Diversity, Equality, and Inclusion Policy

Effective Date: April 4, 2025 Version: 1.0

Our Commitment

Cajuncy Ltd. is dedicated to creating a workplace where everyone is treated with dignity, fairness, and respect. We believe that a diverse and inclusive workforce boosts creativity, innovation, and success. This policy confirms our commitment to eliminating discrimination and promoting equal opportunities for all Staff Members, clients, and partners in every aspect of our operations, from hiring to daily work life.

Who This Policy Applies To

This policy covers everyone working for or with Cajuncy Ltd., including:

All Staff Members (employees, contractors, etc.)
Directors and management
Job applicants
Consultants and suppliers
Our interactions with clients and the public

Key Definitions

Equality: Ensuring everyone has the same fair opportunities, free from discrimination.
Diversity: Valuing and recognizing individual differences in background, characteristics, experiences, and perspectives.
Inclusion: Creating an environment where everyone feels welcome, respected, supported, and able to fully participate and reach their potential.
Protected Characteristics: Under the Equality Act 2010, these include age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. Discrimination based on these characteristics is unlawful.

Our Core Principles

Cajuncy Ltd. is committed to:

Eliminating Discrimination: We have zero tolerance for direct or indirect discrimination, harassment, or victimisation related to any protected characteristic.
Promoting Equal Opportunity: Everyone will have fair access to recruitment, training, development, and promotion based on merit and ability.
Fostering an Inclusive Culture: We will build a safe and respectful environment where everyone feels comfortable being themselves.
Addressing Unfair Treatment: We take all complaints of discrimination, harassment, or victimisation seriously and will address them promptly and effectively.

Our Shared Responsibilities

The Company will lead by example, communicate this policy, provide training, take action against breaches, and monitor effectiveness.
Managers must promote inclusion, make fair decisions, challenge inappropriate behaviour, and understand this policy.
Staff Members must treat everyone with dignity and respect, follow this policy, contribute to an inclusive environment, and report any discrimination or harassment they experience or witness.

Policy in Practice

This policy applies to all aspects of your engagement with Cajuncy Ltd., including:

Recruitment and Selection: Fair processes based on skills and experience.
Training and Development: Equal access to opportunities.
Work Allocation: Fair assignment distribution.
Terms of Engagement, Performance, and Progression: Fair and objective processes.
Grievance and Disciplinary Procedures: Fair and consistent application.
Working Environment: A respectful atmosphere at all times.

Harassment and Bullying

Cajuncy Ltd. has a zero-tolerance policy for harassment and bullying. Harassment is unwanted conduct related to a protected characteristic that violates a person's dignity or creates an offensive environment. Bullying is offensive, intimidating, or abusive behaviour that undermines or humiliates. Any Staff Member engaging in such behaviour will face disciplinary action, up to dismissal.

Reasonable Adjustments for Disabilities

We are committed to making reasonable adjustments for Staff Members or applicants with disabilities to ensure they are not disadvantaged.

Reporting Concerns

If you experience or witness discrimination, harassment, or bullying, report it immediately.

Informal: If safe and appropriate, try raising it directly with the person involved or your line manager.
Formal: If informal resolution isn't possible, raise a formal grievance via the Company's Grievance Policy.

All complaints will be handled with sensitivity, confidentiality, and thorough investigation.

Policy Review

This policy will be reviewed regularly (at least every 12 months) and updated as needed to ensure it remains effective and legally compliant.