DE&I Policy

At Zebra People, we believe in fostering a workplace where equality, diversity, and inclusion are not just buzzwords but fundamental principles that guide our actions and behaviours. Our commitment to every member of our team,regardless of their employment status, is to be treated with equality, fairness, and respect.

We stand firmly against all forms of unlawful discrimination and wholeheartedly embrace the principles of the Equality Act 2010. This means we do not discriminate based on protected characteristics such as age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex, or sexual orientation.

Our commitment extends to every aspect of employment, including but not limited to pay and benefits, our internal policies, terms and conditions, handling grievances and discipline,

dismissal, redundancy, parental leave, flexible work arrangements, and opportunities for development such as promotion, and training.

In this policy, we outline our commitment to creating a diverse and inclusive workplace where everyone has an equalopportunity to thrive and contribute, free from discrimination of any kind.

Our Policy:

The purpose of this policy is to provide a commitment to equality, fairness and respect for anyone who comes into contact with our business, be they employees, clients, candidates or service providers.

Our commitments:

• Encourage equality, diversity and inclusion in our workplace and in the workplaces of our
• Create a working environment free of bullying, harassment, victimisation and unlawful discrimination,promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.
• This commitment includes a commitment to training managers and all other employees about their rights and responsibilities under this equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying,harassment, victimisation and unlawful
• All staff should understand they, as well as us as their employer, can be held liable for acts of bullying,harassment, victimisation and unlawful discrimination, in the course of their employment, against fellowemployees, clients, candidates, suppliers and the public.
• To take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.
• Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinaryprocedures, and appropriate action will be Particularly serious complaints could amount to grossmisconduct and lead to dismissal without notice.
• Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection fromHarassment Act 1997 – which is not limited to circumstances where harassment relates to a protectedcharacteristic – is a criminal offence.
• Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.
• Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
• Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
• Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexualorientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.
• Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supportingaction plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

This equality, diversity and inclusion policy is fully supported by senior management and is integral to Zebra’s values.

For further information, please contact Ele Mafham on elem@hwgroup.co