Equity, Diversity and Inclusion (EDI) Policy

Silent Sensors Limited is committed to encouraging equity, diversity and inclusion among our workforce, and eliminating unlawful discrimination.

The aim is for our workforce and the people we contract with to be truly representative of all sections of society and our customers, and for each and every employee to feel respected and able to give their best.

In providing goods and services and Silent Sensors is also committed to act against unlawful discrimination of customers or the public.

Our policy’s purpose is to:

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

2. Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:

  • age
  • race (including colour, nationality, and ethnic or national origin)
  • physical disability
  • neurodiversity
  • biological sex
  • gender identity and reassignment
  • marriage and civil partnership
  • pregnancy, maternity and menopause
  • religion, belief or non-belief
  • sexual orientation

3. Actively oppose and avoid all forms of unlawful discrimination. This includes in:

  • pay and benefits
  • terms and conditions of employment
  • dealing with grievances and discipline
  • dismissal
  • redundancy
  • leave for parents (mother and father)
  • requests for flexible and remote working
  • selection for employment, promotion, training or other development opportunities

Silent Sensors commits to:

1. Actively encourage equality, diversity and inclusion in the workplace as they are good practice, morally justifiable and make self evident business sense.

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

This commitment includes training everyone about their rights and responsibilities under this Equality, Diversity and Inclusion policy. Responsibilities include everyone conducting themselves to help Silent Sensors provide equal opportunities in employment, and prevent bullying, harassment, victimisation, prejudice and unlawful discrimination.

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

3. Take very seriously complaints of bullying, harassment, victimisation, prejudice and unlawful discrimination by fellow employees, contractors and other third parties with whom the company has agreements, suppliers, customers, visitors, the public and any others in the course of Silent Sensors’ work and business activities.

Such acts will be dealt with as misconduct under Silent Sensors’ grievance and disciplinary procedures, where appropriate action will be taken. Particularly serious complaints will 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 Protection from Harassment Act 1997 – 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 staff, who will be helped, encouraged and supported in developing their full potential, so their talents and resources can be fully utilised to maximise value (both ethical and financial) to the company.

5. Make decisions concerning staff based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).

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 make-up of the workforce regarding information such as age, ethnic background, neurodiversity, physical disability, biological sex, gender identity, sexual orientation, religion or belief in actively encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in this Equity, Diversity and Inclusion policy.

Monitoring will also include assessing how this Equity, Diversity and Inclusion policy, and any supporting action plan, are working in practice, reviewing them annually or as deemed appropriate, and considering and taking action to address any issues.

Agreement to follow this policy

This Equity, Diversity and Inclusion policy is fully supported by senior management and the Board and has been agreed with all staff. Details of Silent Sensors’ grievance and disciplinary policies are held by the Managing Director.

Last reviewed
07 January 2024

Sharon Boyes-Schiller
Managing Director