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Equalities Policy

Last updated: April 2022

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 of employees.


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 therefore take every step possible to ensure that individuals are treated equally and fairly and that decisions are made solely on job-related criteria. 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 is defined in an employment context as when an individual is being treated less favourably than others on the grounds of sex, race, creed, colour, ethnic or national origin, nationality, religion, belief, political opinion, marital/parental status, sexual orientation, disability, handicap, physical characteristics or age.
  • Unlawful Indirect Discrimination is defined in an employment context as formal or informal conditions apparently equal in impact and for all employees, which unjustifiably puts persons of a certain group at a disadvantage.
  • Victimisation is defined as when a person is treated less favourably than others because that person has brought a complaint or given evidence under the Sex Discrimination Act, Race Relations Act, or Employment Protection Act. As with discrimination and harassment, we are committed to preventing victimisation as far as possible and will take reports of victimisation seriously.


Cloudsoft is committed to promoting a positive working environment where every worker is treated with respect and dignity. No one should feel threatened, intimidated or degraded on grounds of race, colour, creed, nationality, ethnic or national origin, sex, age, marital/parental status, sexual orientation, disability, handicap, physical characteristics, health, political opinion, or religion or belief. This policy also covers harassment of any other kind outside the above categories, which can be classed as bullying or victimisation.

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, particularly by bringing the matter to the attention of the CEO;
  • Completely refrain from taking part in, encouraging or condoning gossip about cases of alleged or actual harassment or bullying;