Policies 2020

Polisi iaith Gymraeg

Welsh Language Policy


We acknowledge the fact that under the Welsh Language (Wales) Measure 2011 the Welsh language has official status, and should be treated no less favourably than the English language.

We believe that it is good business practise to provide services in the language of choice of our customers, if our clients wish to contact or communicate with us in the Welsh language we will always endeavour to provide a translator. 

We will ensure that we make constant progress towards achieving this ambition, and this Welsh Language Policy sets out our current commitments in relation to using Welsh and also, where appropriate, sets targets to help us develop our use of Welsh.

The scope of our commitments in this policy should be interpreted reasonably – they are limited to activities and services in Wales or which are delivered to people living in Wales, and also limited to activities and services which we are able to control or influence.

Please direct any comments or complaints about this policy to:

Joanna Corfield ( Executive Director ) or Jon Harrison-James (Director)


Suite 7, Amman Business Centre, 2 Margaret street, Ammanford, Carmarthenshire



We have no permanent signs

We will ensure that all new permanent signs are fully bilingual.

Corporate Brand

Our corporate brand is in English only.

Our stationery and business cards are in English only. We will ensure that stationery and business cards are translated on request. 

Website and Digital Services

Our website is in English only

A Welsh information page will be set up by 1/7/2020

Advertising and Marketing

We rarely advertise in the Welsh press and generally, our advertising is in English only. 

We will ensure that we produce a Welsh version of our leaflets and provide organisations with a copy of English and Welsh by 1/7/2020



Tracking Language Choice

We communicate with our business contacts in English only - however we will provide a translator if required.

Face to Face Communication

In order to ensure that our customers can communicate with us in Welsh as often as possible, we will ensure that we have a Welsh translator on request where there is contact with the public who would prefer to speak in the Welsh Language. 

Telephone Communication

We answer the telephone in English only. Every member of staff is able to recognise and handle a Welsh language call with courtesy. We will develop our bilingual telephone services to ensure that all staff are able to handle, or refer, Welsh medium calls in a professional, appropriate and courteous manner.

Correspondence (Paper and Electronic)

At the moment, we generally write to people in English. We acknowledge our customers’ freedom to correspond with us in Welsh and we will respond in their preferred language wherever it is practically possible . We will give positive consideration to bilingualism when sending and receiving correspondence, based on the nature and purpose of the correspondence.

Forms and Account documents

Our forms and account documents are in English only, as this is how they come to us. Any forms which require those in the local area to fill them in will be provided in both English and Welsh.


We will ensure that this policy is supported at the highest level in our organisation. All members of Senior management will be responsible for implementing, championing and reviewing this policy.


This policy will be conveniently available for the public to read. Every member of staff will receive a copy of this policy and direction on its requirements.


We will assess and revise this policy every year. 

Services delivered on our behalf - We encourage every contractor or third party that delivers services on our behalf to comply with this policy.


The Welsh Language Commissioner’s template was used to compile this Welsh Language Policy. However, the Welsh Language Commissioner is not responsible for monitoring the standard of our Welsh medium provision. Any enquiries regarding the implementation of this policy should be directed to us at the address given on the front page





  1. Hopethruhorses recognises that discrimination and victimisation is unacceptable and that it is in the interests of the Organisation and its volunteers to utilise the skills of the total workforce. It is the aim of the organisation to ensure that no client or group of clients receives less favourable facilities or treatment (either directly or indirectly) on grounds of age, disability, gender / gender reassignment, marriage / civil partnership, pregnancy / maternity, race, religion or belief, sex, or sexual orientation (the protected characteristics).


  1. Our aim is to be truly representative of all sections of society and for each client or group of clients to feel respected and able to give of their best.


  1. We oppose all forms of unlawful and unfair discrimination or victimisation. To that end the purpose of this policy is to provide equality and fairness for all.


  1. All volunteers and participants will be treated fairly and with respect. All volunteers and participants will be helped and encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the efficiency of the organisation.


  1. We will not discriminate directly or indirectly, or harass volunteers or clients because of age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex, and sexual orientation in the provision of the organisation’s goods and services.


  1. This policy and the associated arrangements shall operate in accordance with statutory requirements. In addition, full account will be taken of any guidance or Codes of Practice issued by the Equality and Human Rights Commission, any Government Departments, and any other statutory bodies.




  • To create an environment in which individual differences and the contributions of all are recognised and valued.

  • Everyone is entitled to a working environment that promotes dignity and respect to all. No form of intimidation; bullying or harassment will be tolerated.

  • Training, development and progression opportunities are available to all volunteers and participants.

  • To promote equality throughout which we believe is good management practice and makes sound sense.

