The aim of this policy is to set out CloudMundi’s commitment to the promotion of equality, diversity, and inclusion in the workplace. We are committed to providing equality of opportunity for all employees, job applicants, clients, and business partners, and to creating an environment free from discrimination, harassment, victimisation, and bullying.​

 

It is our policy to ensure that no one is treated less favourably because of:​

• ​Gender, including gender reassignment

• Marital or civil partnership status

• Pregnancy and maternity

• Having or not having dependents

• Race (including colour, nationality, ethnic or national origins)

• Religion or belief

• Sexual orientation

• Disability

• Age

• Political opinion​

 

We are opposed to all forms of unlawful and unfair discrimination. Employment decisions - including recruitment, promotion, training, and development - will be based solely on merit, aptitude, and business need.​

 

Legal Framework

This policy is based on the principles set out in the Equality Act 2010, which provides protection against discrimination on the grounds of ‘protected characteristics’ as defined in law.​

 

Under the Equality Act 2010, individuals are protected if they:

• Possess a protected characteristic

• Are assumed to have a protected characteristic

• Are associated with someone who has a protected characteristic (with the exception of pregnancy and maternity)​

 

Types of Discrimination

CloudMundi recognises the following forms of discrimination:

• Direct discrimination: Treating someone less favourably because of a protected characteristic.

• Indirect discrimination: Applying a policy or practice that disadvantages people with a protected characteristic without sufficient justification.

• Discrimination arising from disability: Treating a disabled person unfavourably because of something connected with their disability.

• Harassment: Unwanted conduct related to a protected characteristic that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment.

• Victimisation: Treating someone unfairly because they have made or supported a complaint under the Equality Act 2010.

• Bullying: Persistent offensive, intimidating, or humiliating behaviour, which may or may not be linked to a protected characteristic.​

 

Policy Statement

CloudMundi believes that a diverse and inclusive workforce drives innovation and better business outcomes. We are committed to:

• Promoting equality of opportunity for all employees, clients, and partners

• Fostering a respectful and inclusive working environment

• Preventing all forms of unlawful discrimination, harassment, and victimisation

• Meeting our legal obligations under the Equality Act 2010

• Regularly reviewing our practices to ensure they reflect our commitment to EDI

We expect all employees to treat each other, and our business partners and clients, with respect and dignity.

Any breaches of this policy will be treated as misconduct and may result in disciplinary action, up to and including dismissal.​

 

Recruitment and Selection

We are committed to ensuring our recruitment processes are fair, inclusive, and based solely on merit. We will:

• Advertise vacancies in a way that reaches a diverse pool of candidates

• Use neutral, inclusive language in job adverts

• Shortlist candidates based only on skills, experience, and business requirements

• Make reasonable adjustments during the recruitment process for disabled candidates

• Train managers involved in recruitment in EDI best practices

(See Appendix A: ‘Ensuring Equality and Inclusion in the Recruitment Process’ for detailed guidance.)​

 

Training and Development

All employees will receive EDI training at least once every three years. Training ensures:

• Awareness of rights and responsibilities under this policy

• Understanding of what constitutes discrimination, harassment, and victimisation

• Skills to contribute to an inclusive workplace​

 

Monitoring and Review

We will collect and monitor diversity data (where appropriate and compliant with data protection legislation) to assess how effectively we are implementing this policy. The EDI policy will be reviewed annually to ensure it remains fit for purpose and reflects current legislation and best practice.​

 

Complaints and Grievances

Any employee who believes they have been subject to discrimination, harassment, or victimisation can raise their concerns through our Grievance Procedure. Complaints will be treated seriously, promptly, and confidentially.​

 

Retaliation against anyone making a complaint under this policy is prohibited and will be treated as a disciplinary matter.​

 

Commitment to Continuous Improvement

CloudMundi is committed to continuous improvement in our EDI practices. We encourage feedback and engagement from employees on how we can further develop an inclusive workplace.​

 

 

Appendix A:​

 

Ensuring Equality and Inclusion in the Recruitment Process

When creating job adverts and job descriptions:

• Use inclusive language free of bias

• Focus on skills and experience, avoiding unnecessary criteria

• Ensure job postings are accessible to a wide and diverse audience​

 

During shortlisting:

• Multiple individuals should be involved in shortlisting where possible

• Personal details (e.g., name, address, date of birth) should not influence decision-making

• Shortlisting should be based on criteria outlined in the job description​

 

During interviews:

• Provide reasonable adjustments if requested

• Ask consistent, structured questions for all candidates

• Avoid questions about personal matters such as marital status, age, or future family plans

• Apply a consistent scoring system and retain records of the process​

 

Training:

• Provide all hiring managers with training on EDI principles and inclusive recruitment practices