Equality, Diversity & Inclusion

1. Policy Statement

Infinity Pulse is committed to promoting equality of opportunity for all staff and job applicants. We aim to create a working environment in which all individuals are able to make best use of their skills, free from discrimination or harassment, and in which all decisions are based on merit.

We do not discriminate against staff on the basis of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation (protected characteristics).

The principles of non-discrimination and equality of opportunity also apply to the way in which staff treat visitors, clients, customers, suppliers and former staff members.

2. Our Commitment

The organisation commits to:

• Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense
• Create a working environment free of bullying, harassment, victimisation and unlawful discrimination
• Promote dignity and respect for all, where individual differences and contributions are recognised and valued
• Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination
• Make opportunities for training, development and progress available to all staff
• Make decisions concerning staff based on merit (apart from necessary and limited exemptions and exceptions allowed under the Equality Act)
• Review employment practices and procedures when necessary to ensure fairness

3. Protected Characteristics

Under the Equality Act 2010, discrimination is prohibited on the grounds of the following protected characteristics:

4. Recruitment and Selection

We are committed to applying fair, consistent and transparent recruitment practices. Selection will be based on the applicant's aptitude and ability to do the job. We will:

• Ensure job descriptions and person specifications do not discriminate
• Advertise vacancies widely to attract diverse applicants
• Use interview panels with appropriate training in equality and diversity
• Make reasonable adjustments for disabled candidates
• Base all decisions on objective, job-related criteria

5. Training and Development

All staff will be helped and encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the efficiency of the organisation.

Training will be provided to managers and all other staff on equality and diversity issues and their responsibilities under this policy. Our aim is to ensure that all employees understand and embrace the benefits of diversity in the workplace.

6. Harassment and Bullying

Harassment or bullying on grounds of any protected characteristic is unacceptable and will not be tolerated. Such behaviour may be grounds for disciplinary action and could result in dismissal.

Harassment includes unwanted conduct related to a protected characteristic that has the purpose or effect of violating an individual's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment.

Anyone who feels they have been subjected to harassment or bullying should raise the matter through our grievance procedure. All complaints will be dealt with seriously, promptly and confidentially.

7. Staff Responsibilities

All staff have a responsibility to:

• Comply with the equality policy and arrangements
• Treat colleagues, customers and suppliers with dignity and respect
• Not discriminate, harass, bully or victimise any colleague, customer or supplier
• Report any behaviour that they find offensive or uncomfortable
• Co-operate with measures introduced to ensure equal opportunity

8. Breach of Policy

Any breach of this policy by an employee will be dealt with under our disciplinary procedure and may result in disciplinary action up to and including dismissal. Serious breaches of the policy may constitute gross misconduct.

Staff who commit serious acts of harassment may be guilty of a criminal offence. Acts of discrimination, harassment, bullying or victimisation against employees or customers are disciplinary offences and will be dealt with under the organisation's disciplinary procedure.

9. Reporting Concerns

If you believe you have been discriminated against or have witnessed discrimination, you are encouraged to raise the matter through our grievance procedure. You can contact us at:

You can also seek advice from ACAS (Advisory, Conciliation and Arbitration Service) on 0300 123 1100 or the Equality Advisory Support Service on 0808 800 0082.

10. Monitoring and Review

We will monitor the application of this policy and review it annually to ensure it remains effective and compliant with current legislation. We will monitor the composition of the workforce and the outcomes of selection decisions to identify any areas of concern and take appropriate action.

The policy will be updated where necessary to reflect changes in legislation or best practice.