1. Policy Statement

 

 

IO-Gen Efficiency Ltd. is committed to creating a diverse, inclusive, and equitable workplace. We recognise that innovation thrives in a culture that respects and celebrates difference, and we aim to foster an environment where every team member feels valued, empowered, and supported.

 

This policy sets out our approach to promoting equality and diversity in line with the Equality Act 2010, and is relevant to everyone who works with or on behalf of our company—including employees, freelancers, contractors, and applicants.

 

2. Scope

 

This policy applies across all areas of our business, including:

 

• Recruitment and onboarding

• Terms and conditions of employment

• Training, development, and career progression

• Day-to-day operations (including hybrid/remote work)

• Grievance and disciplinary procedures

• Exit and offboarding processes

 

3. Legal Framework

 

We operate in accordance with the following UK legislation:

 

• Equality Act 2010

• Employment Rights Act 1996

• Human Rights Act 1998

 

Protected characteristics under the Equality Act include:

Age, Disability, Gender reassignment, Marriage and civil partnership, Pregnancy and maternity, Race, Religion or belief, Sex, and Sexual orientation.

 

4. Our Commitments

 

IO-Gen Efficiency Ltd. will:

 

• Champion inclusion in every aspect of our culture and operations

• Proactively prevent discrimination, harassment, and victimisation

• Provide equal access to opportunities and remove barriers to participation

• Make reasonable adjustments for disabled individuals or those with accessibility needs

• Foster a remote and flexible working culture that supports inclusion

 

5. Responsibilities

 

• Leadership & Founders: Responsible for setting the tone, modelling inclusive behaviour, and allocating resources for diversity and inclusion efforts.

• Managers: Accountable for ensuring their teams reflect the principles in this policy, including during hiring, feedback, and development processes.

• All Staff: Expected to uphold this policy and treat others with respect, fairness, and professionalism—whether in-person or remotely.

 

6. Inclusive Recruitment & Diverse Hiring Practices

 

We commit to building diverse teams by:

 

• Actively sourcing candidates from underrepresented backgrounds

• Writing inclusive and bias-free job descriptions

• Advertising roles widely (including on specialist job boards where appropriate)

• Using structured interview processes to ensure fairness

• Encouraging blind screening during shortlisting stages where possible

• Collecting anonymous diversity data to monitor progress (voluntary)

 

Our hiring philosophy is based on skills, potential, and values alignment—not just credentials or “culture fit”.

 

7. Remote and Flexible Work

 

We believe flexible and remote working can enhance inclusivity, particularly for:

 

• People with caring responsibilities

• Individuals with disabilities or long-term health conditions

• Neurodiverse team members who may thrive in different environments

• Those living outside of traditional tech hubs

 

We will:

 

• Ensure remote workers receive equal access to opportunities, training, and recognition

• Accommodate flexible hours where feasible, especially around caring or medical needs

• Make virtual meetings and collaboration tools accessible to all

 

8. Training and Awareness

 

All staff receive Equality, Diversity & Inclusion (EDI) training upon joining, and we periodically review our training content to reflect current best practices. Managers receive additional training in inclusive leadership, unconscious bias, and equitable decision-making.

 

9. Raising Concerns

 

Anyone who experiences or witnesses discrimination, harassment, or inequality is encouraged to speak up. Issues can be raised confidentially with a line manager, People/HR representative, or via our grievance procedure. Retaliation against anyone raising a concern will not be tolerated.

 

10. Monitoring and Review

 

This policy is reviewed annually and informed by internal feedback, evolving legislation, and our diversity monitoring data (collected anonymously and voluntarily). We are committed to transparent reporting and continuous improvement.

 

11. Communication

 

• The policy is shared during onboarding

• Available via our internal systems or HR portal

• Discussed periodically as part of company-wide culture and values discussions

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