Equality and Diversity Policy.

Commitment

Equal opportunity and fair treatment.

Harten Technologies Ltd will not unlawfully discriminate against any person. Decisions about recruitment, work allocation, development, remuneration, promotion, supplier engagement and access to opportunities will be based on relevant skills, experience, capability, conduct and business need.

Harten operates in accordance with the Equality Act 2010 and other applicable UK equality and employment legislation.

Scope

Who this policy applies to.

This policy applies to the directors, employees, workers and contractors of Harten Technologies Ltd and informs how Harten works with applicants, clients, suppliers, partners and other people involved in its business.

Principles

Protected characteristics and unacceptable conduct.

Harten will not unlawfully discriminate because of age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex, or sexual orientation.

Harassment, victimisation, bullying and other discriminatory conduct are not acceptable. Harten expects people working on its behalf to treat colleagues, customers, suppliers and partners with dignity and respect.

Working practices

How the policy is applied.

Recruitment and engagement decisions will use criteria relevant to the work. Harten will seek to avoid requirements or practices that create unjustified disadvantage for particular groups.

Access to training, development, work assignments and progression will be based on role requirements and capability. Where Harten uses suppliers or contractors, it expects them to comply with applicable equality legislation and to avoid discriminatory practices in work undertaken for Harten.

Reasonable adjustments

Removing avoidable barriers.

Harten will consider reasonable adjustments for disabled applicants, employees, contractors and others where an adjustment is needed to remove or reduce a substantial disadvantage. Requests will be considered individually and handled with appropriate confidentiality.

Concerns

Raising a concern or complaint.

Anyone who believes they have experienced or observed discrimination, harassment, victimisation or other conduct inconsistent with this policy should raise the matter promptly with the Managing Director. Concerns will be considered fairly, proportionately and without retaliation for raising a genuine issue.

Questions or concerns may be sent to hello@harten.io.

Responsibility

Ownership and review.

The Managing Director is responsible for this policy and for ensuring that Harten's practices remain consistent with applicable legal requirements as the company grows.

The policy will be reviewed at least annually and sooner if Harten's operating model, workforce or relevant legislation changes materially.