Principal activities of the company

During the financial year, the companys principal activities focused on establishing the foundations needed to deliver the Life Skills Project. This included developing service frameworks, creating policies and procedures, setting up operational systems, and building relationships with community partners. As the company was in its setup phase, only a limited rollout of services took place. Early life skills sessions were delivered to support individuals in developing confidence, communication skills, and basic daily living abilities. These activities helped test and refine the service model. No significant changes occurred in the nature of the companys activities during the year.

Political and charitable donations

During the financial year, the company did not make any political donations. The company did receive charitable contributions in the form of equipment and resources to support the setup of the Life Skills Project. Promethean digital whiteboards were donated to assist with setting up learning spaces and delivering interactive learning sessions. Lloyds Banking Group donated office furniture which supported the establishment of the companys learning spaces too. These charitable contributions helped reduce setup costs and supported the early development of the companys services.

Company policy on disabled employees

The company is committed to being an inclusive, accessible, and equal opportunity employer. The Disabled Employee Policy ensures that individuals with disabilities are supported, valued, and given fair opportunities to participate fully in the workplace. The companys approach is based on equality, dignity, and reasonable adjustment. Equal Opportunity and Non Discrimination The company provides equal access to recruitment, training, development, and promotion opportunities. All employment decisions are based on merit, capability, and organisational need. No employee or applicant will be treated less favourably because of a disability. Recruitment and Selection Recruitment processes are designed to be accessible to all candidates. Adjustments such as alternative formats, additional time, or modified interview arrangements are provided when needed to enable candidates with disabilities to participate fully. Reasonable Adjustments The company will make reasonable adjustments to support disabled employees in performing their roles effectively. These adjustments may include changes to duties, tasks, or working patterns, adaptations to the physical workspace, assistive technologies or equipment, flexible working arrangements, and modified communication methods or training materials. Requests for adjustments will be considered promptly and sensitively. Retention and Support If an employee becomes disabled during their employment, the company will make every reasonable effort to retain them by adapting their role or exploring suitable alternative positions. Support plans may be developed with the employee to ensure ongoing success and wellbeing at work. Training and Awareness The company promotes a culture of inclusion by providing training on disability awareness and inclusive practices. This helps all staff understand their responsibilities and contribute to a supportive working environment. Confidentiality All information relating to an employees disability is treated as confidential and is shared only with consent and only when necessary to provide appropriate support. Continuous Improvement The company regularly reviews its policies, procedures, and workplace practices to ensure alignment with best practice disability inclusion standards and relevant legislation.

This report was approved by the board of directors on 7 December 2025
and signed on behalf of the board by:

Name: Liam Kelly
Status: Director