Equality, Diversity and Inclusion policy

We will not discriminate against, or treat less favourably, any person because of a protected characteristic. The Equality Act 2010 defines nine: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. We extend the same respect to aspects of identity the Act does not name, including socio-economic background, caring responsibilities and neurodiversity. We do not tolerate discrimination, harassment, victimisation or bullying in any form, at any level.

Good work

We align our approach with the five foundational principles of good work set out in the UK Government's Good Work Plan: satisfaction; fair pay; participation and progression; wellbeing, safety and security; and voice and autonomy. These shape how we design roles, reward people and give them a real say in the decisions that affect them.

Inclusive recruitment

We recruit on merit and design our hiring to widen, rather than narrow, our pool of talent. We advertise through specialist job boards and professional networks to reach candidates from different backgrounds and use our applicant system (Teamtailor) to manage hiring collaboratively, apply consistent criteria and give every applicant constructive feedback. Structured interviews and technical skills-based assessment mean candidates are judged on what they can do and we seek diverse shortlists and interview panels. Where under representation exists we take lawful positive action to address it, but we never use positive discrimination, appointments are always made on merit. Any candidate who needs an adjustment to take part in our process can request one in confidence and we’ll provide it.

Fair pay, development and progression

Everyone should be able to see how pay and progression work and trust that they are fair. We are committed to equal pay for equal work and monitor pay to identify and address any unjustified disparities. Promotion is transparent and merit-based and we support development through personalised plans, training and the deep FME and Esri expertise at the heart of our business. This approach allows our people to build their careers with us, whatever their starting point.

Reasonable adjustments, flexibility and wellbeing

We make reasonable adjustments so that disabled colleagues and applicants are not disadvantaged and we work to keep our workplaces, tools and communications accessible by design. We support flexible and remote working where the role allows, welcome flexible-working requests from day one and accommodate family and caring responsibilities and religious and cultural observance wherever we reasonably can. We treat physical and mental health with equal seriousness and expect everyone to treat one another with dignity and respect.

Raising a concern

If you experience or witness discrimination, harassment, bullying or any breach of this policy, we want to know. Concerns can be raised with line managers or with our Employee Experience team and will be handled sensitively and as confidentially as possible. We will not tolerate the victimisation of anyone who raises a concern in good faith.

Our responsibility

Our leadership team owns this policy and is accountable for the culture it describes; managers apply it fairly day to day and every colleague is responsible for treating others with respect and helping to sustain an inclusive environment. We review the policy regularly, set ourselves practical objectives and update our approach as we learn.