  • We will review all our practices and procedures to ensure fairness.

  • Breaches of our equality policy will be regarded as misconduct and could lead to disciplinary proceedings.

  • This policy is fully supported by all those involved with Hopethruhorses

  • The policy will be monitored and reviewed annually




Responsibility for ensuring the effective implementation and operation of the arrangements will rest with Jo Corfield founder and manager of Hopethruhorses.  Jo Corfield will ensure that all reasonable and practical steps are taken to avoid discrimination. She will ensure that


  • all volunteers are aware of the policy and the arrangements, and the reasons for the policy;

  • grievances concerning discrimination are dealt with properly, fairly and as quickly as possible;

  • proper records are maintained.


Human Resources / Head Office will be responsible for monitoring the operation of the policy in respect of volunteers and all participants.




Responsibility for ensuring that there is no unlawful discrimination rests with everyone involved with Hopethruhorses and the attitudes of all, are crucial to the successful operation of fair practices. In particular, all volunteers and participants should:


  • comply with the policy and arrangements;

  • not discriminate in their day to day activities or induce others to do so;

  • not victimise, harass or intimidate others who have, or are perceived to have one of the protected characteristics.

  • ensure no individual is discriminated against or harassed because of their association with another individual who has a protected characteristic.

  • inform Jo Corfield if they become aware of any discriminatory practice.




Third-party harassment occurs where a Company employee is harassed, and the harassment is related to a protected characteristic, by third parties such as clients or customers. Hopethruhorses will not tolerate such actions against and those concerned should inform Jo Corfield at once that this has occurred. Hopethruhorses will fully investigate and take all reasonable steps to ensure such harassment does not happen again.




All employment policies and arrangements have a bearing on equality of opportunity. The policies will be reviewed regularly and any discriminatory elements removed. 




The Company attaches particular importance to the needs of disabled people.


 Under the terms of this policy, managers are required to: 


  • include disabled people as volunteers in training/workshops and private sessions programmes;

  • give full and proper consideration to disabled people, having regard to making reasonable adjustments for their particular aptitudes and abilities to allow them to be able to participate.




  • Hopethruhorses deems it appropriate to state its intention not to discriminate and assumes that this will be translated into practice consistently across the organisation as a whole. Accordingly, a monitoring system will be introduced to measure the effectiveness of the policy and arrangements.


  • The system will involve the routine collection and analysis of information on employees by gender, marital status, ethnic origin, sexual orientation, religion / beliefs, grade and length of service in current grade. Information regarding the number of volunteers and participants who declare themselves as disabled will also be maintained.


  • We will maintain information on staff who have been involved in certain key policies: Disciplinary, Grievance and Bullying & Harassment.


  • The information collected for monitoring purposes will be treated as confidential and it will not be used for any other purpose.




Volunteers and participants have a right to pursue a complaint concerning discrimination or victimisation.


Discrimination and victimisation will be treated as disciplinary offences and they will be dealt with as such.




The effectiveness of this policy and associated arrangements will be reviewed annually under the direct supervision of the Organisation founder Jo Corfield

Environmental Policy


We at HopeThruHorses are conscious of our social responsibilities with regards to helping the environment through our working practices. Our objective is not only to sustain our environment for our descendants but also to rehabilitate the damage previously done. We believe that our corporate responsibility goes beyond our proprietary borders and therefore every effort will be made to conserve resources throughout our operations. 


HopeThruHorses will try to not only meet existing environmental laws and regulation, but will endeavour to go beyond the status quo and see techniques and approaches that position us ahead of our competition. 


Growth of our company depends on our abilities to minimise or eliminate our impacts on our surroundings. Our ultimate success depends on the environment of the United Kingdom, without a beautiful country, our customers will cease to come. Our company’s future and the future of our environment are interconnected.


Following are our specific ideals:


Awareness and Commitment

Our policy towards the environment will be readily available and promoted to our staff and clients. We will endeavour to ensure staff and clients are familiar with and implement our environmental commitment and objectives.


Practical Implementation:


  • HopeThruHorses environmental policy will be available to view on our website.

  • HopeThruHorses environmental policy will be provided as a hard copy if requested

  • HopeThruHorses environmental policy will be available on site



HopeThruHorses will endeavour to reduce the impact on the environment where ever possible with respect to transport.

Practical Implementation:


  • Seek and employ local products and services to reduce transport costs.

  • HopeThruHorses will avoid unnecessary travel, and will use energy efficient vehicles and driving styles. 

  • Encourage the use of public transport, cycle or foot. 

  • To eliminate unnecessary and inefficient use of HopeThruHorses owned motor vehicles, and wherever possible, that of other vehicles (including client vehicles) associated with HopeThruHorses. Where ever possible car pooling will be implemented.


