Perfect Angles Medical Aesthetics is committed to encouraging equality, diversity and inclusion at its clinic eliminating unlawful discrimination.

Our aim is for our client base and employees to be truly representative of all sections of society and, for everyone choosing to be a Perfect Angles client feels respected and safe at all times.

Perfect Angles Medical Aesthetics - in providing services in a clinical facilities - is also committed against unlawful discrimination of customers or the public.

Our policy’s purpose

This policy’s purpose is to:

1. Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time and to our clients

2. Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:

·       age

·       disability

·       gender reassignment

·       marriage and civil partnership

·       pregnancy and maternity

·       race (including colour, nationality, and ethnic or national origin)

·       religion or belief

·       sex

·       sexual orientation

3. Oppose and avoid all forms of unlawful discrimination.

Perfect Angles Medical Aesthetics commits to:

1. Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense and, across our client base where we can utilise our position to positively influence inclusion.

2. Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all employees are recognised and valued.

This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.

All employees should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public

3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.

Such acts will be dealt with as misconduct under Perfect Angles grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

4. Make opportunities for training, development and progress available to all employees, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.

5. Make decisions concerning employees being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).

6. Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.


Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

Kelly Broome, RGN

Managing Director : Perfect Angles Medical Aesthetics