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Homa Psychotherapy LLP is committed to encouraging equality, diversity and inclusion among our staff team and trainees, and eliminating unlawful discrimination.

The aim is for our organisation to be truly representative of all sections of society, and for each staff member and trainee to feel respected and able to give their best. 

The organisation - in providing psychotherapy training, is also committed against unlawful discrimination of staff and trainees.

The policy’s purpose is to:

  • provide equality, fairness and respect for all in our trainings for both staff and trainees.

  • not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including skin colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation

  • oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of work and training, dealing with grievances and discipline, complaints and termination of contracts..

The organisation commits to: 

  • Encourage equality, diversity and inclusion in the organisation as they are good practice

  • Create a learning and working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.

    This commitment includes training tutors and all other staff about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include tutors and staff conducting themselves to help the organisation provide equal opportunities for training, and prevent bullying, harassment, victimisation and unlawful discrimination.

    All tutors and staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow staff, trainees, suppliers and the public

  • Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow staff, trainees, suppliers, visitors, the public and any others in the course of the organisation’s activities.

    Such acts will be dealt with and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to termination of a staff member, tutor or trainee’s contract without notice.

    Further, sexual harassment may amount to a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

  • Make opportunities for training, development and progress available to all tutors and staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.

  • Decisions concerning tutors and staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).

  • Review all practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.

  • Monitor the make-up of the staff and training groups regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.

    Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

The equality, diversity and inclusion policy is fully supported by the partners and tutor team.

Details of the organisation’s complaints policies and procedures can be found at and includes with whom an employee should raise a grievance.

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