Equal Opportunities Policy

1. Policy commitment

Luma Education Recruitment is committed to promoting equality, valuing diversity and providing fair and inclusive opportunities for all. As an organisation supplying professionals to education settings, we recognise our responsibility to make sure our employment and recruitment practices promote fairness, dignity and respect at every stage.

No candidate, Worker, employee, learner or stakeholder will be treated less favourably because of age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation (the protected characteristics under the Equality Act 2010). Our practices also reflect our safeguarding responsibilities in education settings.

2. Purpose

This policy sets out how we comply with the Equality Act 2010 and related legislation, and how we help schools, nurseries and other education settings build inclusive, diverse workforces.

3. Scope

• All employees and directors of Luma Education Recruitment

• Job applicants, candidates and registered Workers

• Temporary and agency Workers placed by Luma

• Volunteers and contractors

• Partner education providers, clients and stakeholders

4. Recruitment and selection

Our recruitment processes are designed to remove barriers and give fair access to all. Every applicant is considered on merit, competence, safeguarding suitability and the requirements of the role. We commit to:

• using job criteria that are relevant, objective and non-discriminatory;

• advertising roles widely, in inclusive language, and actively encouraging applications from under-represented groups;

• assessing every candidate against the same role-specific criteria to avoid bias in screening, interviewing and placement decisions;

• valuing SEND experience where appropriate;

• making reasonable adjustments for disabled applicants at every stage.

We will not act on a client request that is discriminatory, unless a lawful occupational requirement applies (for example, a request for a male or female member of staff to provide intimate personal care).

5. Placement in education settings

Candidates are placed fairly and appropriately, without discrimination. We work closely with schools and trusts so that placements support inclusive practice and reflect the communities they serve. Placement decisions are never influenced by characteristics unrelated to professional capability.

6. Widening access to employment

We actively support people returning to work after a career break, career changers, parents returning to work and people new to education. Through our partnership with The International Education Group (TiEGr) we promote free Teaching Assistant and SEND training, deliver free careers sessions to learners, and introduce qualified learners to schools.

7. Training, development and progression

All candidates and employees have equal access to professional development, training and CPD. A director has completed equality and diversity training, equality and diversity is built into our candidate onboarding, and every permanent member of staff completes equality, diversity and unconscious bias training at induction and annually. Training is recorded in our training log.

8. Safeguarding, welfare and conduct

Equality and safeguarding are linked. Harassment, victimisation or discrimination of any kind is not tolerated, particularly where it could affect learners or vulnerable people. Concerns are handled sensitively and confidentially and investigated promptly under our Complaints or Whistleblowing Policy.

9. Cultural and linguistic diversity

We recognise the diverse communities served by education. We promote representation across the workforce and make sure language, culture and identity are respected in recruitment and placement.

10. Reasonable adjustments and accessibility

We make reasonable adjustments for people with disabilities or additional needs throughout recruitment, onboarding and employment, and provide accessible communication, training and workplace arrangements wherever possible.

11. Monitoring

We invite candidates to give equality monitoring information on a voluntary basis. It is held separately from recruitment decisions and used only in anonymised form to identify and address barriers. The directors review recruitment and placement data at least annually.

12. Responsibility and review

The directors have overall responsibility for this policy. All staff, Workers, clients and candidates are expected to uphold its principles. The policy is reviewed annually, or sooner if legislation or our operations change.

Version history

Approved and signed electronically on behalf of Luma Education Recruitment Ltd by Daniel Benson, Director and policy owner, on 6 November 2026.