Energy & Water Consumption

HopeThruHorses accepts a share of the UK's commitment to a reduction in carbon dioxide emissions both by attaining greater efficiency in total energy consumption and by continuing to examine the possibility of acquiring electricity from 'green' sources when finances permit, either through the purchase of 'green' electricity, or through an increased use of solar water heating, combined heat and power plants (CHP), or photo-voltaic.


Practical Implementation:


  • HopeThruHorses will make every effort to use water efficiently and eliminate pollutants entering the drainage system.

  • HopeThruHorses will use energy efficient products where ever practical, and monitor usage to achieve minimum energy consumption.


Waste Generation and Management

HopeThruHorses will try to minimize the production of waste and pollution; including unnecessary packaging.  HopeThruHorses will implement measures to reduce the volume of waste generated and to increase the proportion of that waste which is recycled.


Practical Implementation:


  • HopeThruHorses will look to compost organic waste.

  • HopeThruHorses seperates glass, paper, plastic, and cans/tins.

Materials and Resources

HopeThruHorses will try to minimise environmental impact with regard to sourcing materials and resources.


Practical Implementation:


  • HopeThruHorses will avoid using materials which have an undesirable effect on the environment, and wherever possible use locally made recycled goods. 

  • HopeThruHorses will try to use contractors who also share a commitment to the environment, and take into account lifetime costs of materials when repairing, altering or rebuilding premises. 

  • HopeThruHorses will maximise use of electronic communication and information storage as an alternative to paper, and take into account the environmental quality and impact of food products and where possible to purchase food and animal feed which has been grown locally.


Natural Environment

HopeThruHorses will help to protect and enhance natural habitats and wildlife, take appropriate opportunities to enhance them and be sensitive to landscape issues. Look to minimize impact on local wildlife, and to look for opportunities to work with the local community in caring for the local environment. HopeThruHorses will endeavour to be aware of local planning developments and take appropriate action where these are potentially damaging to the environment. 


Thank you for helping us to help the environment.

Code of Conduct

Code of Conduct, Performance and Ethics
General Principles
Hopethruhorses main duty is to protect the health and wellbeing of all those who use our services. The care of our clients is our first concern

We provide a high standard of care at all times
Clients are treated with respect, as individuals
Our professional knowledge is kept up to date
We act lawfully in our professional and personal practice
We are personally accountable for our professional activity

An Introduction

Facilitators confirm that they have read, and agree to observe, the standards set out in this document. They are familiar with the standards and must ensure they are observed.

The standards of conduct, performance and ethics are as follows; 

We act in the best interests of our clients and users 
Respect the confidentiality of our clients and users
Maintain high standards of personal conduct 
We always observe high standards of performance. 
Keep our professional knowledge, skills and performance up to date and relevant to our field of practice 
Act within the limits of our knowledge, skills and experience and, if necessary, refer on to another member or healthcare professional
Maintain appropriate and effective communication with, clients, users, carers, other members and professionals 
Effectively supervise delegated tasks 
Obtain informed consent to give treatment, preferably in writing                         (except in emergency) 
Keep accurate, client and user record 
Be aware of and manage effectively and safely the risks of injury 
Limit our work or stop practicing if any person has reason to believe our performance or judgement is effected by your physical, emotional or mental health 
We always maintain high ethical standards. 
We always carry out our duties in a professional and ethical way  
Behave with integrity and honesty
We will not be involved in any behaviour or activity which is likely   to damage our profession’s reputation or undermine public confidence in our profession 
Hopethruhorses main responsibilities 
To act always in the best interests of our, clients and users
We respect and take account of these factors when providing care, and will not exploit or abuse the relationship with, client, user or carer. We will not allow our views about, clients’ or users’ sex, age, colour, race, disability, sexuality, social or economic status, lifestyle, cultural or religious beliefs to affect the way you treat them or the professional advice that we give.
We try to provide the best possible care, either alone or with other volunteers and employees, health and social care professionals. We will not do anything, or allow anything to be done, that we have reason to believe will put the health or safety of a, client or user in danger. This includes both our own actions and those of others.
When working in a team we remain accountable for our professional conduct, any care or professional advice we provide, any failure to act and any tasks we may delegate. We protect patients and clients if we believe they are actually or potentially at risk from a colleague’s conduct, performance or health. The safety of, clients and users comes before any personal and professional loyalties at all times. As soon as we become aware of any situation that puts a client or user at risk, we will discuss the matter with a senior professional colleague. 

