Equality, Diversity & Inclusion Policy

Our commitment

ActiveManage Ltd is committed to eliminating discrimination and to promoting equality, diversity and inclusion in everything we do. We aim for a workforce that reflects the communities we work in, and for a workplace in which people are treated on their merits.

Under the Equality Act 2010 it is unlawful to discriminate on the grounds of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, or sexual orientation. We treat those nine protected characteristics as a floor rather than a ceiling, and apply the same principle to characteristics the Act does not cover — caring responsibilities, socio-economic background, and neurodivergence among them.

Who this applies to

This policy applies to every employee, director, contractor, consultant and work placement of ActiveManage Ltd, and governs how we deal with job applicants, customers, suppliers and visitors. It applies wherever the work happens, including at customer sites, at events, and in remote and online working.

Several of our customers are public bodies subject to the public sector equality duty under section 149 of the Equality Act 2010. That duty does not transfer to us as a supplier, but it does mean a buyer will ask how we support them in meeting it. The clearest answer is in the products: see the accessibility section below.

Recruitment and selection

• Roles are advertised publicly, and described by the skills the work actually requires rather than by proxies for them.
• We do not require a degree for technical roles. Demonstrated ability is assessed directly, through work relevant to the job.
• Selection decisions are recorded with the reasons for them, so a decision can be reviewed later.
• Reasonable adjustments are offered at every stage of recruitment, and applicants are told so in the advert rather than having to ask.
• Right-to-work checks are applied consistently to every candidate, not selectively.

Employment and working practices

• Pay, promotion, training and development opportunities are open to all and decided on the same basis.
• Flexible and remote working is available to every employee from the first day of employment. For many people — carers, disabled employees, people who cannot easily commute — this is the single adjustment that makes the job possible at all.
• Reasonable adjustments are made for disabled employees, including equipment, software, working pattern and physical environment. The cost of an adjustment is not a reason to refuse it at the scale we operate at.
• Religious observance, cultural practice and family responsibilities are accommodated wherever the work allows.
• Terms of employment are the same for part-time, fixed-term and full-time staff, pro-rated where that is appropriate.

Harassment, bullying and victimisation

Harassment, bullying, victimisation and discrimination are disciplinary matters and may amount to gross misconduct. This applies to conduct towards colleagues, and equally to conduct towards or from customers, suppliers and visitors — we will raise it with a customer where their staff behave this way towards ours.

Since October 2024 employers have had a positive duty to take reasonable steps to prevent sexual harassment of their employees, including by third parties. We meet that duty through this policy, through the reporting route below, and through TODO_PREVENTATIVE_STEPS — record the specific steps taken and when they were reviewed, because "we have a policy" is not on its own a reasonable step.

Accessibility of what we build

A software company's largest equality impact is usually in its products rather than in its employment practices, simply because far more people use the former than work for the latter. Inaccessible software excludes disabled people from services, and where those services are public it excludes them from things they are entitled to.

Our position, what we have verified, and what we have not, are set out in our accessibility statement. It is deliberately specific about the limits of what we can claim.

Raising a concern

If you believe you have been discriminated against, harassed or bullied — whether you work here, work for a customer or supplier, or have applied for a job with us — raise it with TODO_RESPONSIBLE_DIRECTOR at info@activemanage.co.uk. Concerns are handled confidentially and, where you ask for it, anonymously.

Employees may use the formal grievance procedure, and no one is disadvantaged for raising a concern in good faith, whether or not it is upheld. Retaliation against someone for raising a concern is itself a disciplinary matter.

Free and confidential advice is available from Acas, and from the Equality Advisory and Support Service.

Responsibility and review

Overall responsibility for this policy rests with the board. Day-to-day responsibility rests with TODO_RESPONSIBLE_DIRECTOR. Every employee is responsible for their own conduct under it.

This policy is reviewed annually, and sooner if the law changes. It does not form part of any employee's contract of employment and may be amended at any time.

Last reviewed: TODO_EDI_REVIEW_DATE. Approved by: TODO_DIRECTOR_NAME.