Synchronous Ltd

Equality, Inclusion & Diversity Policy

Our commitment to fair treatment, equal opportunity and an inclusive workplace

Synchronous Ltd is committed to equality of opportunity, to an inclusive workplace, and to valuing the diversity of its people. We treat everyone with dignity and respect, and we do not tolerate unlawful discrimination, harassment or victimisation in any part of our business.

1. Purpose and commitment

This policy sets out our commitment to equality, inclusion and diversity and the standards we expect of everyone connected with the Company. Equality means ensuring everyone has the same opportunity to fulfil their potential, free from discrimination. Inclusion means everyone feels able to be themselves at work and that their contribution is valued. Diversity means recognising and respecting individual differences across our workforce.

We believe a fair and inclusive workplace is both right in principle and good for business: it widens the talent we can draw on, strengthens the work we deliver for clients, and reflects the values we want Synchronous to be known for.

2. Scope

This policy applies to all job applicants, employees, workers, contractors and agency staff, and to every aspect of the working relationship, including recruitment and selection, terms and conditions, pay, training and development, promotion, conduct at work, discipline and grievances, and termination. It also governs how we treat clients, suppliers and members of the public we deal with.

3. The Equality Act 2010 and protected characteristics

Under the Equality Act 2010 it is unlawful to discriminate against anyone because of a protected characteristic. The protected characteristics are:

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

In keeping with our wider commitment to fair treatment, we also ensure no one is treated less favourably because of trade union membership or non-membership, or because they work part-time or on a fixed-term basis.

4. Forms of discrimination we prohibit

We prohibit, and take steps to prevent, all forms of unlawful conduct under the Act, including:

• Direct discrimination: treating someone less favourably because of a protected characteristic.
• Indirect discrimination: applying a provision, criterion or practice that disadvantages a group sharing a protected characteristic, without objective justification.
• Harassment: unwanted conduct related to a protected characteristic that violates dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.
• Victimisation: treating someone badly because they have made or supported a complaint about discrimination.
• Failure to make reasonable adjustments for disabled applicants, employees or workers.

5. Recruitment and selection

Recruitment, selection, training, development and promotion decisions are based solely on relevant aptitude, skills, ability and merit. We word adverts and role requirements inclusively, assess candidates against objective criteria, and make reasonable adjustments at every stage of the process for disabled applicants. Where we use recruitment agencies, this policy is shared with them, and they are required to act consistently with it.

6. Reasonable adjustments and accessibility

We make reasonable adjustments to remove or reduce disadvantage faced by disabled employees, workers and applicants, and we consider accessibility in our working arrangements, including on client and project sites where practicable. Anyone who needs an adjustment is encouraged to raise it with the Managing Director.

7. Responsibilities

Who	Responsibility
Managing Director	Owns this policy; provides resources; sets the tone; ensures decisions are fair and lawful
Everyone at work	Treats colleagues, clients, suppliers and the public with dignity and respect; does not discriminate, harass or victimise; does not induce others to do so
All personnel	Reports discrimination or harassment they experience or witness

8. Raising concerns

Anyone who believes they have been subject to, or has witnessed, discrimination, harassment or victimisation should raise it with the Managing Director, or through the Company’s grievance procedure. Concerns are taken seriously, handled sensitively and, where possible, in confidence. No one will be treated less favourably for raising a genuine concern in good faith.

9. Equal opportunities monitoring

As the Company grows, we will monitor the make-up of our workforce and our recruitment outcomes, and review our practices, so we can identify and address any barriers to equality. Any personal data collected for monitoring is handled in line with our Data Protection and UK GDPR Policy.

10. Breach of this policy

Discrimination, harassment or victimisation by an employee or worker is a disciplinary matter and, in serious cases, may amount to gross misconduct. Breach by a contractor, supplier or agency may result in termination of the relationship. Some conduct may also give rise to personal and Company liability under the Equality Act 2010.

11. Review

This policy is reviewed at least annually, and whenever the law or our circumstances change, to ensure it remains effective and compliant.