Equality, Diversity and Inclusion (EDI) Policy

Effective Date: April 2022

Lumenisity is committed to building a strong, cohesive team that celebrates diversity and gives everyone equal opportunity regardless of background. Our organisation is one where everyone can work in an inclusive and safe environment, free from harassment, discrimination and inequality.
The aim is for our team to be truly representative of all sections of society, and for each employee to feel respected and able to give their best.
We are committed to promoting equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination. Lumenisity is also committed against the unlawful discrimination of customers or the public.
This policy sets out our approach to meeting our legal obligations and sets Lumenisity’s intent in promoting the development of a diverse and inclusive organisation.


Our EDI policy’s purpose

This policy’s purpose is to:

1. Ensure equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
2. The Equality Act 2010 is designed to ensure that people are protected from discrimination in the workplace and wider society. This policy states that employees must not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:

  • age
  • disability
  • gender reassignment
  • marriage or civil partnership
  • pregnancy and maternity
  • race (including colour, nationality, and ethnic or national origin)
  • religion or belief
  • sex
  • sexual orientation

3. 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
  • requests for flexible working
  • selection for employment, promotion, training or other developmental opportunities

Our commitments

Lumenisity commits to:

  1. Encouraging and promoting equality, diversity and inclusion in the workplace.
  2. Creating a working environment free of bullying, harassment, victimisation and unlawful discrimination where individual differences and the contributions of all staff are recognised and valued, promoting dignity and respect for all.
    This commitment includes training all employees about their rights and responsibilities under the EDI policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.
    All staff should understand they, as well as the company, 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.
    Any such acts will be dealt with as misconduct under Lumenisity’s grievance and 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 Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence
  1. Make opportunities for training, development and progress available to all staff, 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 company.
  2. Make decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
  3. 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.
  4. Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the EDI policy.
    Monitoring will also include assessing how the EDI policy, and any supporting action plan, are working in practice, reviewing them regularly, and taking action to address any issues.

Agreement to follow this policy

  • The EDI policy is fully supported by the Corporate Leadership Team (CLT) and the HR Manager. All employees are required to:
  • read, understand, and comply with this policy
  • comply with company’s policies
  • report immediately any concerns related to this policy
  • complete assigned training related to this policy when required

Our disciplinary and grievance procedures

Use of the company’s grievance or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.