1. Our commitment and scope
Amzu Information Technology Ltd is committed to equal opportunities and a culture where people are treated with dignity and respect. We value different experiences and perspectives and will work to remove unfair barriers to participation.
This policy applies to our directors, employees, job applicants, agency workers, contractors, consultants, interns and apprentices. It also sets our expectations for dealings with clients, suppliers, partners and people using our services. It covers recruitment, employment and service delivery, including remote work, digital communications, business travel and work-related events.
2. UK legal framework
This policy is informed by the Equality Act 2010, which provides the main framework for equality law in England, Scotland and Wales, and by Acas guidance. We will meet the legal duties relevant to our work, including equal pay, reasonable adjustments and the prevention of sexual harassment under the Worker Protection (Amendment of Equality Act 2010) Act 2023.
Northern Ireland has separate equality legislation. Where our work falls within that jurisdiction, we will apply the relevant Northern Ireland requirements, including protections relating to religious belief and political opinion. Our commitment to respectful and fair treatment applies throughout our operations; statutory protections and exceptions depend on the jurisdiction and circumstances.
3. Protected characteristics
We will not unlawfully discriminate because of any of the nine protected characteristics under the Equality Act 2010:
- Age.
- Disability.
- Gender reassignment.
- Marriage and civil partnership.
- Pregnancy and maternity.
- Race, including colour, nationality, and ethnic or national origins.
- Religion or belief, including lack of religion or belief.
- Sex.
- Sexual orientation.
This includes protection, where the law provides it, for people perceived to have a protected characteristic or associated with someone who has one. We also expect respectful treatment regardless of background, caring responsibilities or working pattern. The Act does not apply every protection identically in employment and services.
4. Discrimination and unacceptable conduct
We will not tolerate bullying or unlawful discrimination, including:
- Direct discrimination: treating someone less favourably because of a protected characteristic.
- Indirect discrimination: applying a rule or practice that puts people sharing a protected characteristic, and the individual concerned, at a particular disadvantage without lawful justification.
- Disability discrimination: unlawful unfavourable treatment arising from disability or a failure to make reasonable adjustments.
- Harassment: unwanted conduct related to a relevant protected characteristic that violates dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.
- Sexual harassment: unwanted conduct of a sexual nature with that purpose or effect, including inappropriate messages, images, comments or physical contact.
- Victimisation: subjecting someone to a detriment because they raise or support a discrimination complaint, give evidence or do another protected act.
These standards apply online and in person. Conduct can breach this policy even if it does not meet the legal definition of discrimination or harassment.
5. Fair recruitment and employment
We will use relevant skills, experience and objective role requirements when recruiting and making decisions about development, promotion and progression. We will review job descriptions and selection methods for unnecessary barriers, offer adjustments during recruitment, and only ask pre-offer health or disability questions where legally permitted.
Our commitment extends to pay and benefits, training, working conditions, leave, flexible working, performance management, grievances, discipline, redundancy and dismissal. We will meet equal pay requirements, including equal pay for equal work between women and men. Any positive action will be proportionate and within the limits permitted by law.
6. Reasonable adjustments and accessible services
We will make reasonable adjustments to remove substantial disadvantages experienced by disabled applicants, workers and service users where required by law. We will discuss individual needs, respond promptly and review whether adjustments remain effective. We will not charge disabled people for adjustments we are legally required to make.
Adjustments may include accessible documents, alternative interview arrangements, changes to equipment or communication methods, and changes to working arrangements. In providing services, we will consider barriers that disabled people may face in advance, rather than relying only on individual requests. Contact your manager or use the contact details below to request an adjustment or an alternative format of this policy.
7. Preventing harassment
We commit to taking all reasonable steps to prevent sexual harassment, including harassment by clients, suppliers and other third parties. We will assess risks in our working arrangements and events, communicate expected behaviour, provide appropriate training, and review preventive measures when concerns arise.
As at this policy's review date, the statutory duty is to take reasonable steps to prevent sexual harassment. Acas states that the duty will increase to all reasonable steps from 30 October 2026, alongside new protections against third-party harassment. The directors will review our arrangements before those changes take effect. Our policy commitment above applies immediately.
8. Raising concerns and making a complaint
If you experience or witness behaviour that may breach this policy, you can raise it with your manager or an Amzu director. If that person is involved, or you do not feel comfortable approaching them, contact another director. You can also use contact@amzuit.com to request a private conversation with a director; you do not need to include sensitive details in an initial email to this general contact address. Clients, applicants and other external contacts may use the same route.
You do not have to confront the person concerned or try an informal resolution before making a formal complaint. We will take concerns seriously, consider immediate support or protective measures, and investigate promptly and fairly. Information will be shared only where necessary to handle the matter fairly or meet legal obligations; absolute confidentiality cannot be guaranteed.
We will explain the process, give those involved a fair opportunity to respond, communicate the outcome as appropriate, and offer an appeal. Complaints and appeals will be considered by someone not involved in the concern wherever possible; we will arrange independent support where needed. Relevant statutory rights, including accompaniment at qualifying grievance or disciplinary hearings, will be respected.
We will not tolerate retaliation against anyone raising a concern honestly or assisting an investigation. A complaint being unsubstantiated does not make it malicious. Breaches may result in disciplinary action, up to and including dismissal, or appropriate action in a contractor, supplier or client relationship, following a fair process.
This process does not restrict anyone's statutory rights, ability to report a crime or right to seek independent advice. Internal complaints do not stop legal time limits running. For employment advice, contact Acas in Great Britain or the Labour Relations Agency in Northern Ireland promptly if you are considering a claim.
9. Responsibility, monitoring and review
The directors are responsible for implementing this policy, providing appropriate resources and training, and addressing concerns. Managers must apply it fairly in day-to-day decisions. Everyone working with Amzu is expected to follow it and cooperate with steps to prevent discrimination.
We will review recruitment and employment practices, feedback, complaints and adjustments to identify barriers and improvements. If we collect equality monitoring information, we will explain its purpose, use an appropriate lawful basis and any required special-category condition, restrict access and retention, and comply with the UK GDPR and Data Protection Act 2018, as amended. Voluntary monitoring responses will be kept separate from selection decisions, and reporting will use anonymous or aggregated information wherever possible. See our Privacy Policy.
We will review this policy at least annually, and sooner following relevant legal changes, concerns or changes to our work. The next annual review is due by, with an earlier review before the October 2026 harassment changes. This policy does not form part of an employment contract and does not reduce statutory rights.
10. Contact and further guidance
Amzu Information Technology Ltd, registered in England and Wales, company number 08516330. Write to the directors at 100 Avebury Boulevard, Milton Keynes, MK9 1FH, United Kingdom, or email contact@amzuit.com.