It is Stuart Delivery Ltd's (“Stuart”) policy not to discriminate against anybody on the basis of their sex, sexual orientation, marital or civil partnership status, gender reassignment, race (including but not limited to colour, nationality, ethnic or national origin), religion or belief, disability, age, pregnancy or maternity (known as protected characteristics).

Nobody (including prospective applicants to Stuart) shall be disadvantaged by any policies or conditions of service which cannot be justified as necessary for operational purposes. Stuart shall, at all times, strive to work within legislative requirements as well as promoting best practice.

We are committed to a programme of action to make this policy effective and to bring it to the attention of all those bound by it. The principle of non-discrimination and equality of opportunity applies equally to the treatment of clients, couriers and suppliers by everybody at Stuart and also, in some circumstances, those previously engaged on the Stuart platform.

Stuart will take appropriate steps to accommodate people’s requirements of religions, belief systems, cultures, and domestic responsibilities.

This policy is for guidance only and can be amended by Stuart in its sole discretion at any time.
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This policy applies to all couriers, workers, employees, officers, consultants, contractors, volunteers, interns, casual workers and agency workers at Stuart.

Everybody at Stuart has a duty to act in accordance with this policy, and to treat one another with dignity at all times, and not to discriminate against, victimise or harass each other. Stuart will not tolerate any discriminatory practices or behaviour whatsoever.

Everybody at Stuart is responsible for the success of this policy and has responsibility for setting an appropriate standard of behaviour. Everybody must ensure that they familiarise themselves with the policy and both act in accordance and promote its aims and objectives.

The policy statement in paragraph 1b applies equally to the treatment of our clients, couriers and suppliers by those engaged by Stuart.
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Discrimination may be direct or indirect and it may occur intentionally or unintentionally.

Direct discrimination occurs where someone is put at a disadvantage because of one of the protected characteristics set out above. For example, rejecting a person of one race because it is considered they would not "fit in" because of their race could be direct discrimination.

Indirect discrimination occurs where an individual is subject to an unjustified provision, criterion or practice which puts them at a particular disadvantage because of one of the protected characteristics set out above. For example, a height requirement would be likely to eliminate proportionately more women than men. If this criteria cannot be justified, it would be indirectly discriminatory in relation to sex.

Unlawful conduct also includes victimisation and harassment.

Victimisation is unfavourable treatment because of action taken to assert legal rights against discrimination or to assist somebody else in that regard.

Harassment is unwanted conduct (which includes sexual conduct) related to a relevant protected characteristic which has the purpose or effect of violating someone's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment, or treating someone less favourably because they rejected or submitted to unwanted conduct of a sexual nature.

In the event that a person is disabled, unlawful conduct also includes discrimination arising from a disability and a failure to make reasonable adjustments.
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No person who applies to Stuart should receive less favourable treatment because of any of the protected characteristics listed above. Stuart’s onboarding procedures will be reviewed regularly to ensure that individuals are treated on the basis of their relevant merits, abilities and objective criteria. Stuart will do all it can to ensure that sufficiently diverse sectors of the community are onboarded.
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If a person is disabled, or becomes disabled, that person is encouraged to tell Stuart about their disability. This is to enable Stuart to support that person as much as possible.

A person may also wish to inform Stuart of any reasonable adjustments which would assist them. Stuart may wish to consult with that person and with their medical adviser(s) about possible reasonable adjustments. Careful consideration will be given to any such proposals and they will be accommodated where appropriate, possible and proportionate. Nevertheless, there may be circumstances where it will not be reasonable for Stuart to accommodate the suggested adjustments, if so, Stuart will ensure that it provides information as to the basis of the decision not to make those adjustments.

Where possible and proportionate, Stuart will take steps to improve access for disabled workers and service users.
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If a person believes that they may have been disadvantaged in relation to any of the protected characteristics listed above, that person is encouraged to raise the matter with Stuart by contacting Stuart at partners.uk@stuart.com.

If a person believes that they may have been harassed because of any of the characteristics listed above, that person is encouraged to raise the matter with Stuart by contacting Stuart at partners.uk@stuart.com.

Allegations regarding potential breaches of this policy will be treated in confidence and investigated. Any person who makes such allegations in good faith will be treated fairly and will not be subjected to victimisation or treated less favourably as a result. False allegations of a breach in this policy which are found to have been made in bad faith will, however, be dealt with in accordance with Stuart’s general conditions of use.

This policy applies equally to relationships between Stuart and its clients and suppliers. If, after investigation, a person is found to have discriminated against or harassed a courier, client or supplier that person will also be dealt with in accordance with Stuart’s general conditions of use.
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Stuart UK Courier Operations are responsible for this policy and it will be reviewed annually by Stuart to monitor the effectiveness of this policy in order to ensure it is achieving its objectives.