Equity, Inclusion and Diversity at CloudCo Solutions
Adopting and promoting the benefits of Equity, Diversity and Inclusion is in our DNA at CloudCo Solutions. We are committed to providing an inclusive and accepting environment for our employees from the first day you join our business. We believe that building a welcoming and inclusive culture is necessary for our employees to thrive and do their best work. We adopt inclusive practices, and we invest in the development of every employee along their career path with us. We widen the methods we use to recruit in order to ensure both CloudCo and our customers have as diverse a candidate base as possible.
We are dedicated to having a diverse workforce and we are equally dedicated about building diverse and inclusive teams for our customers, not only because it helps us all innovate faster and think bigger but because it’s the right thing to do. We encourage everyone at CloudCo to feel empowered to share their voice without fear of failure and bring their own unique talents, abilities and strengths to work every day and to have fun.
At CloudCo our diverse perspectives are enriched by race, gender, age, ethnicity, sexual orientation, marital or civil partner status, religious beliefs, physical and mental ability, language, culture, education, background and both professional and life experience. We actively look for ways to bring opportunities to underrepresented voices and empower diverse communities through the work we do in the community.
CloudCo Solutions does not discriminate against its employees, clients or candidates on the basis of their race, gender, age, ethnicity, sexual orientation, marital or civil partner status, religious beliefs, physical and mental ability, language, culture, education, background, and both professional and life experience. All staff have an obligation to comply with and respect this policy. CloudCo Solutions provides training to all staff in Equity, Inclusion and Diversity. CloudCo Solutions will not discriminate when shortlisting candidates for a role or temporary assignment and will ensure selection is based on skills and qualifications for each specific role.
What is discrimination?
Discrimination is when an individual is treated differently to another on the ground of their “Protected Characteristics”. Discrimination can take the form of either Direct or Indirect discrimination.
Under this policy all forms of discrimination outlined below are prohibited and are unlawful under the Equality Act 2010:
Direct discrimination: when someone or a group of people is/are treated less favourably because of a protected characteristic. For example, rejecting a job applicant as a result of their race, age or gender because they would not “fit in” would be direct discrimination.
Indirect discrimination: when a provision, criteria or practice that applies to everyone but adversely affects certain people with a particular protected characteristic.
Harassment: unwanted conduct that relates to a protected characteristic which has the purpose of violating the employee’s dignity at work, or of creating an intimidating, hostile, degrading, humiliating or offensive work environment for that employee. This includes sexual harassment. Conduct may be harassment whether or not the person intended to offend. Something intended as a “joke” or “office banter” may offend another person. Behaviour which a reasonable person would realise would be likely to offend will always constitute harassment without the need for the employee having to make it clear that such behaviour is unacceptable. A single incident can amount to harassment if it is sufficiently serious.
Victimisation: when an individual is treated unfavourably because they have taken action to assert their statutory rights or have assisted another with information to do the same.
Bullying: offensive, intimidating, malicious or insulting behaviour or an abuse of misuse of power which undermines or humiliates an employee. It may be an individual or a group and can be obvious or subtle but in any format is unwarranted and unwelcome to the receiver.
How will this policy be implemented?
- Advertising – job advertisements will not stereotype or use language that could discourage particular individuals or groups from applying. This will be encouraged to our clients as well as internally.
- Recruitment and Selection – we will always recruit the best person for the job. Candidates will be sourced and interviewed fairly and without bias.
- Promotion and Career Development – all employees will be given the opportunity for training and career development and all career progression decisioning will be based on merit and capability.
- Changes to working hours – requests to alter working hours will always be given serious consideration by CloudCo.
- Part-time workers – will be offered access to benefits, training and promotion opportunities and this will be actively monitored.
- Disability – for our candidates and employees who are disabled or develop a disability we will ensure reasonable adjustments are made to enable them to enter into or remain in employment with CloudCo Solutions. Where there are any circumstances which mean it will not be reasonable for us to accommodate adjustments, we will always try to find an alternative solution.
- Grievance and disciplinary policies-will always be applied consistently to all CloudCo employees.
Reporting complaints
All allegations of discrimination, harassment or bullying will be dealt with seriously, speedily and in total confidence. The Company will not ignore or treat lightly grievances or complaints of discrimination, harassment or bullying.
If you believe you have been discriminated against or you have witnessed such behaviour you should report to Danielle Ramsbottom directly straight away. Any employee who is found to have committed an act of discrimination or harassment will be subject to disciplinary action. Such behaviour may constitute gross misconduct and may result in dismissal. The Company will always take a strict approach to serious breaches of this policy.
This policy will be reviewed on an annual basis or following any changes to legislation.
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