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Equal Opportunities and Dignity at Work

Go Ape’s Equal Opportunities and Dignity at Work Policy Statements and Equality and Diversity Policies aim to promote equality, harmony and respect amongst our co-owners, customers and visitors and to eliminate discrimination, harassment and victimisation of all kinds. Every co-owner must ensure that their conduct conforms to the standards set out by Go Ape.

Go Ape staff member in cabin handing paper work to customer

Equal Opportunities Statement

Go Ape is an equal opportunity employer and is committed to ensuring equal opportunities, fairness of treatment, dignity, work-life balance and the elimination of all forms of discrimination in the workplace for all co-owners and job applicants.

We believe in a working environment in which all individuals are able to make best use of their skills, free from discrimination or harassment, and in which all decisions are based on merit.

We provide a working environment in which people feel comfortable and confident that they will be treated with respect and dignity.

We treat all workers and job applicants equally and fairly irrespective of sex, marital status, civil partnership status, trans-gender status, sexual orientation, race, colour, nationality, ethnic origin, national origin, culture, religion, age, or disability.

Discrimination by or against a co-owner is prohibited.

Our principles of non-discrimination and equality of opportunity also apply to the way in which we treat visitors, clients, customers, suppliers and former co-owners.

Go Ape is also committed to ensuring that no policy, procedure, provision, rule, requirement, condition or criterion will be imposed on any co-owner or job applicant without justification if it would be likely to put that person at a disadvantage on any of the above grounds.

Everyone who has responsibility for recruitment, selection and promotion, or who supervise others, should receive equal opportunities training. All staff will have awareness training in equality and the avoidance of discrimination as part of their induction.

Equality and Diversity

The success of a business depends on our people. Capitalising on what is unique about individuals and drawing on their different perspectives and experiences will add value to the way we do business.

By accessing, recruiting and developing talent from the widest possible talent pool we can gain an insight and generate greater creativity in anticipating customer needs.

We are striving to create a productive environment, representative of and responsive to different cultures and groups, where everyone has an equal chance to succeed.

Everyone has a responsibility to embrace and support this vision and must continue to challenge behaviour and attitudes that prevent us from achieving this. Using fair, objective and innovative employment practices, our aim is to ensure that:

  • all co-owners and potential co-owners are treated fairly and with respect at all stages of their employment
  • all co-owners have the right to be free from harassment and bullying of any description, or any other form of unwanted behaviour, whether based on sex, trans-gender status, marital status, civil partnership status, pregnancy, race, disability, age, political or religious belief or sexuality
  • everyone has an equal chance to contribute and to achieve their potential, irrespective of any defining feature that may give rise to unfair discrimination
  • Gender

    Women and men are fully and properly represented and rewarded for their contribution at all levels of the Company through: challenging gender stereotypes, supporting co-owners in balancing their life at work and at home, supporting co-owners who become pregnant and taking active steps to facilitate their return to work after maternity leave.

    • supporting co-owners in balancing their life at work and at home
    • supporting co-owners who become pregnant and taking active steps to facilitate their return to work after maternity leave.
  • Race

    Racial and cultural diversity is encouraged, by challenging racial stereotypes and understanding, respecting and valuing different racial and cultural backgrounds and perspectives.


  • Marital status

    People are treated fairly and equally in the workplace irrespective of their marital, civil partnership or family status.

  • Trans-gender status

    People who plan to undergo, are undergoing, or have undergone gender re-assignment are protected against all forms of discrimination and harassment. Go Ape will take positive steps to support a trans-gender person and ensure they are treated with dignity and respect.


  • Religious belief and political opinion

    People are treated fairly in the workplace irrespective of their religious beliefs and practices or political opinions by recognising individuals’ freedom of belief and right to protection from intolerance and persecution.

  • age

    Age diversity within the workforce is promoted and valued through challenging age stereotyping and recognising the benefits of a mixed-age workforce.

  • Disability

    The abilities of people with disabilities are recognised and valued at all levels of the Company through focusing on what people can do rather than on what they cannot, challenging stereotypes about people with disabilities, making appropriate adjustments in the workplace to help people with disabilities achieve their full career potential.

