Diversity and Equality Policy


I‑Finity is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination. We strive to be inclusive through respecting one another, promoting and achieving equality of opportunity, and valuing diversity, and providing an accessible, responsive service to our customers, suppliers, partners and employees.

The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.

This policy applies to all staff at all levels including employees, management, agency workers, and independent contractors.


The purpose of our policy is to:

  1. Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
  2. Create a working environment where no staff member is unlawfully discriminated against.

Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of: 

  • age
  • disability
  • gender reassignment
  • marriage and civil partnership
  • pregnancy and maternity
  • race (including colour, nationality, and ethnic or national origin)
  • religion or belief
  • sex (gender)
  • sexual orientation (known as protected characteristics)


  1. Oppose and avoid all forms of unlawful discrimination in the workplace. This includes in:
  • staff’s interactions with each other
  • pay and benefits
  • terms and conditions of employment
  • dealing with grievances and discipline
  • dismissal
  • redundancy
  • leave for parents
  • requests for flexible working
  • selection for employment, promotion, training or other development opportunities

Unlawful discrimination

The Equality Act 2010 prohibits the following forms of discrimination:

  • Direct discrimination: less favourable treatment because of a protected characteristic.
  • Indirect discrimination: where a provision, criterion or practice is applied to all staff but adversely affects people with a particular protected characteristic more than others, and is not justified.
  • Harassment: unwanted conduct related to a protected characteristic, which has the purpose or effect of violating someone's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. This includes sexual harassment.
  • Victimisation: retaliation against someone who has complained or has supported someone else's complaint about discrimination.
  • Failure to make reasonable adjustments to alleviate disadvantages caused by a disability.
  • Discrimination arising from disability: where a disabled person is treated unfavourably not because of their disability but something arising in consequence of it.

I‑Finity commits to:

1. Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense.

2. Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.
This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination. All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public.

3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation's work activities.
Such acts will be dealt with as misconduct under the organisation's grievance or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice. Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

4. Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.

5. Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.

6. Monitor our equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking act

Responsibilities of all staff

This policy applies to all staff working for us including employees, agency and casual workers, and self-employed contractors. All staff are expected to conduct themselves in a professional and considerate manner at all times. Staff must not unlawfully discriminate against or harass other people including current and former staff members, job applicants, clients, customers, suppliers, or visitors.

This responsibility applies in the workplace, outside the workplace (when dealing with customers, suppliers or other work-related contacts), and on work-related trips or events including social events. This applies in relation to face-to-face behaviour as well as communications by phone, text message, email, social media, and other electronic means. It applies to written, verbal and non-verbal conduct such as disseminating offensive pictures, cartoons, and pornography.

Breaches of this policy

Breaches of this policy will be dealt with in accordance with our disciplinary procedure. Serious cases of discrimination may amount to gross misconduct resulting in dismissal. Staff who make complaints or who participate in good faith in any investigation must not suffer any form of retaliation or victimisation as a result. However, making a false allegation deliberately and in bad faith will be treated as misconduct and dealt with under our disciplinary procedure. Anyone found to have retaliated against or victimised someone in this way will be subject to disciplinary action under our disciplinary procedure.