Last updated: October 2025

1. Purpose

At RedKnows Group Limited, we believe that diverse perspectives, experiences, and voices make us stronger. We are committed to creating and maintaining an inclusive environment where everyone feels valued, respected, and able to thrive, regardless of background, identity, or circumstance.

This policy sets out our commitment to diversity, equity, and inclusion (DEI) across all areas of our business, from recruitment and development to how we work with clients and partners.

 

2. Our commitment as an employer

We are proud to be an equal opportunities employer. We do not tolerate discrimination, harassment, or bullying in any form.

We will:

• Ensure fair treatment for all employees and applicants, regardless of age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex, or sexual orientation.
• Recognise and value the individual differences, experiences, and contributions of every team member.
• Provide equal access to training, development, and promotion opportunities.
• Review our policies, processes, and pay practices regularly to ensure fairness and equality.
• Encourage open dialogue so that anyone can raise concerns or ideas about inclusion without fear of reprisal.

We believe that equality and inclusion are good for people and good for business, creating a workplace where everyone can reach their full potential.

3. Our commitment as a service provider

We aim to deliver our services in a way that’s fair, accessible, and inclusive for everyone.

We will:

• Treat all clients, candidates, and partners with dignity, respect, and understanding.
• Ensure our services are inclusive and responsive to the needs of people from different backgrounds and circumstances.
• Continually review how we represent and engage with diverse audiences in our work.
• Provide clear ways for clients, candidates, or employees to raise concerns if they feel they have been treated unfairly.

Breaches of this policy will be treated seriously and may lead to disciplinary action.

4. How we promote inclusion

We take a proactive approach to promoting equality across all protected characteristics under the Equality Act 2010, including:

Age

• We value the experience and fresh perspective that people of all ages bring.
• We challenge age-based stereotypes and ensure opportunities are open to everyone.

Disability

• We make reasonable adjustments to remove barriers in our workplace and services.
• We continue to review accessibility and promote a culture of understanding and inclusion.

Race and Ethnicity

• We are committed to tackling racism wherever it occurs.
  We promote cultural awareness and celebrate the diverse backgrounds of our team and clients.

Gender and Gender Reassignment

• We provide a supportive environment for all genders and those transitioning or expressing their gender identity.
  We challenge gender bias and promote gender equality at all levels of the organisation.

Sexual Orientation

• We are proud allies of the LGBTQ+ community.
  We ensure our policies, language, and imagery are inclusive and representative.

Religion or Belief

• We respect each individual’s beliefs and will make reasonable accommodations where possible.

• We encourage understanding and respect for the beliefs of others.

Pregnancy, Maternity and Parenthood

• We support employees throughout pregnancy, maternity, and parenthood.

• We ensure that no one is disadvantaged or treated unfairly due to pregnancy, parental responsibilities, or family commitments.

Marriage and Civil Partnership

• We ensure that all employees and clients are treated equally regardless of their marital or partnership status.

Equal Pay

• We are committed to equal pay for equal work, and we regularly review pay structures to maintain fairness and transparency.

5. Responsibility and Review

Overall responsibility for this policy lies with Trace Loffman (Head of Operations).
Every employee has a shared responsibility to treat others with dignity and respect, contribute to an inclusive culture, and challenge discrimination where they see it.

This policy will be reviewed annually to ensure it remains up to date, relevant, and effective.