Equality, Diversity and Inclusion Policy

1. Our position

Vyce is committed to equality, diversity and inclusion. Discrimination, harassment and victimisation are unacceptable and we won't tolerate them.

No employee or job applicant will receive less favourable treatment because of a protected characteristic under the Equality Act 2010: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, or sexual orientation.

We also have a positive legal duty under section 40A of the Equality Act 2010 to prevent sexual harassment of our employees. This is a proactive duty. It requires us to act before anything happens, not only to respond afterwards. From 30 October 2026 that duty rises to taking all reasonable steps, and extends to harassment by third parties across all protected characteristics, under the Employment Rights Act 2025.

2. What we commit to

• Creating a culture where individual differences are recognised and valued
• Equal opportunity in recruitment, promotion and development, based on merit
• Taking all reasonable steps to prevent sexual harassment of our people, including by third parties such as customers, suppliers and people we meet at events
• Carrying out and recording a risk assessment covering sexual harassment, and acting on what it finds
• Clear routes to report harassment, including one that bypasses line management
• Training at induction and annually on what harassment is, how to report it, and what managers must do
• Acting on every report, promptly and impartially
• Taking disciplinary action for any breach
• Reviewing this policy and its effectiveness annually

3. Responsibilities

Managers must make sure their teams understand this policy, address complaints promptly and fairly, keep accurate records of recruitment and promotion decisions, and set the tone. Managers are expected to act on harassment they witness, whether or not anyone has complained.

Everyone must comply with this policy, treat colleagues with dignity and respect, report concerns, and challenge inappropriate behaviour where it's safe to do so.

4. Harassment by third parties

We won't tolerate harassment of our people by customers, suppliers or anyone else we work with. This applies to harassment relating to any protected characteristic, not only sexual harassment.

Much of our work involves customer calls, site visits and industry events. If you experience or witness harassment in any of those settings, report it to your manager immediately. We'll investigate, raise it with the organisation concerned, and withdraw from the relationship if we need to.

5. Supporting disabled employees

We make reasonable adjustments to working arrangements, roles and equipment, provide additional support where needed, and make sure recruitment and development are accessible.

6. Confidentiality clauses

We don't use confidentiality or settlement clauses to stop anyone speaking about harassment they've experienced or witnessed.

7. Raising a concern

• Speak to your line manager
• Escalate to senior leadership
• Use the confidential reporting line for sensitive matters: 0203 868 6303
• Where appropriate, use our Whistleblowing Policy

Discrimination, harassment and victimisation are disciplinary offences.

8. Legislation

This policy is reviewed against the Equality Act 2010, the Worker Protection (Amendment of Equality Act 2010) Act 2023, the Employment Rights Act 2025, the Employment Rights Act 1996, and EHRC guidance on preventing sexual harassment.

9. Review

Reviewed annually. Questions: hello@vyce.io