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Atmosfuture Limited – Equality, Diversity, and Inclusion (EDI) Policy 

Updated: October 2025 

Creating a workplace where everyone belongs and can thrive. 

1. PURPOSE

Atmosfuture Limited is committed to encouraging equality, diversity, and inclusion among our workforce, and eliminating unlawful discrimination. Our goal is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected, supported, and able to give their best. In providing goods, services, and facilities, we are also committed to ensuring fair treatment and inclusion for all customers, partners, and members of the public. 

2. SCOPE

This policy applies to all employees, workers, contractors, interns, agency staff, and job applicants. It also extends to our interactions with customers, suppliers, and stakeholders. 

3. POLICY OBJECTIVES

The purpose of this policy is to: 

  • Provide equality, fairness, and respect for all in our employment, whether temporary, part-time, or full-time. 

  • Ensure no one is unlawfully discriminated against because of the protected characteristics under the Equality Act 2010. 

  • Foster a culture of inclusion, respect, and belonging across all levels of the organisation. 

4. PROTECTED CHARACTERISTICS

Under the Equality Act 2010, discrimination is unlawful in relation to the following protected characteristics: 

  • Age 

  • Disability 

  • Gender reassignment 

  • Marriage and civil partnership 

  • Pregnancy and maternity 

  • Race (including colour, nationality, and ethnic or national origin) 

  • Religion or belief 

  • Sex 

  • Sexual orientation 

 
Atmosfuture also recognises and supports inclusion for neurodiversity, mental health, and intersectional identities as integral to our diversity approach. 

5. OUR COMMITMENTS

Atmosfuture commits to: 

  • Encourage equality, diversity, and inclusion in the workplace as good practice and sound business sense. 

  • Create a working environment free of bullying, harassment, victimisation, and unlawful discrimination, promoting dignity and respect for all. 

  • Train managers and employees on their rights and responsibilities under this policy, ensuring equal opportunities and fair treatment in every aspect of work. 

  • Hold all staff accountable for conducting themselves respectfully, understanding that employees and the company may both be liable for acts of bullying, harassment, victimisation, or discrimination. 

  • Provide fair and transparent processes for addressing concerns, ensuring that all complaints are taken seriously and handled promptly. 

  • Support flexible and hybrid working practices that promote inclusion and work–life balance for all employees. 

  • Encourage leadership accountability, ensuring that diversity and inclusion are embedded in management decisions and performance reviews. 

6. COMPLAINTS AND MISCONDUCT

Atmosfuture takes all complaints of bullying, harassment, victimisation, and unlawful discrimination seriously—whether by employees, customers, suppliers, or members of the public. 
 
Such acts will be addressed under the organisation’s grievance and/or disciplinary procedures, with appropriate action taken. Serious incidents may constitute gross misconduct and could result in dismissal. Certain forms of harassment may also constitute criminal offences under the Protection from Harassment Act 1997 or sexual assault laws. 
 
We encourage staff to raise concerns confidentially and, where appropriate, anonymously. Bystander intervention and awareness training will be promoted to empower employees to act when witnessing inappropriate behavior. 

7. OPPORTUNITIES FOR DEVELOPMENT

We will make training, development, and progression opportunities available to all staff. All employment decisions—including selection, promotion, and access to training—will be based on merit, competence, and business needs, except where lawful exemptions apply under the Equality Act 2010. 

8. MONITORING AND DATA PRIVACY

We will monitor our workforce composition in relation to age, gender, ethnicity, disability, sexual orientation, and religion or belief to encourage equality, diversity, and inclusion. All data collection and analysis will comply with the UK GDPR and the Data Protection Act 2018, and will be anonymised where possible. 
 
The policy and any related action plans will be reviewed annually, or sooner if required by changes in law or business needs. 

9. RESPONSIBILITIES

All employees are responsible for upholding this policy. Senior leadership is accountable for ensuring that equality, diversity, and inclusion principles are embedded across operations, policies, and culture. 
 
Managers must lead by example and ensure that equality and inclusion considerations are integrated into all management decisions. 

10. POLICY GOVERNANCE

This policy is fully supported by senior management and forms part of Atmosfuture’s commitment to ethical, fair, and inclusive business practice. 
 
Policy Owner: Managing Director / HR Lead 
Contact: hello@atmosfuture.co.uk 

11. RELATED POLICIES AND PROCEDURES

Employees should refer to the company’s Grievance and Disciplinary Policies, available in the employee handbook or from Human Resources. Using these internal procedures does not affect an employee’s legal right to bring a claim before an employment tribunal within three months of the alleged discrimination. 

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