Equality, Diversity and Inclusion Policy

This policy applies to the director, employees, apprentices, freelancers, contractors, subcontractors and anyone working on our behalf. It covers how we recruit and manage people, how we deliver services to clients and their users, and how we choose and manage suppliers.

No one will be treated less favourably because of any of the following:

• Age
• Disability
• Gender reassignment
• Marriage and civil partnership
• Pregnancy and maternity
• Race, including colour, nationality, and ethnic or national origin
• Religion or belief, including lack of belief
• Sex
• Sexual orientation

We also do not discriminate on grounds such as social background, caring responsibilities or trade union membership.

Every decision about people is based on skills, experience and the needs of the role, never on a protected characteristic.

• Recruitment and selection: role descriptions list only genuine requirements. Adverts are placed where they reach a diverse range of applicants. Shortlisting and interviews use the same criteria for every candidate, and reasonable adjustments are offered at every stage.
• Engaging freelancers and subcontractors: selected on capability, price and availability using the same criteria for all.
• Training and development: open to everyone working with us, with adjustments where needed.
• Promotion and pay: based on performance and responsibilities, reviewed for fairness.
• Discipline and dismissal: handled through a fair, documented process applied consistently to everyone, with the right to be accompanied and to appeal.

Discrimination, harassment, bullying and victimisation are disciplinary offences. Proven cases may lead to dismissal for employees and to immediate termination of engagement for freelancers, contractors and subcontractors.

• Discrimination: treating someone less favourably, directly or indirectly, because of a protected characteristic.
• Harassment: unwanted conduct related to a protected characteristic, or of a sexual nature, that violates someone's dignity or creates a hostile environment. This includes conduct online, in messages and at client sites.
• Victimisation: treating someone badly because they raised a complaint, supported a complaint or gave evidence.

Anyone who raises a concern in good faith will be protected from any detriment.

The websites, platforms and AI tools we build must work for everyone who uses them.

• We design and build to WCAG 2.2 AA accessibility standards unless a client requires a higher standard.
• We test AI features for unfair or biased outputs before launch and keep a human route for users who need one.
• We treat clients, their staff and their users with equal respect, whatever their background.
• We expect our subcontractors and suppliers to follow equality law and this policy, and we include this in our agreements with them.

The director is responsible for this policy and for making sure everyone working with OneNet Servers has read it.

• Raising a concern: contact the director at [email protected]. Concerns are dealt with promptly, fairly and confidentially, and the outcome is confirmed in writing.
• Monitoring: we keep a record of recruitment and engagement decisions and of any complaints, and review them for fairness.
• Review: this policy is reviewed every year, and sooner if the law or our business changes.