We treat information about clients and users as confidential and use it only for the purpose for which it was given. We do not knowingly release any personal or confidential information to anyone who is not entitled to it, and check that people who ask for information are entitled to it. We only use information about a client or user to continue to care for that person; or
For purposes where that person has given you specific permission to use the information 
For legal reasons 
If you have good cause to believe that your client, you, or others may be harmed if we do not disclose information.
We also keep the conditions of any relevant data-protection legislation and follow best practice for handling confidential information relating to individuals at all times. Best practice and policy is likely to change over time and we stay up to date. We are particularly careful not to reveal, deliberately or accidentally, confidential information that is stored on a computer.
Confidentiality when treating minors

In most circumstances we have an adult present during the session and obtain signed consent to work alone with a minor. Conditions of confidentiality need to are carefully considered and decisions made on individual circumstances.
We maintain high standards of personal conduct
We keep high standards of personal conduct, as well as professional conduct. We do not do anything that may affect someone’s treatment or confidence in us.
We ensure that our knowledge, skills and performance are of a high quality, up to date, and relevant to our field of knowledge.
We act within the confines of our knowledge, skills and experience and if necessary, refer on to another member or healthcare professional.
We keep within the scope of our knowledge. This means we only practice in those fields in which you have appropriate education; training, qualification and experience.
Our duty of care to a client includes the obligation to refer them for further professional advice or treatment if it becomes clear that what they need is beyond our own scope of knowledge. If we accept a referral from another healthcare or social care professional, we make sure that we fully understand the request. We only provide the treatment or advice we believe is appropriate. If this is not the case, we discuss the matter with the practitioner who has made the referral, and also with the client or user, before we begin any treatment.
We take all reasonable steps to make sure that we communicate properly and effectively with our clients and users, and their carers and family. We also communicate effectively, co-operate, and share our knowledge and expertise with professional colleagues for the benefit of clients and users. This is of particular importance when entering multiple relationships involving the same, client or user.
People who consult us or receive treatment or services from us are entitled to assume that we have the knowledge and skill to carry out their treatment. Whenever we give tasks to another person to carry out on our behalf, we make sure that they have the knowledge, skills and experience to carry out the task safely and effectively. If they are not healthcare professionals, we do not ask them to do the work of healthcare professionals. If they are healthcare professionals, we do not ask them to do work that is outside their scope of practice. If they are trained to be healthcare professionals, we make sure that they are capable of carrying out the task safely and effectively.
Whoever we ask to carry out a task, we always continue to give adequate and appropriate supervision and remain accountable for the outcome. If someone tells us they are unwilling to carry out the task because they do not think they are capable of doing so safely and effectively, we do not pressure them to carry out the task. If their refusal raises a disciplinary or training issue, we deal with that separately, without endangering the safety of the, client or user.
We always get informed consent to give treatment.
Making and keeping records is an essential part of care and we keep records for everyone you treat or who asks for professional advice or services. All records are complete and legible.
We protect information in records against loss, damage or use by anyone who is not authorised. We use computer-based systems for keeping records, they are protected against anyone tampering with them (including other healthcare professionals). If we update a record, you do not erase information that was previously there, or make that information difficult to read. Instead, we mark it in some way (for example, by drawing a line through the old information.)
We keep to the rules of confidentiality when dealing with people who have infections. For some infections, such as sexually transmitted infections, these rules may be more restrictive than the rules of confidentiality for people in other circumstances.
We have a duty to take action if physical, emotional or mental health could be affecting our fitness to practise.  We get advice from a consultant in occupational health or another suitably qualified medical practitioner and act on that advice. This advice should consider whether, and in what ways, we might need to change our practice, including stopping practising if this is necessary. 
We carry out our duties and responsibilities in a professional and ethical way., Clients and users are entitled to receive good and safe standards of practice and care. We seek to protect the public from unprofessional and unethical behaviour, and to make sure that registrants know the standards expected of them.
We make sure that we behave with integrity and honesty and keep to high standards of personal and professional conduct at all times.
Any advertising we undertake in relation to professional activities are accurate. Never misleading, false, unfair or exaggerated. We do not claim that our personal skills, equipment or facilities are better than anyone else’s.
If we are involved in advertising or promoting any other product or service, we make sure that we use our knowledge, healthcare skills; qualifications and experience in an accurate and professional way. We do not make or support unjustifiable statements relating to particular products or services. Any potential financial rewards to us are made explicit and play no part at all in our advice or recommendations of products and services that we give to, clients and users.
We do not get involved in any behaviour or activity that is likely to damage our profession’s reputation or undermine public confidence in our profession.
Our behaviour is potentially under scrutiny by members of the public and we ensure we do nothing to bring our profession into disrepute. Appropriate professional boundaries are maintained between practitioners and the, client or user. Development of a personal relationship results in the cessation of the therapeutic relationship.