Equal Opportunity Policy

1. Scope

This policy applies to all aspects of employment and engagement with Design Metric, including recruitment, onboarding, terms and conditions, training, pay, benefits, promotion, performance, disciplinary matters, grievances, flexible working, and termination. It covers employees, workers, contractors, agency staff, interns, apprentices, candidates and job applicants.

2. Principles & Protected Characteristics

We will treat everyone fairly and with respect, and we do not unlawfully discriminate on the basis of any protected characteristic, including:

• Age
• Disability
• Gender reassignment
• Marriage and civil partnership
• Pregnancy and maternity
• Race (including colour, nationality, ethnic or national origin)
• Religion or belief
• Sex
• Sexual orientation

We also strive to be inclusive of diverse backgrounds, experiences and perspectives beyond legal definitions, fostering a culture where everyone can contribute and thrive.

3. Legal Framework

This policy is designed to align with the Equality Act 2010 (UK) and other relevant UK employment and equality legislation.

4. Responsibilities

• Leadership: Champion equality, allocate resources, and ensure compliance.
• Managers: Apply this policy in day-to-day decisions, address concerns promptly, and model inclusive behaviour.
• All staff & contractors: Treat colleagues with dignity and respect, complete required training, and report concerns.
• HR / Administration: Maintain appropriate records, oversee fair processes, and support adjustments where needed.

5. Recruitment & Selection

• Job adverts and descriptions will focus on essential skills and requirements.
• We use fair and objective selection criteria and comparable interview questions.
• We welcome requests for reasonable adjustments during recruitment.
• Decisions are based on merit, capability and business need.

6. Training, Pay & Progression

• Equal access to training, development and progression opportunities.
• Pay and reward decisions are based on role, skills, performance and market data.
• We challenge bias and review outcomes to support fairness and consistency.

7. Reasonable Adjustments & Accessibility

We will make reasonable adjustments to remove barriers for disabled colleagues and candidates (for example, adapted equipment, flexible hours, accessible interview formats). Requests will be assessed promptly and sensitively.

8. Dignity at Work (Harassment & Bullying)

We are committed to a workplace free from harassment, bullying and victimisation. Unacceptable conduct includes unwanted behaviour that violates dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.

Concerns will be taken seriously and handled in line with our grievance and disciplinary procedures. Retaliation against anyone who raises a concern in good faith is prohibited.

9. Reporting Concerns & Complaints

• Raise issues with your line manager or a senior contact as early as possible.
• Where appropriate, concerns may be escalated via our formal grievance process.
• We will treat matters sensitively and, where possible, confidentially.

10. Monitoring & Review

We may monitor anonymised workforce information (e.g., recruitment and progression data) to assess the effectiveness of this policy and to identify areas for improvement.

11. Contractors, Suppliers & Clients

We expect third parties working with us to uphold equivalent standards of equality, diversity and inclusion. Where relevant, we may include equality requirements in our contracts and supplier due diligence.

12. Data Protection

Any personal data collected under this policy will be handled in accordance with our Privacy Policy and UK data protection law.

13. Policy Review & Approval

This policy is approved by the Directors of Mixmetric Ltd and reviewed at least annually, or sooner where legislation or best practice changes.

14. Contact

For questions about this policy, or to request it in an alternative format, contact:
Email: info@designmetric.co.uk
Phone: 0151 792 699