Equality and Diversity


As required by English law, Paul Kingsley Ltd treats all clients, employees and job applicants with equal fairness, respect and dignity regardless of their age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. Furthermore Paul Kingsley Ltd will ensure that no requirement or condition will be imposed without justification which could disadvantage individuals purely on any of the above grounds.

As a one-person business, no employees or job applicants are likely to cross its path in the foreseeable future. Therefore the main practical application of Paul Kingsley Ltd’s commitment to Equality and Diversity is likely to be as follows.


Paul Kingsley Ltd has never, and never shall, refuse a consultancy commission or interim management post on the basis of any of the ‘protected characteristics’ recognised in the Equality Act 2010. Since founding my consultancy I have worked with and for people and organisations embodying many permutations of diversity, which I consider enriches my work and widens my skill set. Long may it continue.
I reserve the right not to work for any person or organisation for any of the following reasons: I am too busy; the logistics or remuneration do not work for me; my skills are wrong for the job; I will not enjoy the job; the job will not contribute to my learning and development; I mistrust the ethics or honesty of the client; the job may create a conflict of interest.


It is good practice to regularly monitor organisational performance in relation to equality and diversity. Mostly Paul Kingsley Ltd operates below the threshold where statistically meaningful anonymised data collection is possible. But taking a four year period of my immediate clients (the person within the organisation who has commissioned me) approximately:

  • 50% have been female
  • 33% have been non-white, or part of an organisation headed by a non-white individual.

As a proxy indicator of my commitment to engage with people of different gender and colour I have analysed my business contacts on LinkedIn – which break down approximately as follows:

  • Male 60%: Female 40%
  • White 86%; Non-White 14%.

I am currently unable to monitor other protected characteristics of my clients. To the extent possible I shall continue to monitor and review the equality and diversity performance of Paul Kingsley Ltd.