  • HIV

    Discrimination against a co-owner or potential co-owner on grounds that they have, or is thought to have, HIV or AIDS is not acceptable, and confidentiality will be respected in line with the wishes of an individual with HIV or AIDS.


  • Sexuality

    People are treated fairly in the workplace irrespective of their sexuality through: respecting different lifestyles, challenging negative stereotypical views.

    • challenging negative stereotypical views.
Go ape employee team photo

Equal Opportunities relating to Disability

Go Ape’s responsibilities

To meet the needs of people with disabilities we will

  • provide equal opportunities for disabled people in recruitment, education, training, promotion, transfer and conditions of employment
  • ensure that wherever possible co-owners with disabilities are given support and are provided with equipment and facilities to enable them to carry out their duties
  • ensure that any special needs of co-owners with disabilities, arising directly or indirectly because of their work, are met
  • make any reasonable adjustment to working arrangements or physical features of the premises where they cause disadvantage to the person
  • provide a safe working environment for co-owners with disabilities.
  • Recruitment

    Every vacancy will be open to suitably qualified and experienced people subject to safety considerations. Applications from people with disabilities are encouraged. The Go Ape’s usual recruitment and selection process will be adjusted where necessary to ensure applicants with disabilities are not disadvantaged.

  • Monitoring

    Go Ape will continually monitor the employment conditions of co-owners with disabilities and report to the board when required. An evaluation of the recruitment process will be done periodically. We will monitor the physical features of its premises to consider whether they place workers with disabilities, job applicants or service users at a substantial disadvantage compared to other co-owners. Where reasonable, the Company will take steps to improve access for disabled staff and service users. Co-owners will complete a confidential Health Self-Declaration and relevant Questionnaire. This will allow the Company to identify co-owners with disabilities in order to offer and provide them with the best possible support.

  • Training

    All co-owners with disabilities will have equal access to training and development opportunities. All co-owners will be made aware of the Company’s policy on the employment of people with disabilities and training will be carried out as required

  • Retention

    We will review the duties and working arrangements of co-owners with disabilities annually, to determine any changes in their condition and how the Company can provide assistance as necessary. If, due to changing circumstances, a co-owner with a disability is unable to continue carrying out his/her existing duties every effort will be made to find suitable employment within the Company. Retraining will be provided as necessary. Where a previously able-bodied co-owner becomes disabled every effort will be made to facilitate continued employment in the same post. Where this is not possible suitable alternative employment will be sought and the co-owner will be given the necessary support and training required. Go Ape will make every effort to retain affected people.

Go Ape instructor harnessing up customer

Dignity at Work Policy

Go Ape is committed to creating a working environment free from hostility in which individuals are valued for their contribution and can develop to their full potential.

Unacceptable behaviour in the workplace may typically involve bullying or derogatory statements, unwanted spoken or physical advances, and personal treatment that is unfair and interferes with the co-owner’s performance, undermines job security, or creates an intimidating work environment.

Your rights and responsibilities

At Go Ape we expect everyone to relate to each other professionally, in a manner, which recognises everyone's right to dignity at work. Bullying or harassment will not be tolerated.

Everyone is required to conform to acceptable standards of behaviour towards each other, irrespective of status. It is important that those making complaints do so in the honest and genuine belief that they are being bullied or harassed.

Go Ape will ensure that adequate resources are made available to promote respect and dignity in the workplace and to deal effectively with complaints of harassment and bullying.

Information shared or obtained during the handling of a complaint will be treated sensitively. The question of maintaining information in confidence will be discussed with all of those involved, but it is important to recognise that certain types of information will have to be shared with individuals as necessary within the Company in order to help the decision-making or remedy for the person making the complaint, or during any appropriate disciplinary action taken against the person responding.

Go Ape's EDI Timeline:



  • In our support functions, we have a relaxed dress code with no uniform. This means everyone can turn up to work in whatever attire makes them feel comfortable.
  • We developed our free internal learning library to include a page on Equality, Diversity and Inclusion. This page now contains over 35 courses and resources. Our learning library has been in place since 2019 and has had 6,126 hits overall with 140 hits on our EDI page.
  • We introduced much more flexible ways of working, whether this was predominantly from home or hybrid between home and the office/site. We also allow for school drop off and pick up for our teams in addition to taking time off for ‘magic moments’ such as school plays,competitions, assemblies etc.
  • We started utilising the 2to3days online job board, which is the UK’s leading female-focused recruitment platform, connecting talented women with flexible career opportunities.


