Prop 247 Equality Policy
Last updated 1st January 2026
1. Policy Statement
At Prop247 we are committed to fostering a culture of equality, diversity, and inclusion. We believe that a diverse workforce enriches our business, and that providing equal opportunities to all individuals, regardless of their background, is fundamental to our success and professional integrity.
We are dedicated to ensuring that no employee, job applicant, landlord, tenant, guarantor, or contractor receives less favourable treatment on the grounds of any protected characteristic. We will actively work to eliminate discrimination and promote diversity in all aspects of our business operations.
2. Legal and Regulatory Framework
This policy is designed to ensure compliance with the following UK legislation:
- Equality Act 2010: This Act legally protects people from discrimination in the workplace and in wider society. It identifies nine protected characteristics:
- Age
- Disability
- Gender Reassignment
- Marriage and Civil Partnership
- Pregnancy and Maternity
- Race (including colour, nationality, and ethnic or national origin)
- Religion or Belief
- Sex
- Sexual Orientation
- Human Rights Act 1998: Upholds fundamental rights and freedoms.
- Other relevant legislation: Including data protection (GDPR) regarding sensitive personal data, and specific regulations relating to housing and consumer rights.
- Compliance: Explicitly names the primary legislation (Equality Act 2010) and its protected characteristics, demonstrating legal awareness.
3. Scope of Application
This policy applies to all aspects of Prop247's operations, including:
- Employment: Recruitment, selection, training, development, promotion, terms and conditions of employment, disciplinary procedures, grievances, and termination of employment for all employees and contractors.
- Service Provision: Interactions with all clients, including landlords, tenants, prospective tenants, and guarantors. This includes marketing properties, tenant referencing, property viewings, tenancy agreements, and property management services.
- Engagement with Third Parties: Selection and interaction with contractors, suppliers, and professional advisors.
4. Principles of Equality, Diversity and Inclusion
- Fairness and Respect: All individuals will be treated with dignity and respect.
- Non-Discrimination: We will not tolerate direct discrimination, indirect discrimination, harassment, or victimisation.
- Direct Discrimination: Treating someone less favourably because of a protected characteristic.
- Indirect Discrimination: Applying a provision, criterion, or practice that puts people with a particular protected characteristic at a disadvantage compared to others, and which cannot be objectively justified.
- Harassment: Unwanted conduct related to a protected characteristic that violates a person's dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment.
- Victimisation: Treating someone less favourably because they have made or supported a complaint of discrimination.
- Reasonable Adjustments (Disability): We will make reasonable adjustments for employees and clients with disabilities to ensure they are not disadvantaged.
- Positive Action: Where appropriate and legally permissible, we may take positive action to encourage participation from under-represented groups to address disadvantage or under-representation. This is not positive discrimination.
- Confidentiality: All complaints of discrimination will be treated with sensitivity and confidentiality.
- Best Practice: Defines key discriminatory behaviours, demonstrating a thorough understanding beyond just listing protected characteristics. Includes the important concept of "reasonable adjustments" for disability and "positive action."
5. Roles and Responsibilities
5.1 Senior Management / Directors
- Are accountable for the implementation and effectiveness of this policy.
- Will champion equality and diversity throughout the organisation.
- Will ensure adequate resources are available to support this policy.
5.2 All Employees and Contractors:
Have a personal responsibility to uphold the principles of this policy.
- Must treat colleagues, clients, and third parties with respect and without discrimination.
- Must not engage in any form of discrimination, harassment, or victimisation.
- Must report any instances of discrimination or harassment they witness or experience.
5.3 Designated Equality & Diversity Lead:
Irvine Conner, Chief Operating Officer is responsible for:
- Providing advice and guidance on equality and diversity matters.
- Monitoring the effectiveness of this policy.
- Overseeing the investigation of complaints.
- Ensuring appropriate training is delivered.
- Best Practice: Designating a lead ensures specific oversight and expertise.
6. Implementation Procedures
6.1 Recruitment and Selection (for Employees / Contractors)
- Job Descriptions & Person Specifications: Will focus on objective, job-related criteria, avoiding discriminatory language.
- Advertising: Will aim for broad reach to attract diverse candidates and avoid language that could deter specific groups.
- Shortlisting & Interviewing: Based solely on skills, experience, and ability to perform the role. Interview panels will be trained on unconscious bias.
