Equalities Policy
Last updated: October 2026
This policy will be reviewed annually or when there is a change in circumstances, in work practices or the introduction of new legislation.
Cloudsoft is committed to the principle and importance of equal opportunities. We are opposed to all forms of unlawful or unfair direct or indirect discrimination, harassment, bullying, or victimisation. This policy applies to employees, workers and job applicants, and to conduct in work-related settings, including remote work, business travel, events and dealings with customers and suppliers.
We believe that it is in all our interests to ensure that the talents and skills of people throughout the community are considered when employment or promotion opportunities arise. We will take reasonable steps to ensure that individuals are treated equally and fairly and that decisions are made on relevant job-related criteria, with reasonable adjustments for disabled applicants and workers where required.
All policies are fully supported and enforced by the CEO who has ultimate responsibility for these issues and is open to being contacted by staff to discuss these matters.
We define discrimination as follows:
Unlawful direct discrimination generally occurs when an individual is treated less favourably because of a protected characteristic, subject to the provisions and exceptions in the Equality Act 2010. The protected characteristics are age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality and ethnic or national origin), religion or belief, sex and sexual orientation. Pregnancy and maternity have specific protection under the Act. Our commitment to fair treatment also extends to other personal circumstances unrelated to the work.
Unlawful indirect discrimination occurs when a provision, criterion or practice disadvantages people sharing a protected characteristic and disadvantages the individual, unless it can be objectively justified as a proportionate means of achieving a legitimate aim. Protection can also apply to people who do not share that characteristic but suffer the same disadvantage.
Victimisation occurs when a person suffers a detriment because they have done, or are believed to have done or may do, a protected act under the Equality Act 2010, such as raising a discrimination complaint or supporting another person's complaint. We are committed to preventing victimisation and will take reports seriously.
Cloudsoft is committed to promoting a positive working environment where every worker is treated with respect and dignity. Harassment includes unwanted conduct related to a relevant protected characteristic that has the purpose or effect of violating dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment. Sexual harassment is unwanted conduct of a sexual nature with that purpose or effect. Bullying and other unacceptable conduct are also prohibited, even where they do not meet the legal definition of harassment. This includes online conduct and conduct by customers, suppliers and other third parties.
Cloudsoft will take all reasonable steps to prevent sexual harassment, including assessing relevant risks, providing appropriate information and training, and reviewing preventative measures.
We firmly believe that all staff have a right to work in an environment that:
- Is free from abuse or insults;
- Promotes dignity;
- Encourages individuals to treat each other with respect;
- Is open and fair;
- Is safe;
- Encourages individuals to support one another.
As such, we believe that all staff have a responsibility to:
- Support colleagues who say they have been bullied or harassed, and be sympathetic and sensitive to their feelings and experience of the situation;
- Encourage them to seek advice and assistance, including by reporting concerns to their line manager or the CEO. If a concern involves either of these people, or they are uncomfortable using that route, they may contact another senior manager;
- Respect confidentiality and avoid spreading allegations unnecessarily. This does not prevent anyone seeking support or advice, reporting concerns, participating in an investigation or making a lawful protected disclosure;
- Concerns will be handled promptly and fairly, with information shared only as necessary to investigate and act. Appropriate action will follow substantiated breaches. No person should suffer retaliation for raising a concern in good faith or supporting an investigation.