Diversity, Equity and Inclusion (DE&I) Policy

Last updated May 30, 2023

Equality and Diversity Policy 

This policy outlines Appvia’s approach to equality and diversity. Appvia believes that all team members are entitled to a working environment that promotes dignity, equality and respect for all, and values the differences that a diverse workforce brings to the Company. Appvia aims to be a Company that is inclusive and committed to providing equal opportunities whilst eliminating unlawful and unfair discrimination, throughout employment. 

Appvia will not discriminate because of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (which includes colour, nationality and ethnic or national origins), religion or belief, sex or sexual orientation. It will not discriminate because of any other irrelevant factor and will build a culture that values meritocracy, openness, fairness and transparency. 

This policy is applicable to all employees, consultants, agency staff, clients and suppliers, and applies to all processes relating to recruitment, employment and training, and to any dealings with customers and clients, both inside and outside of the workplace that is related to your work (e.g a work meeting). It also applies to any opinions expressed on social media which could affect Appvia’s reputation and which opinion is not shared by the Company. 


Equality is the right of different groups of people to be treated fairly and receive the same treatment, rights and access. 


Diversity is the difference between groups of people, for example by race, age or religion. 

Training and Education 

With regards to training and education, Appvia will; 

  • Conduct a full training needs analysis relating to the understanding and management of equality and diversity; 
  • Consult key stakeholders on the Company’s learning requirements; 
  • Evaluate suppliers’ training and secure budget for training design and delivery;
  • Integrate equality and diversity into mainstream training and development programmes; 
  • Establish education programmes for all staff (including programmes that move from awareness to behavioural change); 
  • Integrate equality and diversity competencies into development programmes and assessment and selection processes; and 
  • Encourage all employees to attend the training in order to build on their skills and knowledge, and to promote the principles of the Policy.

Communication and Consultation 

With regards to communication and consultation, Appvia will: 

  • Communicate externally with other employers to share tips, advice and best practice
  • Establish key lines of communication across the business through consultation with key stakeholders; 
  • Undertake an audit of existing communication channels so that compliance and inclusiveness are assured; 
  • Ensure that communication imagery and graphics are inclusive, and reflect and reinforce the words within the documentation; 
  • Ensure that mainstream business communications reinforce the inclusive messages and become part of the day-to-day processes; and 
  • Communicate and celebrate the Company’s successes in equality and diversity. 


In order to measure the level of equality and diversity, as well as the actions taken by the Company, Appvia will: 

  • Agree the aspirational targets for the workforce composition over a five-year period with the chief executive and the board; 
  • Establish formal measurement tools to assess the climate in the organisation (for example regular staff surveys, 360° feedback mechanisms and diversity perception audits); and 
  • Assess progress in achieving its equality and diversity objectives. 


All employees are responsible for the promotion and advancement of this policy. Behaviour, actions or words that transgress the policy will not be tolerated and will be dealt with in line with the Company’s disciplinary policy. In addition, individuals may also be personally liable for any acts of discrimination which may become a legal matter. 

Making an Allegation 

If you believe that you have suffered as a result of discrimination because of any of the protected characteristics, it is encouraged to address this with the individual involved wherever possible and feasible. If this is not a suitable form of action and/or does not resolve a situation, you may decide to raise the issue through Appvia’s Grievance Policy. 

All allegations relating to potential breaches of this policy will be treated in confidence and investigated appropriately. Team members who make such allegations in good faith will be supported by the Company, and the Company will ensure that the individual is not subjected to detrimental treatment as a consequence of making the allegation. Any instances of detrimental treatment by a fellow team member will be treated as a disciplinary offence, as will any instances of individuals that are identified to have made a false allegation in bad faith. 

Company Audit 

The Company will review its processes to establish its position with regard to compliance and best practice. This will be done by administering a questionnaire to all staff as well as undertaking one-to-one interviews with key leaders and stakeholders.

Policy Review 

The policy will be reviewed on an ongoing basis to reflect changes in the law, demographics and internal business requirements.