Global Equality and Anti-Discrimination Policy 

  1. Our Commitment to Fairness, Equality, and Non-Discrimination

Digital Science is committed to fostering a fair, equitable, and inclusive workplace where every individual is treated with dignity and respect. We firmly believe that a diverse workforce, where everyone feels valued and has equal opportunities, is essential to our global success, business growth, and our ability to attract and retain top talent across our global operations. This policy outlines our commitment to non-discrimination and equality in all aspects of the workplace worldwide.

  1. Scope of this Policy

This policy applies to all Digital Science employees, officers, agency workers, casual workers, consultants and self-employed contractors and any other third parties engaged with Digital Science.

It applies to all stages of the Digital Science employment or engagement  lifecycle, including recruitment, hiring, onboarding, training, development, promotion, compensation, benefits, performance management, disciplinary proceedings, and termination of employment or engagement. 

This policy does not form part of your contract of employment and we may amend it at any time. 

If you have difficulty navigating this policy then please discuss this with your line manager or the People Team.

  1. Global Principles

This policy is rooted in the following global principles:

  • Respect for Individual Dignity: We recognise and value the inherent dignity of every individual.

  • Global Inclusion: We strive to create an inclusive environment where diverse perspectives are welcomed and contribute to our success.

  • Zero Tolerance for Discrimination: We will not tolerate discrimination of any kind.

  • Diversity as a Strength: We recognise that diversity drives innovation and enhances our global success.

  • Fair Opportunities: We are committed to providing equal opportunities in all aspects of employment and engagement.

  • Reasonable Adjustments: Where feasible and/or legally required, we will provide reasonable adjustments to ensure equal participation.

  • Proactive Inclusion: We will proactively promote an inclusive culture free from bias, harm, and exclusion.

  • Global Standards, Local Compliance: We will adhere to these global principles whilst complying with all applicable local laws and regulations.

  • Accountability and Transparency: We are accountable for upholding this policy and will strive for transparency in our efforts.

  • Continuous Improvement: We are committed to ongoing learning and improvement in our approach to equality and non-discrimination.

  1. Protected Characteristics and Attributes

Digital Science prohibits discrimination based on any legally protected characteristic in the countries where we operate. Whilst these protected characteristics vary by jurisdiction, they commonly include:

  • Age

  • Disability (including neurodiversity, physical and mental health conditions, long-term illness)

  • Gender (including sex, gender identity, gender expression)

  • Marital or civil partnership status

  • Pregnancy and maternity

  • Race (including skin colour, language, nationality and ethnic or national origins, ancestry)

  • Religion or belief (including lack of belief)

  • Sexual orientation

  • Other characteristics protected by local law (e.g., political opinions, social condition, trade union affiliation, veteran status, genetic information).

This list is not exhaustive and reflects the broad commitment to non-discrimination outlined in our global principles and local legal requirements. We will ensure that as a minimum our practices comply with the most comprehensive definitions and protections available in each location, and where those protections fall short of the standards in this policy, we will adhere to the commitments laid out in this document. 

  1. Discrimination

We are committed to preventing all forms of discrimination, including:

  • Direct Discrimination: Treating someone less favourably than others because of a protected characteristic. This includes discrimination based on a perception that someone has a protected characteristic, even if they do not, or because of their association with someone who has a protected characteristic.

  • Indirect Discrimination: Applying a provision, criterion, or practice that is the same for all job applicants or employees, but in practice it disproportionately  disadvantages people who share a protected characteristic without objective justification.

  • Harassment: Unwanted conduct that  has the purpose or effect of violating a person's dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment. This includes sexual harassment and harassment based on any other protected characteristic. This is further detailed in our Dignity at Work Policy.  

  • Victimisation/ Retaliation: Treating someone unfairly because they have made a complaint, or because they have helped someone else with such a complaint.

  • Discrimination Arising from Disability: Treating a disabled person unfairly or unfavourably because of something connected to their disability. 

  1. Reasonable Adjustments and Accommodation

Digital Science is committed to providing reasonable adjustments and accommodations for individuals as needed when such do not cause undue hardship to the business or is required by local law. We encourage individuals who require adjustments to inform their line manager or People Services so that appropriate support can be provided.

  1. Responsibilities

  • All Individuals: Every individual is responsible for upholding this policy, treating colleagues and others with respect and dignity, and contributing to a workplace free from discrimination and harassment. Individuals are encouraged to take steps in understanding cultural differences and sensitivities. 

  • People Managers: Managers and team leaders have a specific responsibility to lead by example, promote an inclusive environment within their teams, address any concerns or complaints promptly and appropriately, and ensure their decisions are fair and non-discriminatory. They are required to report any potential incidents of discrimination or harassment to the Employee Relations Manager or their People Partner.

  • People Team: The People Team is responsible for developing, implementing, and monitoring this policy, providing guidance and training on equality and non-discrimination, investigating complaints, and ensuring appropriate action is taken.

  • Legal Team: The Legal team is responsible for providing legal guidance on complex issues related to equality and non-discrimination.

  1. Reporting Discrimination or Harassment

8.1 If you believe you have experienced or witnessed discrimination or harassment that violates this policy, you are strongly encouraged to report it. You can report such incidents to your line manager, your manager's manager. If this is not possible or appropriate, please speak to the People Services team for advice, assistance or support.

8.2 If informal resolution is not possible or appropriate, or for serious incidents of harassment or discrimination, you should raise the matter formally under the Global Grievance Policy.

8.3 Any complaints raised formally under the Global Grievance Policy will be investigated fully and fairly and in a timely manner. We will consider whether any interim steps or measures are necessary to manage the ongoing relationships between you and the person responsible while the investigation is ongoing.

8.4 If discrimination is found to have taken place then the matter will be dealt with appropriately, in line with local laws and legislation. We will take steps to remedy any complaints and to prevent it happening again. Action may include updating relevant policies, providing further training and taking formal disciplinary action. 

8.5 As outlined in our Dignity at Work Policy, we are committed to ensuring a fair and thorough investigation of all complaints and will take appropriate action, up to and including disciplinary action. We will also ensure that individuals who report concerns in good faith are not subjected to victimisation or retaliation. 

8.6 To uphold our duty of care, People Services will use its judgment to proactively investigate serious allegations that come to its attention, regardless of whether a formal complaint has been submitted.

  1. Training and Awareness

Digital Science will provide training and resources to employees on equality, non-discrimination, and inclusive behaviours to promote awareness and understanding of this policy and related issues.

  1. Monitoring and Review

We will regularly monitor and review our policies and practices to ensure they are effective in promoting equality and preventing discrimination across our global operations and are aligned with evolving legal requirements and best practices.

By adhering to this Global Equality and Anti-Discrimination Policy, Digital Science aims to create a truly inclusive and equitable workplace where everyone can contribute their best and feel valued for their unique talents and perspectives.

This policy is in to be read in accordance with

  • Dignity at Work policy

  • Global Grievance policy

  • Whistleblowing policy

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