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Equal Opportunity Policy

(Policy against Harassment, Discrimination and Retaliation)

Last updated: 2 November 2025
Company: InteliATE Ltd (Company No. 15514345)
Registered office: London, United Kingdom
Contact: contact@InteliATE.com (subject: HR/Equal Opportunity)

1) Policy statement

InteliATE provides equal opportunities in employment and a workplace free from discrimination, harassment (including sexual harassment), bullying and retaliation. Zero tolerance for violations. Managers are accountable for prevention, fast response, and fair outcomes.

This policy applies to all workers: employees, workers, contractors, consultants, interns, applicants, agency staff, and any third party acting for InteliATE, wherever work is performed (office, client site, remote, events, travel, online tools).

2) Legal framework (UK focus, global application)

We comply with the Equality Act 2010 and relevant local laws where we operate. The Equality Act protects nine characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation. We apply these protections company‑wide. Legislation.gov.uk+2equalityhumanrights.com+2

From 26 October 2024, UK employers have a legal duty to take reasonable steps to prevent sexual harassment. InteliATE implements proactive measures and will evidence those steps. GOV.UK+2equalityhumanrights.com+2

3) Definitions (plain English)

  • Discrimination: Unlawful less favourable treatment because of a protected characteristic (direct), or applying a provision/criterion/practice that disadvantages a protected group without justification (indirect).

  • Harassment: Unwanted conduct related to a protected characteristic (or of a sexual nature) that violates dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment. Single serious incidents count. Bystander harm counts. Legislation.gov.uk+1

  • Sexual harassment: Any unwanted sexual conduct (verbal, non‑verbal, physical), sexual advances, requests for sexual favours, sexualised “banter”, sharing sexual content, or conduct related to sex that creates the environment described above. Acas

  • Victimisation (retaliation): Detriment to someone because they raised or supported a complaint or exercised Equality Act rights. Prohibited. Legislation.gov.uk+1

  • Bullying: Offensive, intimidating, malicious or insulting behaviour, abuse of power or unfair criticism that undermines or humiliates. Bullying can be misconduct even if not unlawful discrimination.

4) What’s prohibited (non‑exhaustive)

  • Discrimination or harassment on any protected ground.

  • Sexual harassment (including “banter”, sexual jokes/memes, unwanted touching, remarks about appearance).

  • Offensive slurs, stereotypes, microaggressions, or exclusionary behaviour.

  • Bullying (private or public, in person or online).

  • Retaliation against anyone who reports or participates in an investigation.

  • Inappropriate use of collaboration tools (email, chat, video, issue trackers) to harass, demean or target.

  • Third‑party misconduct at events or client sites: managers must act to prevent and stop it. Acas

5) Responsibilities

  • Board & CEO: set tone, resource this policy, review outcomes.

  • Managers: lead by example; take proactive steps (briefings, event risk checks, visible escalation routes); act on issues immediately. equalityhumanrights.com

  • All workers: follow the policy; challenge unacceptable behaviour; report concerns.

  • People/Compliance (policy owner): training, advice, triage, investigation oversight, record‑keeping, reporting.

6) Recruitment, progression, pay & working practices

We will:

  • Write inclusive job ads; assess against objective criteria only.

  • Provide reasonable adjustments (recruitment and on the job).

  • Base pay, promotion, training and assignment decisions on merit and business needs.

  • Review criteria to avoid indirect discrimination; document rationale where criteria may disadvantage a protected group. Local Government Association

7) Reasonable adjustments (disability and other needs)

We will make reasonable adjustments to remove workplace barriers—equipment, software, schedule changes, accessible formats, support persons for assessments, etc. Raise needs via your manager or People/Compliance. We’ll agree adjustments and review them periodically.

8) Preventing sexual harassment: our “reasonable steps”

At minimum we will:

  1. Maintain and publish this policy; brief all staff annually.

  2. Run role‑appropriate training (managers get scenario‑based sessions).

  3. Risk‑assess events, travel, off‑sites (alcohol rules, clear contacts, buddy system).

  4. Provide multiple reporting channels (see §9) and no‑retaliation guarantees.

  5. Act promptly on reports; take corrective and disciplinary action where needed.

  6. Keep records and review trends; report anonymised metrics to leadership. Acas+1

9) How to report concerns

Report early. Options:

If you believe there is immediate risk to safety, call emergency services first.

We aim to acknowledge within 2 working days, start an assessment within 7 working days, and conclude straightforward matters within 28 days. Timelines may vary with case complexity—we will keep you informed.

We accept anonymous reports (where lawful), but it may limit what we can do. Confidentiality will be protected as far as possible.

10) Investigation process (summary)

  1. Intake & triage: assess risk; consider interim measures (separation, rota changes).

  2. Investigation plan: impartial investigator(s); scope, witnesses, evidence.

  3. Interviews & evidence review: fair opportunity to respond; support person permitted.

  4. Outcome: balance of probabilities standard; written findings.

  5. Action: remedial steps and, where misconduct is found, disciplinary action up to termination.

  6. Appeal: available via People/Compliance to a different decision‑maker.

False or malicious allegations may themselves be misconduct; good‑faith reports are protected from retaliation. Acas

11) Remote work, online channels & events

This policy covers all work contexts: Slack/Teams/email, code repos, tickets, video calls, client chats, conferences, dinners, transport and accommodation during business travel. Managers must risk‑assess events and brief teams on expected conduct and escalation points. Acas

12) Training & communication

  • Mandatory onboarding training; refresh at least every 2 years (annually for managers and higher‑risk roles).

  • Periodic reminders, posters, and pre‑event briefings.

  • Contractors and agencies receive the policy and must confirm compliance before starting work. equalityhumanrights.com

13) Data protection

Investigation records are kept confidential, limited to those who need to know, and retained only as long as necessary to meet legal and operational requirements. Separate workforce privacy notices cover HR data in detail.

14) Monitoring & review

People/Compliance reviews this policy annually and after any significant incident or legal change, and reports aggregated, non‑identifying trends to the Board.

15) Non‑UK operations

Where local laws provide stronger protections or different procedures, InteliATE will meet or exceed those requirements. Local HR will maintain any country addenda.

16) Related policies

  • Code of Conduct / Anti‑Bribery & Corruption Policy

  • Disciplinary Policy

  • Whistleblowing / Speak‑Up Policy

  • Health & Safety Policy

References (for transparency)

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