Diversity, Equity and Inclusion Policy.

Biozeroc is committed to encouraging equity, diversity and inclusion among our employees, and eliminating unlawful discrimination.

We aim to ensure our team is truly representative of all sections of society, and for each employee to feel respected and supported to be able to do their best work and make a difference.

Biozeroc and its employees are committed to prevent unlawful discrimination across our employees, our customers and the public.

Our policy’s purpose

This policy’s purpose is to:

1. Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time.

2. Not unlawfully discriminate because of the UK Equality Act 2010 which protects a range of characteristics including:

  • Age

  • Disability

  • Gender reassignment

  • Marriage and civil partnership

  • Race

  • Religion or belief

  • Gender

  • Sexual orientation

3. Oppose and avoid all forms of unlawful discrimination as outlined in the UK Employment Rights Act 1996. This includes in:

  • pay and benefits

  • terms and conditions of employment

  • dealing with grievances and discipline

  • dismissal

  • redundancy

  • leave for parents (including adoption)

  • requests for flexible working

  • selection for employment, promotion, training or other developmental opportunities 

4. Oppose and avoid discrimination based on non-protected characteristics, including, but not limited to:

  • Caring responsibilities.

  • Employment status.

  • Political beliefs.

  • Socioeconomic status.

  • Trade Union affiliation.

Our commitments

Biozeroc commits to:

1. Encourage all forms of equity, diversity and inclusion in the workplace as they are good practice and make business sense

2. Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all employees are recognised and valued.

This commitment includes training managers and all other employees about their rights and responsibilities under this equity, diversity and inclusion policy. Responsibilities include employees conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.

All employees should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public

3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.

Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the UK Employment Rights Act 1996  – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

4. Make opportunities for training, development and progress available to all employees, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.

5. Make decisions concerning employees being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Acts).

6. Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.

7. Monitor the composition of our team regarding information such as age, gender, ethnic background, sexual orientation, religion or belief, and disability in encouraging equity, diversity and inclusion, and in meeting the aims and commitments set out in the equity, diversity and inclusion policy.

Monitoring will also include assessing how the equity, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

Agreement to follow this policy

The equity, diversity and inclusion policy is fully supported by senior management.

Employees are expected to comply with all aspects of this policy and undertake all mandatory training associated with the policy.  

Senior management will ensure that Diversity, Equity and Inclusion becomes embedded in business as usual by modelling these behaviours and by setting expectations of their reports to demonstrate inclusivity in their roles managing functions and teams.   

All employees are expected to demonstrate their commitment to Diversity, Equity and Inclusion in their role and in services provided.  Employees are expected to participate in learning and development activities related to Diversity, Equity and Inclusion, to share best practice and to ensure their knowledge remains current. 

DEI Lead: Head of Operations.  Dave Ladbrook.

Signatures: Biozeroc is committed to delivering equity, diversity and inclusion, as expressed in this GEEDI policy.

I agree to the above.

Liv Andersson
Chief Executive Officer