Equality, Diversity and Inclusion Policy

1. Purpose and scope

This policy sets out how we make sure everyone is treated fairly and with respect. It applies to our employees, job applicants and contractors, and to how we treat our customers and the people who use our software. We build our software to be used by many kinds of people, so inclusive design is part of this policy, not an extra.

2. Our commitments

We follow the Equality Act 2010. We do not discriminate against, harass or victimise anyone because of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation (the nine protected characteristics).

We help our public-sector customers meet their own equality duties: we provide the accessibility information and evidence they need, and we answer their equality questions.

3. What we do now

• Remote by design. All our staff work from home and we have no premises, so roles are open to disabled people, carers and people who cannot easily travel.
• Fair pay. We pay the real Living Wage. We will submit our Living Wage Foundation accreditation application in 2026.
• Fair recruitment. We follow our Ethical Recruitment and Labour Standards Policy (August 2026): no candidate pays any recruitment cost, and the terms of the job are explained in conversation.
• Inclusive design. We test our software with practitioners from different roles and areas, including people who use assistive technology. We self-assess against WCAG 2.2 level AA and test with JAWS, NVDA, Dragon and Read&Write.

4. Recruitment from our next hire

For every role we recruit from our next hire onwards:

• the advert shows the salary range and says that flexible working is available;
• the advert is also sent to free networks for under-represented groups;
• the first screening of applications is anonymised;
• every interviewee gets the same scored questions;
• reasonable adjustments are offered at every stage;
• applicants are invited to give diversity data voluntarily and anonymously. We use it only to check how our recruitment is working, and it is never seen by the people who choose who to hire.

5. Disability Confident

We commit to the Disability Confident scheme at Committed level and its commitments. These are to:

• ensure our recruitment process is inclusive and accessible;
• communicate and promote vacancies;
• offer an interview to disabled people;
• anticipate and provide reasonable adjustments as required;
• support any existing employee who acquires a disability or long-term health condition, enabling them to stay in work.

As the scheme also asks, we offer disabled people at least one of its listed activities, in proportion to the size of our business.

6. Raising a concern

Staff, applicants and contractors can raise a concern about discrimination, harassment or unfair treatment, in confidence, with the Chief Executive Officer. If the concern is about the Chief Executive Officer, raise it with the Chief Technology Officer. We look into every concern promptly, tell the person what we found and what we will do, and keep their identity confidential as far as the law allows. Nobody is penalised for raising a concern in good faith. Retaliation is itself a breach of this policy and is treated seriously.

7. Responsibilities, monitoring and review

The Chief Executive Officer, Daria Lysakovskaia, owns this policy. Both directors are responsible for applying it, and everyone who works with us is expected to follow it. The board (our two directors) reviews progress against this policy every year and publishes that review. We review the policy itself every year, and sooner if the law changes.

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