Purpose and equality commitments

At Automata we are committed to providing equal opportunities to all employees, contractors, workers and job applicants. This policy covers employees of every level.

We are committed to ensuring that our workplaces are free from unlawful discrimination related to protected characteristics.  These protected characteristics are age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation.

This policy impacts all areas of our business including but not limited to; recruitment, career development and training, terms of employment and benefits, grievances, performance and disciplinary procedures, dismissals and redundancies and the way we manage staff and interact with each other (including by e-mail and Slack communication). The principles set out in this policy apply not only in the workplace but also outside the workplace in a work-related context (such as business trips, customer sites, customer or supplier events and work-related social events).

Everyone is expected to enter into the spirit of the policy and to ensure that a positive equal opportunities culture exists by treating others on their merits and by disassociating themselves from any form of direct or indirect discrimination, victimisation or any other type of harassment.

We, the employer, pledge to encourage all employees to progress and develop their skills and knowledge during their time at Automata by participating in any and all training and development opportunities which may arise within the employment period.

Primarily, Automata will only employ and promote employees based on their merit, abilities, experience, qualifications and aptitude rather than on any of the protected characteristics, apart from where allowed any necessary and legal exemptions of this are permitted under the Equality Act 2010.

This policy is not part of your employment contract and may be amended at any time to keep up to date with any legislation and the needs of the business and its people.

Types of discrimination

There are a number of different types of unlawful discrimination. The main types are considered below:

Direct discrimination arises when a person is treated less favourably because of a protected characteristic. It is important to realise that an individual does not have to have the characterstics themselves to suffer direct discrimination. It is also unlawful if they are less favourably treated because they are ‘thought’ to have the characteristic, or because someone they know has the characteristic such as a family member or spouse. (associative and perception)

Indirect discrimination occurs where it seems all employees are treated the same with an ‘apparently neutral’ requirement is applied, but actually puts certain groups/characteristics of people at a disadvantage.

Victimisation occurs when a person is subjected to a detriment because he or she has taken or intends to take action to uphold the rights granted by equality legislation or because the person has assisted someone else with their complaint (for example by providing evidence).

Harassment occurs when a person is subjected to unwanted conduct (whether physical, verbal or non-verbal) related to a protected characteristic which has the purpose or effect of violating that person’s dignity or making the work environment hostile, intimidating or offensive for that person.  Please refer to the Company’s Harassment Policy for more details.

Duties and responsibilities

Overall responsibility for the effective implementation and operation of the policy lies with Automata’s management [, specifically with the board of directors and our HR team]. All managers are expected to lead by example and attain and maintain appropriate standards of behaviour within the teams they manage.

However, everyone who works in and with Automata is responsible for ensuring that this policy works to prevent the activities that it prohibits from taking place within our business.