T&G’s Diversity Data and Policy

Here's a summary of our 2025 diversity data

Let's Talk
  • T&G have a good balance of male and female employees of all ages.
  • There are a significant number of staff who work on a part time basis, showing T&G's flexibility as an employer.
  • The ethnic group/faith diversity is limited but the main reason for this is the locality of the firm and the immediate local population of potential employees. T&G’s diversity policy is inclusive of all.

The results of the survey are analysed as follows:

Age

T&G employs staff of a wide range of age through from late teens to 64, with an even split across the age range, other than the 45-54 age bracket which has slightly more.

Sex/Gender

T&G employs just under twice the amount of female employees to male employees.  

Disability

T&G is an equal opportunities employer in respect of disability, with 2 of our employees currently having a disability and 5 whose day-to-day activities are limited by a health issue.

Ethnic Group

Of all the current T&G employees surveyed, 94% are White British with the other 3% being Asian British, and further 3% preferring not to say. T&G are keen to reiterate we are an equal opportunities employer, and this is a result of applications received rather than any bias or prejudice.

Faith

A vast majority are Christian, with just under a third having no religion. Similar rational to the above Ethnic Group comment for this split.

Sexual orientation

The predominate sexuality of the firm is heterosexual but not exclusively.

Socio-Economic background

T&G employees have a fairly even split of parental qualifications, with the vast majority attending state run schools.

Social mobility

The vast majority of T&G employees are educated to A-level or above, with a third to degree level.  

Most did not receive income support or free school meals in their childhood though an element did so (6%).

Caring responsibilities

25% of T&G employees are primary carers for a child, with roughly 28% providing support to family members on mental health/disability/old age grounds.

Marital status

Just under half of T&G employees are single(unmarried), whilst just under half are married. 

Our Diversity Policy shows commitment to equality and diversity.

Our tag line is:

“Towers & Gornall is an all inclusive organisation”

Our commitment to Equality and Diversity

Towers and Gornall Ltd is determined to create a welcoming and inclusive culture which promotes equality and values diversity.

This policy builds upon the foundation of equality legislation, i.e. Equality Act 2010. The Act makes it unlawful to discriminate against anyone because of one of nine protected characteristics.  The act gives protection to people in a wide range of areas including employment and the provision of services. The protected characteristics are as follows: Age, disability, gender reassignment, marital or civil partnership status, pregnancy and maternity, race, religion or belief (including lack of belief), sex and sexual orientation.

Towers and Gornall Ltd would like to go further than simply complying with the law and whilst the Public Sector Equality Duty is not binding on the company we believe that through our activities we should always seek to:

  • eliminate unlawful discrimination, harassment, and victimisation in the workplace. No one should be treated less favourably by the company as a result of having a protected characteristic.
  • advance the equality of opportunity between staff from different backgrounds and groups – The company should seek to remove or minimise disadvantage to meet the needs of people with protected characteristics.
  • foster good relations between people from all groups – The company should promote understanding and challenge prejudice.

Our Equality and Diversity Aims

The company has identified the following aims that if achieved would create a culture where diversity is valued and widely celebrated, and fairness and inclusion are fundamental to everything that we do. 

  • The company will promote development; its employees and leadership an inclusive learning and social environment where all staff can succeed and achieve their goals. 
  • The company will create an organisational culture in which the rights and dignity of all staff are respected, and where they can feel safe, valued, and supported. 
  • The company will respect the right of individuals as members of protected groups to organise in an autonomous way into societies, groups and activities and determine their views without undue interference. 
  • The company will implement inclusive recruitment and human resource policies to ensure that our workforce is a diverse and highly capable team.

Achieving our Aims

We will achieve our Equality and Diversity Aims and discharge our legal duties under the Act by developing equality and diversity strategies, objectives, and activities for each of the above aims.  We will implement and resource these strategies and monitor their effectiveness.

Responsibilities for the policy

The company’s Practice Manager carries responsibility for the compliance with our legal obligations however the company will work together to achieve our goals.

The Partners, Practice Manager, and management team along with employees have a duty to promote the principles contained in this document and should at all times support the policy in practice.

We would expect that everyone in the company will demonstrate respect and tolerance for the views and dignity of others.