Principal activities of the company

The company runs Delta Blue Unicorns CIC, providing equine facilitated therapy to people with additional and other needs and running socially inclusive groups in a remote rural area. During the year a series of courses and events was held and well attended, including Delta Blue Unicorns clubs attended by a range of young people with a range of needs including autism and neurodivergence, anxiety and additional needs who enjoyed activities with the horses and ponies : courses and camps were held in the Easter holidays, the Summer Term, the summer holidays and in the Autumn. At the summer pony camps the children took the ponies and dogs to the seaside at Roseisle. Agility and dressage competitions were held and much enjoyed. Two new ponies came to live with us : Otto and Dax. A very successful summer show was held which was well attended and raised funds. This generated interest from many local people and generated bookings for indoor arena hire and courses and events. Employees and volunteers continue to progress in professional development and to work towards further formal qualifications.

Company policy on disabled employees

Eliminating Discrimination: Ensuring that no individual is treated unfairly or less favourably due to their race, gender, age, disability, religion, sexual orientation, or any other characteristic. Fostering Diversity: Encouraging the recruitment and retention of talent from diverse backgrounds, recognising the unique perspectives they bring to the workplace. Promoting Inclusion: Cultivating an environment where everyone feels valued, respected, and empowered to contribute fully. Legal Compliance: Adhering to employment laws and regulations that prohibit discrimination and ensure equality. Key Principles of Equality and Diversity in Recruitment An organisation's recruitment process is often the first point of interaction with potential employees. To uphold equality and diversity, recruitment practices should adhere to the following principles: Objective Job Advertising Job advertisements should be written in clear, inclusive language that avoids stereotypes or biases. They should focus on skills and experience required for the role rather than unnecessary criteria that could exclude certain groups. Equal Access to Opportunities Recruitment processes should be designed to ensure all candidates have equal access to opportunities. This includes making reasonable adjustments for individuals with disabilities and offering alternative formats for application processes. Unbiased Selection Processes Selection panels should be trained to identify and mitigate unconscious bias. Decisions should be based solely on the applicant’s ability to meet the job's requirements. Monitoring and Reporting Organisations should collect and analyse data on recruitment outcomes to identify any disparities and take corrective action where necessary. This helps to ensure accountability and continuous improvement. Creating an Inclusive Workplace Equality and diversity should not end at recruitment. Organisations must actively work to maintain a workplace culture that supports inclusion and celebrates differences. Training and Awareness Regular equality and diversity training for employees and managers is essential. This training should cover topics such as unconscious bias, inclusive communication, and cultural competency. Employee Resource Groups Creating platforms for employees to share experiences and foster peer support can enhance a sense of belonging. These groups can also provide valuable insights into improving policies and practices. Flexible Working Arrangements Offering flexibility in working hours or remote working options can accommodate the needs of employees from different backgrounds and life circumstances. Zero Tolerance for Discrimination Organisations must enforce strict policies against any form of discrimination or harassment. Clear procedures for reporting and addressing complaints are crucial. Legal Framework The legal framework for equality and diversity in employment varies across countries, but common elements include prohibitions against discrimination and provisions for reasonable accommodations. The Equality Act 2010 (UK) In the United Kingdom, the Equality Act 2010 provides comprehensive protection against discrimination in employment. It covers nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.

This report was approved by the board of directors on 2 September 2025
and signed on behalf of the board by:

Name: Michael Charles Maitland Bacon
Status: Director