Equality, Diversity and Inclusion Policy
Our EDI policy outlines RiskManage.io’s commitment to a fair, inclusive, and meritocratic workplace, aligned with the Equality Act 2010 and modern UK employment standards.
RiskManage.io (‘the Organisation’, 'we', 'us', or 'our') is committed to encouraging equality, diversity, and inclusion among our workforce and eliminating unlawful discrimination. This policy statement is a formal response to the Equality Act 2010. Our aim is for our workforce to be truly representative of all sections of society and our customers, ensuring every employee feels respected and empowered to give their best. We are equally committed to preventing unlawful discrimination against customers or the public in the provision of our services and facilities.
Equality, Diversity, and Inclusion (EDI) Policy
1. Purpose and Scope
The purpose of this policy is to provide equality, fairness, and respect for all in our employment, regardless of whether they are temporary, part-time, or full-time staff. The Organisation will not unlawfully discriminate based on the protected characteristics defined by the Equality Act 2010:
- Age
- Disability
- Gender reassignment
- Marriage or civil partnership
- Pregnancy and maternity
- Race (including colour, nationality, and ethnic or national origin)
- Religion or belief
- Sex
- Sexual orientation
This commitment to non-discrimination applies to all aspects of the employment lifecycle, including pay and benefits, terms and conditions, grievances and discipline, dismissal, redundancy, parental leave, and requests for flexible working.
2. Conduct and Workplace Environment
We commit to creating a working environment free of bullying, harassment, victimisation, and unlawful discrimination. We promote dignity and respect for all, ensuring individual differences and staff contributions are recognised and valued.
- Training and Responsibility: All managers and employees will be trained on their rights and responsibilities under this policy. Staff are expected to conduct themselves in a manner that prevents bullying and discrimination.
- Individual Liability: All staff must understand they can be held personally liable, alongside the employer, for acts of bullying, harassment, or discrimination committed during their employment.
- Harassment and Legal Redress: Sexual harassment may constitute both an employment rights matter and a criminal matter. Harassment under the Protection from Harassment Act 1997 is a criminal offence and is not limited to protected characteristics.
3. Recruitment and Progression Standards
All decisions concerning staff—including selection for employment, promotion, and training—will be based purely on merit, subject to limited exemptions allowed under the Equality Act. To ensure fairness, we mandate the following procedures:
- Wide Advertising: Opportunities will be advertised broadly to reach beyond immediate contacts.
- Peer Review and Dual Control: Job descriptions will be peer-reviewed where possible. Shortlisting and interview processes will utilise ‘dual control’ to mitigate unconscious bias.
- Accessible Language: Job descriptions will be specific and avoid unfamiliar language that might disadvantage certain groups or communities.
- Accessibility and Consistency: Interviews will be offered at accessible locations and scheduled to avoid discriminating against working parents. Every applicant will be treated consistently throughout the interview process.
4. Monitoring and Review
The Organisation will monitor the make-up of the workforce regarding age, sex, ethnic background, sexual orientation, religion or belief, and disability to meet our EDI commitments.
- Action Plans: Monitoring include assessing how this policy and supporting action plans work in practice.
- Annual Reviews: The Board will review these findings annually to address any emerging issues.
Grievance and Disciplinary Procedures
We take all complaints regarding bullying, harassment, and discrimination with the utmost seriousness.
- Disciplinary Action: Such acts will be treated as misconduct under the Organisation’s grievance and disciplinary procedures. Particularly serious complaints may amount to gross misconduct and lead to dismissal without notice.
- Raising Grievances: Employees should typically raise grievances with their line manager. Detailed policies are referenced within the corporate ISMS and Operating Procedures.
- Tribunal Rights: Use of internal procedures does not affect an employee's right to make a claim to an employment tribunal within three months of the alleged act.
Governance and Technology Integration
This policy is fully supported by the Board of Directors and has been agreed upon with employee representatives. RiskManage.io integrates this policy into our broader digital framework:
- Automated Assurance: Our Risk Management: Evaluate services independently validate that our EDI controls are embedded in our HR and operational processes.
- Digitised Reporting: We utilise secure, digitised monitoring tools to provide the Board with anonymised, real-time data on workforce diversity and policy effectiveness.
- AI Bias Detection: We explore the use of AI to audit our job descriptions and recruitment workflows for potential language bias, ensuring our "Due Care" standards are met technologically.
Approved by the Board of Directors of Viewdeck Engineering Limited.
Mission Statement
Our mission is to empower organisations to manage risks with consistency and logic across operational, change, and strategic delivery. By providing expert services, tools, and advice, we help our clients understand and treat their Cyber Security, Data Protection, and Corporate Risk processes in direct alignment with their specific risk appetite. We strive to be a trusted partner, increasing organisational confidence and delivery success through high-quality solutions that protect what matters most and consistently exceed expectations.