- Reasonable Adjustments: Will be offered to disabled applicants during the recruitment process.
- Record Keeping: Data on applications, shortlists, and hires will be monitored (anonymously) to assess diversity trends.
- Compliance/Best Practice: Adheres to ACAS guidance on fair recruitment.
6.2 Training and Development (for Employees / Contractors)
- All employees will receive regular training on equality, diversity, and unconscious bias.
- Training and development opportunities will be provided fairly, based on business needs and individual performance.
6.3 Property Marketing and Advertising
Property adverts will describe the property objectively and avoid any discriminatory language related to protected characteristics (e.g., "no DSS," "professional couple only," "no families").
- We will market properties to a broad and diverse audience.
- Compliance: Critical for letting agents. Discriminatory advertising is illegal under the Equality Act 2010
6.4 Tenant and Landlord Relations (Service Provision):
- Fair Access to Services: All prospective tenants and landlords will receive the same information and service, regardless of their protected characteristics.
- Referencing: Tenant referencing will be based on objective financial and tenancy history criteria, applied consistently to all applicants. We will not discriminate based on protected characteristics during referencing.
- Tenancy Agreements: Will be consistent and fair for all tenants.
- Reasonable Adjustments (Tenants/Landlords with Disabilities): We will make reasonable adjustments for disabled tenants or landlords to access our services (e.g., alternative communication methods, flexible viewing arrangements where feasible).
- Complaints Handling: All complaints from tenants or landlords, including those alleging discrimination, will be handled fairly and in accordance with our Complaints Procedure.
- Landlord Instruction: We will refuse to accept or implement any discriminatory instructions from landlords (e.g., instructions not to let to specific racial groups, or single parents, or those on benefits). We will explain our legal obligations to landlords. If a landlord insists on a discriminatory instruction, we will terminate the management agreement.
- Compliance: A key area for discrimination claims in the property sector. Refusing discriminatory instructions is vital.
6.5 Engaging with Contractors
- Selection of contractors will be based on competence, experience, and value for money, not on discriminatory factors.
- Contractors will be made aware of this policy and expected to adhere to its principles when working with Prop247's clients.
7. Flexible Working (Remote Environment)
Given Prop247's remote operational model, flexible working is inherently embedded. We are committed to fostering a supportive remote environment that facilitates inclusion:
- Communication: Utilising diverse communication channels to ensure all voices are heard, regardless of communication preferences or disabilities.
- Work-Life Balance: Encouraging healthy work-life boundaries and providing resources to support mental well-being in a remote setting.
- Parental Leave/Carer Support: Adhering to all statutory parental leave and flexible working request provisions, recognising the needs of employees with family responsibilities.
- Accessibility: Ensuring our digital platforms and tools are accessible to all employees, including those with disabilities.
- Best Practice: Adapts diversity principles to the remote working context.
8. Harassment and Bullying
Prop247 has a zero-tolerance policy towards harassment and bullying. Any behaviour that violates an individual’s dignity or creates an offensive environment, including cyberbullying, will be dealt with under our Disciplinary Policy
9. Grievance and Disciplinary Procedures
- Any employee or contractor who believes they have been subject to discrimination, harassment, or victimisation in contravention of this policy should raise their concern through our internal Grievance Procedure.
- Any breach of this policy by an employee or contractor will be treated seriously and may lead to disciplinary action, up to and including dismissal.
10. Monitoring and Review
10. Monitoring and Review
- This policy will be reviewed regularly, at least annually, and updated as necessary to reflect changes in legislation, best practice, or our business operations.
- We will monitor recruitment and progression statistics (anonymously where appropriate) and client feedback to assess the effectiveness of this policy and identify areas for improvement.
11. Training and Awareness
All employees and relevant contractors will receive training on this policy, the Equality Act 2010, and their responsibilities in promoting equality and diversity. This training will cover:
- Understanding protected characteristics.
- Recognising and preventing discrimination, harassment, and victimisation.
- Promoting an inclusive culture.
- Handling discriminatory instructions from clients.
12. Contact Information
For any questions about this policy or to raise a concern related to equality, diversity, or discrimination, please contact:
Irvine Conner
Prop 247
Email: [email protected] and use Equal Opportunities & Diversity in the email subject.