Equality & Inclusion Policy

Document Owner: Pobl Tech Limited (T/A Pobl)

Overview

This policy sets out Pobl’s commitment to equality, inclusion, and fair treatment.

We aim to create an environment where people feel respected, supported, and able to contribute fully. This applies to how we work internally and how we deliver services to clients and users.

We are committed to eliminating discrimination, supporting equal opportunity, and building positive, inclusive working relationships.

Scope

This policy applies to:

All employees, directors, contractors, and temporary staff
All stages of employment, including recruitment, development, and progression
All services delivered by Pobl, including design, development, hosting, and support
Our commitment

We are committed to treating all individuals with dignity and respect.

We do not tolerate:

Discrimination
Harassment
Victimisation

Equality and inclusion are part of how we make decisions, deliver services, and work with others.

Legal framework

This policy is informed by the Equality Act 2010 and relevant UK legislation.

We recognise protection against discrimination based on characteristics including:

Age
Disability
Gender reassignment
Marriage and civil partnership
Pregnancy and maternity
Race
Religion or belief
Sex
Sexual orientation
Responsibilities
Senior management

Responsible for setting expectations, providing oversight, and ensuring this policy is applied consistently.

Managers and team leads

Responsible for promoting inclusive practices, addressing concerns, and ensuring fair treatment within teams.

All staff

Responsible for:

Treating others with respect
Supporting an inclusive environment
Challenging inappropriate behaviour where appropriate
Reporting concerns through the correct channels

Recruitment and employment

We are committed to fair and transparent recruitment and employment practices.

Decisions relating to recruitment, training, promotion, and reward are based on:

Skills
Experience
Role requirements

We aim to remove unnecessary barriers and make reasonable adjustments where needed.

Inclusive working environment

We aim to create a working environment where people feel safe, valued, and supported.

This includes:

Considering flexible working where possible
Making adjustments to support different needs
Addressing inappropriate behaviour promptly

Bullying, harassment, or discrimination is not accepted.

Equality in service delivery

Equality and inclusion are also reflected in how we deliver our work.

This includes:

Designing accessible and inclusive digital services
Supporting bilingual delivery where required
Considering users with different levels of digital confidence
Applying recognised accessibility standards where appropriate
Training and awareness

Equality and inclusion awareness form part of onboarding and ongoing working practices.

All staff are expected to understand their responsibilities and contribute to a respectful working environment.

Reporting concerns

Any concerns relating to discrimination, harassment, or unfair treatment should be raised as soon as possible.

We will:

Handle all concerns sensitively and fairly
Investigate appropriately
Ensure no retaliation against individuals raising concerns
Monitoring and review

This policy is reviewed regularly to ensure it remains effective and appropriate.

We may take action to improve practices where required.

Document governance

Document owner: The owner of this policy is the Technical Director, Pobl Tech.

Approval: This policy has been reviewed and approved by senior management.

Review schedule

This document is reviewed:

At least annually
Following significant changes to services or regulations
Following major incidents or risks