Equal Opportunities Policy
- Statement of intent
QuantumLoop Technologies Ltd, trading as QuantumLoopAI, is committed to promoting equality of opportunity for all staff and job applicants and to eliminating unlawful discrimination in every aspect of our work. We aim to create a working environment in which all individuals are able to make best use of their skills, free from discrimination or harassment, and in which all decisions are based on merit.
We oppose all forms of unlawful discrimination, whether direct or indirect, and all forms of harassment and victimisation. This commitment applies to recruitment and selection, terms and conditions of employment, pay and benefits, training and development, promotion, transfer, discipline, grievance handling, redundancy and dismissal, and to the way we design and deliver our services.
- Scope
This policy applies to all directors, employees, workers, contractors, consultants, agency staff and job applicants of QuantumLoop Technologies Ltd, and to anyone acting on the company’s behalf. It applies at our places of work, when working remotely, at work-related events, and in all communications connected with our business. The policy also informs how we design, test and deliver our products and services to customers and to the members of the public who use them.
- Legal framework
We comply with the Equality Act 2010, which protects people from discrimination, harassment and victimisation on the grounds of the nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality and ethnic or national origin), religion or belief, sex, and sexual orientation.
We also comply with the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000, the Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002, and all other relevant employment and equality legislation in England and Wales. Where we deliver services to public sector organisations, we support those organisations in meeting their obligations under the Public Sector Equality Duty in section 149 of the Equality Act 2010.
- Our commitments
In practice, our commitment to equal opportunities means the following.
- Recruitment and selection decisions are made on merit against objective, job-related criteria. Vacancies are advertised in a way that encourages applications from all sections of the community, and no applicant is asked discriminatory questions or subjected to discriminatory requirements.
- Pay, benefits and terms of employment are set by reference to the role, not the individual, and are reviewed to ensure fairness across the workforce.
- Access to training, development and promotion is open to all staff on an equal basis, and decisions are based on capability and performance.
- Reasonable adjustments are made for disabled applicants and staff, in recruitment processes, in the workplace and in the way work is organised. We consider flexible working requests from all staff in line with statutory requirements.
- Part-time and fixed-term staff are treated no less favourably than comparable full-time or permanent staff.
- Equality in service delivery
Our commitment to equality extends to the services we provide. We design our products to be accessible and inclusive, including support for multiple languages and alternative routes of access for people who cannot use, or prefer not to use, a particular channel. We assess our services for potential bias and discriminatory impact, monitor them in live use, and act on the findings. Concerns about equality of access to our services are treated with the same seriousness as workplace concerns under this policy.
- Bullying, harassment and victimisation
Bullying and harassment of any kind will not be tolerated, whether by or towards staff, contractors, customers or members of the public. Harassment includes unwanted conduct related to a protected characteristic which has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment. We take proactive steps to prevent sexual harassment in accordance with the Worker Protection (Amendment of Equality Act 2010) Act 2023.
Victimisation of anyone who raises a concern in good faith, gives evidence, or supports a complaint under this policy is itself a disciplinary offence and will be dealt with accordingly.
- Responsibilities
Overall responsibility for this policy rests with the Board of QuantumLoop Technologies Ltd, with day-to-day accountability held by the Chief Executive Officer. Managers are responsible for applying this policy within their teams, addressing concerns promptly, and ensuring that staff they supervise understand their obligations. All staff have a personal responsibility to treat colleagues, customers and members of the public with dignity and respect, and to comply with this policy. Equality and diversity awareness forms part of induction for all new staff.
- Raising concerns
Anyone who believes they have experienced or witnessed discrimination, harassment or victimisation is encouraged to raise the matter, informally or formally, with their manager or with the Chief Executive Officer. All concerns are taken seriously, handled sensitively and confidentially so far as possible, and investigated promptly. No one will suffer any detriment for raising a concern in good faith. Formal complaints by staff are handled under the company’s grievance procedure; allegations against staff are handled under the disciplinary procedure. A breach of this policy is a disciplinary matter and serious breaches may constitute gross misconduct.
- Monitoring and review
We monitor the composition of our workforce and the operation of our recruitment, pay, training and promotion processes, using anonymised data where appropriate, to check that this policy is effective. Findings, and any action needed, are reported to the Board. This policy is reviewed at least annually, and sooner where legislation or the needs of the business require it.