Diversity, Equality and Inclusivity Policy

Xirocco is committed to creating a working environment in which people are treated fairly, with dignity and respect, and are able to contribute without unlawful discrimination or avoidable barriers.

We value different perspectives, experiences and ways of thinking. Diversity, equality and inclusivity strengthen judgement, challenge assumptions and help us serve clients and work with partners more effectively.

This policy explains the standards we expect and the practical commitments that support them.

Purpose

The purpose of this policy is to:

Promote equality of opportunity and fair treatment
Build an inclusive culture in which individual differences are respected
Prevent unlawful discrimination, harassment, sexual harassment, bullying and victimisation
Identify and remove avoidable barriers to participation and progression
Support disabled and neurodivergent people through accessible practices and reasonable adjustments
Provide a clear basis for raising and addressing concerns

Scope

This policy applies to Xirocco's directors, employees, workers, consultants, contractors and job applicants, as well as anyone acting on Xirocco's behalf.

It applies to recruitment, selection, onboarding, allocation of work, pay and benefits, learning and development, performance, promotion, conduct, flexible working, leave, discipline, grievance, termination and every other stage of the working relationship.

The same principles guide how we work with clients, partners, suppliers and other people who interact with Xirocco.

Our Commitment

Xirocco will make employment and work-related decisions fairly, consistently and on the basis of relevant skills, capability, performance, experience and legitimate business requirements.

We will not unlawfully discriminate because of age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race including colour, nationality and ethnic or national origin, religion or belief, sex, or sexual orientation.

We also seek to create an inclusive environment for people with different socioeconomic backgrounds, caring responsibilities, working patterns, health conditions, neurotypes, cultures, perspectives and life experiences.

Equality does not always mean treating everyone identically. It can require recognising different circumstances, removing disadvantage and providing appropriate support so that people have a fair opportunity to participate and succeed.

Disability, Accessibility and Reasonable Adjustments

Xirocco is committed to disability inclusion. Disability may be physical, sensory, cognitive, neurological or related to mental health or a long-term health condition, and it may be visible, non-visible, permanent, recurring or fluctuating.

We will consider and make reasonable adjustments for disabled job applicants, employees, workers and others covered by the Equality Act 2010 so that they are not placed at a substantial disadvantage. Adjustments will be discussed with the individual and considered according to their circumstances rather than assumptions about a condition.

Reasonable adjustments may include changes to recruitment or interview arrangements, working hours or location, communication methods, meeting formats, responsibilities, premises, equipment, software, documents, training or other working practices.

People are encouraged to tell an appropriate Xirocco contact when an adjustment may help. Information about disability or health will be handled sensitively, kept confidential so far as reasonably possible and shared only where there is a legitimate need to do so.

We will seek to make our communications, digital tools, meetings and working practices accessible by design where practical, while responding to individual requirements when they arise.

Inclusive Recruitment, Development and Work

Xirocco aims to attract applicants from a broad range of backgrounds and to assess people against clear, relevant and objective criteria. We will:

Use inclusive and accessible recruitment practices
Ask candidates whether they require reasonable adjustments for the selection process
Avoid irrelevant questions or assumptions about personal circumstances
Base selection and allocation decisions on role requirements and evidence
Provide fair access to learning, development, responsibility and progression
Review pay, benefits and working arrangements for fairness and consistency
Consider flexible ways of working where they are compatible with the role and business needs

Positive action may be considered where it is lawful, evidence-based and intended to address under-representation or disadvantage. It will not be used as unlawful positive discrimination.

Dignity and Respect at Work

Everyone covered by this policy is expected to treat others with dignity and respect. Discrimination, harassment, sexual harassment, bullying, victimisation and retaliation are not acceptable.

Unacceptable conduct can occur in person or through email, messaging, video calls, social media, work events, client sites or any other work-related setting. It may be intentional or unintentional, and a pattern of behaviour is not required before a concern can be taken seriously.

Managers and people leading work have a particular responsibility to model inclusive behaviour, address inappropriate conduct and avoid decisions influenced by stereotypes, assumptions or personal bias.

Clients, Partners and Suppliers

Xirocco expects respectful and inclusive behaviour in its relationships with clients, partners and suppliers. We will seek to make our services and working arrangements accessible and will consider reasonable requests that remove barriers to participation.

Where practical and proportionate, equality, accessibility and responsible employment practices may form part of supplier and partner considerations alongside capability, security, quality, cost and commercial requirements.

No one working for or on behalf of Xirocco is expected to accept discriminatory, harassing or abusive treatment from a client, partner, supplier or other third party.

Responsibilities

Everyone covered by this policy is responsible for:

Following the policy and treating others fairly and respectfully
Considering the effect of their words, conduct and decisions
Challenging or reporting inappropriate behaviour where it is safe and appropriate to do so
Cooperating with reasonable steps taken to resolve concerns
Protecting confidential personal information

Xirocco's leadership is responsible for promoting the policy, responding to concerns, considering adjustments, reviewing working practices and taking proportionate action where standards are not met.

Raising a Concern

Anyone who experiences or witnesses conduct that may conflict with this policy is encouraged to raise it promptly with an appropriate manager, director or other company contact. Job applicants, clients, partners and suppliers may raise a concern through the Contact page.

Concerns will be considered fairly, sensitively and as confidentially as reasonably possible. No one should be victimised or suffer retaliation for raising a concern in good faith or for supporting an investigation.

Where appropriate, a concern may be addressed informally. Serious matters, repeated conduct or issues that cannot be resolved informally may be handled through the relevant grievance, disciplinary, contractual or other procedure. A deliberately false or malicious allegation may itself be treated as misconduct, but an allegation made in good faith will not be penalised merely because it is not upheld.

Monitoring, Privacy and Improvement

Xirocco may use voluntary equality information, feedback and other appropriate evidence to understand whether this policy is working and where improvement may be needed.

Any equality monitoring will have a defined purpose, use only information that is lawful and necessary, and be kept separate from selection or employment decisions where appropriate. Personal data will be handled in accordance with applicable data-protection law and Xirocco's Privacy Policy. Reporting will use aggregated or anonymised information wherever practical.

We will review this policy and the effectiveness of our practices periodically, and when relevant legal, organisational or operational changes occur. Training, guidance, processes and working arrangements may be updated in response to evidence, feedback or identified barriers.

Contact

Questions about this page, requests relating to it and relevant concerns can be submitted through the Contact page.

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