Our commitment
Unhectic Limited is committed to equal opportunities and an inclusive working environment. We comply with the Equality Act 2010 in the United Kingdom and the equivalent statutory protections in every jurisdiction in which we operate. Beyond statutory compliance, we believe an inclusive team produces better work; this statement sets out the practical commitments that follow from that belief.
Recruitment and progression
We recruit on merit. Decisions about hiring, training, promotion, and pay are made on the basis of qualifications, skills, and performance — not on the basis of any protected characteristic (age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation), nor on any other irrelevant ground. Job descriptions and adverts focus on the work to be done and the experience that is genuinely required for it. Interview panels are briefed on consistent assessment criteria so that candidates are compared like for like.
Working environment
We expect everyone in our team to treat colleagues, clients, suppliers, and visitors with respect. Bullying, harassment, and discrimination are not tolerated and will be investigated under our internal disciplinary process. The standard applies to written and verbal communication, in person and online, and to behaviour at work-related events outside the office.
Reasonable adjustments
We make reasonable adjustments where they are needed to remove a disadvantage caused by a disability — for example, accessible meeting tools, flexible working patterns, or adjustments to a recruitment process. If you would like an adjustment, you do not need to give a medical reason; you only need to tell us what would help. We treat such conversations as confidential.
Reporting concerns
Anyone who experiences or witnesses a breach of this statement may raise a concern in confidence to [email protected]. Concerns may be raised anonymously. We do not retaliate against good-faith reporting, even if a concern turns out to be mistaken. Concerns are also handled under our Complaints Procedure, and external candidates or contacts can use that route as well.
Annual review
This statement is reviewed at least annually by a director, and earlier where our practice or applicable law changes materially.