We believe in fairness, respect and safety for all.
This policy outlines how we create a welcoming and safe work environment, and treat people with fairness and respect in our working relationships.
This policy was last reviewed on 12 December 2022.
We believe in creating a work environment where everyone feels welcome, valued and safe.
We want working with us to be a positive experience for everyone involved, in which our clients, partners, suppliers and workers cooperate knowing that their identities are seen and respected.
Dignity and respect
We strive to be a company with a work environment where people feel valued, respected, supported and able to give of their best.
We encourage people from all walks of life to work with us—people of different age, ability, gender, sexual orientation, race, religion or belief.
We do not tolerate harassment in any form. Sexist, racist, homophobic, transphobic or otherwise offensive and inflammatory remarks or behaviour are not acceptable. See below for details of how we handle discrimination and harassment.
Fairness and justice
We aim to be fair in all our working relationships, whether with clients, partners, suppliers or workers.
We commit to not discriminating on grounds of age, ability, gender, nationality, sexuality, race, religion or belief.
Equity and inclusion
Every person should feel equally welcome and included, whether working for us or with us as a client. The company should be open to new ideas, and particularly prioritise opportunities for workers to share their knowledge and experiences with one another.
We make sure everyone has what they need, but our vision is a world where everyone is included. We aim for our workforce to be truly representative of all sections of society.
We do our best to ensure that anybody can work with us, whether as clients, partners, suppliers, employees, subcontractors, or in any other working relationship. We work hard to ensure our communications are as accessible as possible, and any physical spaces within which we work meet people’s needs.
Working towards greater equity and inclusion is what we do, so we commit to creating equitable opportunities for suppliers owned or run by people from all walks of life.
We want fair and diverse representation in our supply chain, and are keen to support marginalised people. We encourage existing and potential suppliers to share information with us about diversity in their ownership, governance and workforce.
Selection for employment, promotion, training or any other benefit will be on the basis of aptitude and ability. All employees 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.
We are particularly committed to:
- Ensuring staff are aware of this policy as part of their induction
- Creating job adverts and descriptions that do not discriminate and ensure roles are advertised across a range of platforms to be accessible and inclusive to all
- Discussing and putting in place reasonable adjustments
- Offering flexible working arrangements
- Providing accessible software and hardware
New employees and subcontractors are taken through the relevant procedures to ensure they are aware of company policy. Subcontractors are engaged as long-term suppliers to the company irrespective of project length and are taken through most of the same procedures as employees as deemed appropriate. These are reviewed on an annual basis.
Should things go wrong
We’ve always enjoyed developing positive working relationships built on transparency and good communication. If something is wrong, we want to hear about it so that we can put things right and learn to do better in the future.
Handling discrimination and harassment
If you feel you have been discriminated against or harassed, please raise the issue with company management, who will then investigate the complaint, listening to all involved. The management will support people who feel they have been harassed or discriminated against, and will not victimise or treat them less well because they have raised this.
If the complaint is against a particular individual, this person will have the opportunity to express their point of view, accompanied by a friend. The person making the complaint will also have this opportunity.
If the complaint is against a member of management, that person will not be part of conducting the investigation.
If the complaint is against the company as a whole, the management must work to ensure that such discrimination is not repeated in the future, and must inform relevant parties how they propose to do this.
Any decision to exclude a person due to discriminatory or harassing behaviour will be made with reference to this policy, our code of ethics, and our code of conduct.
For more information, see our complaints policy to find out how we handle complaints in a fair, consistent and timely fashion.