  • We introduced the voluntary addition of preferred pronouns on to our email signatures.
  • We organised Disability Awareness training for our entire management cohort, this was delivered externally by Enhance the UK over 3 sessions.
  • We launched our first Diversity monitoring survey which received 272 responses. We launched the survey with the aim to build a more accurate picture of the make-up of our teams at Go Ape and to be able to inform us where we can encourage further diversity.
  • We joined the government’s Kickstart Scheme, to help get people aged between 16 and 24 who were in receipt of universal credit back into work. This consisted of a 6-month placement with Go Ape in which they received support from The Prince’s Trust on employability skills for the duration of their placement and 6 months post-placement.


  • We introduced mandatory Equality, Diversity and Inclusion training for all our Co-owners at Go Ape. Level 1 covers the foundations and should be completed by all, level 2 is for those incustomer facing roles and level 3 is focused on content relevant to those who line manage.
  • We organised Race Equality training for our entire management cohort, this was delivered externally by SARI across 3 sessions.
  • We gained Disability Confident – Committed Status. This is the first level of a 3-level framework and confirms that we’re committed to providing opportunities for applicants and employees with disabilities.
  • Upon gaining our Disability Confident status we started to advertise all our roles on so candidates could see we are an accessible employer.
  • We joined the Hidden Disabilities Sunflower Scheme to raise awareness of hidden disabilities amongst our co-owners and enable them to provide the best customer experience possible for our customers with hidden disabilities.
  • We improved our online induction process to incorporate a text-to-speech translation of all written copy in the hopes it would increase accessibility of that content.
  • We introduced a Well-being hub full of content and resources that our Co-owners can utiliseif they need support.


  • We enhanced the EDI matters section on our website, to make our internal thinking and policies around the subject visible and clear to our co-owners, potential co-owners and customers.

where we are Now:

  • We’ve partnered with an external EDI consultant to help us to evaluate our existing culture and prioritise changes we need to make. This project will include running workshops with our managers, surveying our co-owners and forming focus groups with willing participants.
  • We’ve formed a partnership with Ingeus, they are working with us to get people who are signed up to universal credit or have been in a period of long-term unemployment back into work.
  • We’re in the process of providing external Mental Health First Aid training to a group of our co-owners, with the aim that we’ll be able to provide better support to those challenged by ill mental health going forward.
  • We’ve organised with an external training provider to offer Mental Health and Resilience training to our entire management cohort.
  • We’re going to be asking everyone to provide their preferred pronouns for us to add to theiremail signatures, unless they’d like to opt-out.

Our plans for the future:

  • We’re working towards gaining our Disability Confident – Employer status and Ingeus are supporting us with that journey.
  • We’re exploring joining the Purple Tuesday campaign which aims to improve the customer experience for people with disabilities and their families 365 days a year.
  • We’re exploring partnering with the Duke of Edinburgh scheme to incorporate Go Ape as an activity on the programme, this will enable us to provide worthwhile and meaningful work experience/training to young people.
  • As a secondary step to including text to speech conversions in our online induction courses, we’re aiming to roll this out across all our online training modules to increase the accessibility of that content.
  • We’re looking to produce an annual report on our social impact, this will include any efforts or improvements we have made in the EDI space.
  • When we reach our second year of being part of the Hidden Disabilities Sunflower scheme we’ll conduct a review of how it’s gone with our Manager cohort and a group of our Co-owners to ensure the training is adequate and our involvement with the scheme is reaching the intended positive outcomes.

The Sunflower Hidden Disabilities Scheme

In December 2022, Go Ape joined the Hidden Disabilities Sunflower Scheme. All of our co-owners complete Hidden Disability training as part of their induction, so that they can identify and support anyone wanting to display the sunflower.
Find out more about the Sunflower Scheme and why we joined.

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