and other conduct prohibited by the Act

• Advance equality of opportunity between people who share a protected characteristic and those who do not

• Foster good relations between persons who share a relevant protected characteristic and persons who do not share it.

Under the Act, protected characteristics are: Age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex, sexual orientation and – for the discrimination element of the duty only – marriage and civil partnership.

This is our legal duty, however, we aim to apply the principles of the duty to all employees and not only employees who share a protected characteristic as detailed in the act.

We will seek to collect and use equality information to help us to:

• Identify what the key equality issues are for our organisation

• Understand the impact of our policies, practices and decisions on people with different protected characteristics

• Engage with employees, partners and communities, as appropriate

• Prepare and publish a ED&I strategy and annual progress reports

• Ensure appropriate Equality Impact Assessments are conducted aligning to new and revised policies, processes and guidance

Roles and Responsibilities: The Board, Leaders, line managers and employees have a specific role in the application of our Equality, Diversity and Inclusion policy, supported by the HR Team.  It is important that everyone fully understands their role and responsibilities to aid transparency, consistency, and effective communication.

Board Members: The Board are responsible for ensuring NWS fulfils its obligations as outlined in schedule 19 of the Equality Act 2010. The Board will champion, lead by example and actively promote Equality, Diversity and Inclusion across NWS.

Leaders and Management Responsibilities: Ensure that they have appropriate knowledge of the Equality Act 2010 and the Public Sector Equality Duty and how it applies in practice across NWS

Seek advice and support from the HR Team when unsure or unclear

Ensure that employees understand the key principles of our NWS Equality, Diversity and Inclusion Policy, appropriate elements of the Equality Act 2010 and our duties under the Public Sector Equality Duty.

Promote equity within their everyday roles

Identify appropriate training needs and signpost learning and development opportunities as required

Actively incorporate a Equality, Diversity and Inclusion SMART objective as part of the annual performance development review cycle for both themselves and members of their team.  Ensure these objectives are measured as half and year end.

Employee Responsibilities

• Every employee has a personal responsibility for ensuring they are aware of how the Equality, Diversity and Inclusion policy impacts their role and employment and the application of the key principles
• Seek advice from the line manager in the first instance if the policy principles are unclear
• Take active steps to challenge discrimination, harassment and report instances to management or HR
• Actively incorporate a Equality, Diversity and Inclusion SMART objective as part of the annual performance development review cycle

Human Resources Team Responsibilities

It is everyone’s responsibility to adhere to the Equality Policy. The HR Team will provide advice and guidance for line managers and employees in the application of the equality policy and the procedures and processes that underpin the key principles.

• Ensure that line managers and employee(s) are provided with appropriate, legally compliant, meaningful advice, and guidance in relation to the Equality, Diversity and Inclusion policy
• Provide assistance in meetings between line managers and employees as applicable
• Ensure that all employees are signposted to the Equality, Diversity and Inclusion policy as part of their induction into NWS and monitor and provide regular learning and development on the application the policy
• Regularly review the Equality, Diversity and Inclusion policy in line with employment legislation or operational changes and to ensure that all people policies are Equality Impact assessed.