Equality, Diversity and Inclusion (EDI) Statement
Last updated: 14 September 2025
Technophobia Ltd is committed to equal opportunity, fair treatment, and a respectful workplace. We follow the Equality Act 2010 and good practice across recruitment, pay, progression, and daily work.
1. Scope and commitment
- Applies to employees, contractors, applicants, trainees, and agency staff.
- We do not tolerate discrimination, harassment, or victimisation.
- Decisions are based on merit, skills, and business needs.
2. Legal framework and protected characteristics
We follow the Equality Act 2010. Protected characteristics include:
| Characteristic | Examples |
|---|---|
| Age | Recruitment, benefits, retirement discussions |
| Disability | Physical or mental impairment; reasonable adjustments |
| Gender reassignment | Trans status and related processes |
| Marriage and civil partnership | Equal treatment in policies and benefits |
| Pregnancy and maternity | Risk assessment, leave, return-to-work |
| Race | Colour, nationality, ethnic or national origins |
| Religion or belief | Religion, belief, or lack of belief |
| Sex | Equal opportunities for women and men |
| Sexual orientation | Lesbian, gay, bi, straight, asexual |
3. Roles and responsibilities
- Directors: own this policy and review outcomes.
- Managers: run fair processes and address issues early.
- Everyone: treat colleagues and clients with respect and report concerns.
4. Recruitment and progression
- Use clear, skills-based job criteria and structured interviews.
- Advertise roles fairly and avoid biased wording.
- Assess candidates against the same criteria and record decisions briefly.
- Offer reasonable adjustments during hiring and employment.
- Provide fair access to training, feedback, and progression.
5. Pay, flexibility, and working practices
- Pay based on role, skills, and market rates.
- Support flexible working where the role allows.
- Review policies to remove unfair barriers (e.g., caring responsibilities, part-time work).
6. Dignity at work and grievances
- Harassment or bullying is not accepted in any form.
- Raise concerns to a director at hello@technophobia.uk or follow our Complaints Policy.
- We handle issues promptly, fairly, and with confidentiality where possible.
7. Accessibility and reasonable adjustments
- Provide adjustments to remove barriers in recruitment and work.
- Examples: adapted equipment, flexible hours, alternative formats, remote options.
- We review adjustments regularly with the person involved.
8. Monitoring and reporting
- Keep short records of hiring and promotion decisions.
- Use anonymous feedback to spot issues and improve.
- We only gather diversity data where proportionate and lawful.
9. Suppliers and partners
- Choose suppliers on merit. We expect fair, non-discriminatory practice.
- Raise concerns with suppliers and change approach if needed.
10. Training and awareness
- Brief new starters on this policy.
- Refresh guidance when laws or risks change.
11. Contact
Questions or requests for adjustments?
Technophobia Ltd · Company No. 14898332 · VAT GB 495 7043 58
13B Devonshire Road Industrial Estate, Millom, LA18 4JS, United Kingdom
+44 1229 774591 • hello@technophobia.uk