Equality, Diversity & Inclusion Policy
In4ra is committed to equality, diversity and inclusion. We will not tolerate discrimination or harassment and will comply with the Equality Act 2010.
Last updated: 23 June 2026
Overview
Purpose
This policy explains In4ra's commitment to preventing discrimination, promoting inclusion and meeting our legal obligations under UK equality law. It applies to all employees, contractors, applicants and third parties.
It covers all workplace behaviour, recruitment, procurement, service delivery and interactions with clients — across every protected characteristic recognised under the Equality Act 2010.
Legislation
Legal Framework & Employer Duties
In4ra complies with the Equality Act 2010, which protects people with protected characteristics from unlawful discrimination, harassment and victimisation. As an employer we are responsible for preventing discrimination at work and ensuring fair treatment across recruitment, terms of employment, promotion, training and dismissal.
Protected Characteristics
Standards
Expected Standards
Treat everyone with dignity and respect
Every person — colleague, client or contractor — deserves to be treated with courtesy and professionalism regardless of their background or identity.
Make decisions fairly
Avoid assumptions based on protected characteristics. Base decisions on merit, evidence and objective criteria.
Make reasonable adjustments
Remove barriers for disabled staff and applicants by implementing reasonable adjustments promptly and practically.
Development
Training & Support
HR provides mandatory training for all staff. Managers receive additional training on fair recruitment, performance management and handling complaints. HR schedules sessions and maintains training records.
| Training Module | Audience |
|---|---|
| Equality & diversity induction | All staff |
| Unconscious bias awareness | All staff |
| Reasonable adjustments & disability awareness | All staff |
| Annual refresher training | All staff |
| Fair recruitment & performance management | Managers |
| Handling complaints | Managers |
Reporting & Investigation
Report concerns to HR at [email protected] or to your line manager.
Reports will be treated seriously, investigated promptly and kept confidential where possible.
No retaliation will be tolerated against anyone raising a concern in good faith.
Remedies & Disciplinary Action
Where a breach is found, In4ra will take proportionate action which may include:
- Mediation between parties
- Mandatory additional training
- Formal written warnings
- Dismissal in serious cases
Victims may be offered support, adjustments or redeployment as appropriate.
Monitoring & Data
We monitor workforce diversity and complaint trends to identify barriers and measure progress. Monitoring data is processed in line with data protection law and used only to improve equality outcomes.
Reasonable Adjustments
Requests for reasonable adjustments should be made to HR at [email protected]. We will assess needs promptly and implement adjustments where reasonable and practicable.
Governance
Review & Governance
This policy is reviewed annually or sooner if legislation changes. Senior management is accountable for implementation. HR is responsible for policy maintenance, training delivery and reporting to the board.
At a Glance
Quick Guidance for Employees
If you experience or witness discrimination, report it to [email protected].
If you need an adjustment, contact HR — requests are assessed promptly.
Complete mandatory equality training on induction and annually thereafter.