At Workio, we are deeply committed to encouraging and promoting equality and diversity in our workforce, especially at senior management level.

We abhor any unlawful discrimination and commit to upholding the highest standards of compliance with the letter and the spirit of applicable anti-discrimination law across the jurisdictions in which we operate.

We strive for our workforce to represent all facets of society and our user base, and for each employee to feel respected, psychologically safe, and able to be their best selves at work and in their personal life outside of work.

Workio - in providing our products and services - is also committed to avoiding unlawful discrimination against our users (whether paying organisational clients or non-paying individuals) or the general public.

This policy’s purpose is to:

  • provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
  • 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) and sexual orientation
  • oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities

Workio commits to:

  • encourage equality and diversity in the workplace, as they are good practice and make business sense, by mandating that at least one woman and/or member of another population underrepresented in Workio’s employee base at the time of the interview process is formally interviewed for any open position
  • 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 by all others

General context:

This commitment includes training managers and all other employees about their rights and responsibilities under this equality policy. Responsibilities include employees conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.

All employees 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.

Workio takes 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 and/or disciplinary procedures, and any 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.

Workio commits to not entering into non-disclosure agreements or binding private arbitration regarding any such issues of bullying, harassment, victimisation and unlawful discrimination. We commit to making opportunities for training, development and progress available to all employees, who will be helped and encouraged to develop their full potential, so their talents, resources and potential can be fully realised to make Workio as effective as we can possibly be.

Decisions concerning employees will be based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act), so we will continually:

  • 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
  • monitor the make-up of the workforce regarding aspects such as age, gender, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality and diversity, and in meeting the aims and commitments set out in this equality policy
  • Monitoring will also include assessing how the equality policy, and any supporting action plan, is working in practice, reviewing them annually, and considering and taking action to address any issues

The equality policy is fully supported by senior management and each year we will discuss it in detail with relevant trade unions and/or employee representatives.

Details of Workio’s grievance and disciplinary policies and procedures can be found in Workio’s employee document storage location. This includes with whom an employee should raise a grievance – usually their line manager or designated non-executive board member.

Use of Workio’s grievance and/or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.