Principal activities of the company

DIRECTORS' REPORT WELLBEING SUPPORTS COMMUNITY INTEREST COMPANY Company Number: 14342698 For the period ended 31 July 2026 The directors present their report and the financial statements of the company for the period ended 31 July 2026. Principal Activities The principal activity of the company during the period was the provision of accessible wellbeing support services and community activities for local residents, including classes, workshops, and support programmes aimed at improving mental and physical wellbeing, reducing isolation, and promoting community cohesion. As a Community Interest Company, the company's activities are carried out in line with its community interest statement and objects, ensuring accessibility and inclusivity for a wide range of community groups. There have been no significant changes in the company's principal activities during the period under review, and the directors are not aware, at the date of this report, of any likely major changes in the company's activities in the next financial year.

Company policy on disabled employees

1. Policy Statement Wellbeing Supports Community Interest Company is committed to promoting equality of opportunity for all employees and job applicants, including those who are disabled or become disabled during their employment. This policy sets out our approach to the recruitment, employment, retention, training, and career development of disabled people, in line with the Equality Act 2010 and our own values as an organisation dedicated to community wellbeing. We recognise that this policy is particularly important given the nature of our work supporting community wellbeing, and we aim to lead by example in how we treat and support our own disabled employees. 2. Scope This policy applies to all employees, workers, job applicants, and volunteers of the company. 3. Definition of Disability Under the Equality Act 2010, a person is considered disabled if they have a physical or mental impairment that has a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities. This includes, but is not limited to, sensory impairments, mobility impairments, mental health conditions, learning disabilities, and long-term health conditions. 4. Recruitment All job vacancies will be advertised in a way that encourages applications from disabled candidates. Recruitment processes, including application forms, interviews, and assessments, will be reviewed to remove unnecessary barriers. Reasonable adjustments will be offered at every stage of the recruitment process, including interview format, location, and materials. Candidates who disclose a disability and meet the minimum criteria for a role will, where applicable, be offered an interview under any relevant guaranteed interview scheme adopted by the company. Disability status will not be a factor in recruitment decisions except where a genuine occupational requirement applies. 5. Reasonable Adjustments The company will make reasonable adjustments to the workplace, equipment, and working practices to accommodate disabled employees, which may include: Adjustments to premises and physical access. Provision of specialist equipment or software. Flexible working arrangements, including hours and location. Modified duties or phased return-to-work arrangements. Additional support, supervision, or mentoring. Accessible formats for information and communication. Employees are encouraged to discuss any support needs with their line manager or a director at the earliest opportunity so that appropriate adjustments can be considered and implemented. 6. Employment and Career Development Disabled employees will have equal access to training, development opportunities, and promotion. Performance management and appraisal processes will take account of any reasonable adjustments in place. The company will ensure that disabled employees are not disadvantaged in redundancy selection, disciplinary, or grievance procedures. 7. Employees Who Become Disabled Where an employee becomes disabled during their employment, the company will: Discuss their situation sensitively and confidentially. Consider reasonable adjustments to enable them to remain in or return to work. Explore alternative roles within the organisation where appropriate. Liaise with occupational health, GPs, or specialist services where consent is given. 8. Confidentiality Information relating to an employee's disability or health condition will be treated as confidential and handled in accordance with the company's data protection policy and the UK GDPR. Information will only be shared with those who need to know, and only with the employee's consent, except where there is a legal obligation to disclose. 9. Training and Awareness The company will ensure that managers and staff receive appropriate training on disability awareness, equality, and inclusion to support a positive and understanding working environment. 10. Harassment and Bullying Harassment, victimisation, or discrimination against any employee on the grounds of disability will not be tolerated and will be dealt with under the company's disciplinary procedure. 11. Monitoring and Review The company will monitor the effectiveness of this policy and review it regularly to ensure it remains compliant with current legislation and reflects best practice. 12. Responsibility Overall responsibility for this policy rests with the directors. All managers are responsible for its day-to-day implementation, and all employees share responsibility for supporting an inclusive workplace. This policy was approved by the board of directors of Wellbeing Supports Community Interest Company.

This report was approved by the board of directors on 6 August 2026
and signed on behalf of the board by:

Name: Adenike Funmike OJUADE
Status: Director