EIDIA STATEMENT & POLICY

Equality, Diversity, Inclusion & Accessibility (EDIA) Statement

At Limerick Travel Ltd we are committed to creating a workplace and customer experience where everyone is treated with dignity and respect. We value diversity, promote equality of opportunity, and work to ensure that all employees, clients, and visitors can fully participate in everything we 

do. We do not tolerate discrimination, harassment, or bullying on any grounds, including gender, civil status, family status, sexual orientation, religion, age, disability, race, ethnicity, or membership of the Traveller community. We comply fully with Irish equality and employment legislation, including the Employment Equality Acts and Equal Status Acts.

We are committed to:

• A fair and inclusive workplace where everyone feels valued

• Accessible services and environments, including reasonable accommodations for people with disabilities

• Respectful behaviour in all interactions, both in-person and online

• Safe ways to speak up, with concerns handled sensitively and confidentially

We continuously review our policies and practices to ensure we provide an inclusive and welcoming environment for every employee and customer.

If you have any accessibility needs or wish to provide feedback, please contact us at sales@limericktravel.ie

Equality, Diversity, Inclusion & Accessibility (EDIA) Policy

1. Purpose

The purpose of this Equality, Diversity, Inclusion and Accessibility (EDIA) Policy is to affirm our commitment to creating a workplace where all employees, clients, and partners are treated with dignity and respect; where equal opportunities are provided; where diversity is valued; and where 

people of all abilities can fully participate.

This policy ensures we meet our obligations under Irish employment and equality legislation and reflects our internal values as a responsible employer.

2. Scope

This policy applies to:

• All employees, managers, contractors, agency workers, interns, and volunteers

• All job applicants and candidates

• All clients, customers, and external partners when interacting with our business

This policy covers all workplace settings, including on-site, off-site, remote work, digital environments, and work-related social events.

3. Statement of Commitment

We are committed to:

• Providing a fair and inclusive workplace for all

• Eliminating discrimination, harassment, sexual harassment, and victimisation

• Ensuring equal access to opportunities, development, and employment

• Ensuring accessibility for employees, applicants, and clients with disabilities

• Valuing diversity as a business strength

• Complying fully with Irish equality and employment legislation

We expect all employees to uphold these principles.

4. Legal Framework 

This policy is guided by the following laws, which apply directly to private businesses:

4.1 Employment Equality Acts 1998–2015 (as amended)

These Acts prohibit discrimination in employment on nine protected grounds: gender, civil status, family status, sexual orientation, religion, age, disability, race/ethnicity, and membership of the Traveller community .They also prohibit harassment, sexual harassment, and victimisation, and require employers to provide reasonable accommodation for employees with disabilities

4.2 Equal Status Acts 2000–2018

Relevant for private businesses that provide goods or services.

These Acts prohibit discrimination, harassment, and victimisation in access to goods, services, facilities, and accommodation.

4.3 Safety, Health and Welfare at Work Act 2005

Requires employers to ensure employee safety, dignity, and wellbeing, including the prevention of bullying and harmful behaviours.

4.4 EU Accessibility Regulations

We commit to following accessibility best practice in our physical and digital environments, aligning with EU standards such as the European Accessibility Act where relevant to products or services we provide.

5. Definitions

Equality – Fair treatment and equal opportunities for all.

Diversity – The range of human differences, experiences, and perspectives.

Inclusion – Ensuring everyone feels respected, valued, and able to contribute.

Accessibility – Ensuring that premises, systems, communication, and services can be used by people of all abilities.

Reasonable Accommodation – Adjustments to enable a person with a disability to perform their role or access our services, unless these create a disproportionate burden.

6. Commitments 

6.1 Recruitment & Employment

We ensure:

• Fair, transparent, and inclusive hiring practices

• Job opportunities based solely on skills, experience, and merit

• No discrimination at any stage of employment

6.2 Workplace Culture

We promote a culture where:

• Everyone is treated with dignity and respect

• Differences are valued

• Employees feel safe to speak up without fear

6.3 Accessibility

We will:

• Provide reasonable accommodations for employees and job applicants

• Ensure accessibility of workplace environments, digital tools, and communication

• Respond promptly to requests for accommodations

6.4 Anti-Harassment & Anti-Bullying

We do not tolerate:

• Harassment or sexual harassment

• Bullying or hostile behaviour

• Victimisation of anyone who raises a concern

• Such behaviour may result in disciplinary action, up to and including dismissal.

7.0. Responsibilities

7.1 The Business

We will:

• Implement and review this policy

• Provide training where needed

• Investigate complaints fairly and confidentially

• Ensure legal compliance

7.2 Managers

Managers must:

• Lead by example

• Support inclusive behaviours

• Handle reports or complaints quickly and sensitively

• Facilitate reasonable accommodations

7.3 Employees

Employees must:

• Treat others with respect

• Work in line with this policy

• Report concerns or incidents

• Participate in training when required

8. Reporting Issues & Complaints

Employees and clients may raise concerns relating to discrimination, harassment, accessibility barriers, or breaches of this policy by contacting:

• Their manager

• HR or People Operations

• A designated confidential reporting contact

All reports will be:

• Taken seriously

• Treated confidentially

• Investigated promptly and fairly

Employees also have the legal right to bring complaints to the Workplace Relations Commission (WRC) under Irish equality law

9. Confidentiality & Non-Retaliation

We protect the confidentiality of anyone making a complaint or participating in an investigation. 

Retaliation or victimisation is strictly prohibited and may result in disciplinary action.

10. Training

We provide training appropriate to our business needs, including:

• Equality and diversity awareness

• Recognising and preventing discrimination and harassment

• Inclusive communication

• Accessibility and reasonable accommodation

• Managers may receive additional training to support their responsibilities.

11. Monitoring & Review

We will:

• Review this policy annually

• Update it if laws or business needs change

• Seek employee feedback on EDIA practices

• Monitor equality initiatives and outcomes

12. Approval

Approved by: Peter Brazil 

Position: Managing Director 

Date: 23/12/2025

Next Review Date: 23/12/2026