Equality Policy

Cascading the London Analytics' Equality Policy

We shall source our products and services from business with equality policies consistent with our own wherever possible.

Equality of Status

Appointment and retention will be based on equality of status. An employee's contribution to the company will define their status within the company. Their status shall not derive in any way from their sex, age, race, ethnicity, sexuality or other personal attribute which is independent of their contribution to the company's continuity, quality of service, and profitability.

Equality of Opportunity

Opportunities within London Analytics, including but not limited to recruitment, promotion and training, will be based soley on ability and merit, and shall not derive in any way from a person's sex, age, race, ethnicity, sexuality or any other personal attribute that is independent of their contribution to the company's continuity, quality of service, and profitability.

Application and Monitoring

We comply with: the Sex Discrimination Act 1975, the Employment Equality (Sex Discrimination) Regulations 2005; the Equal Pay Act 1975; the Disability Discrimination Act(DDA) 1995; statutory obligations under the Race Relations Act 1976 (as amended); and we observe, as far as possible, the Commission for Racial Equality's Code of Practice for Employment, as approved by Parliament in 1983.

Disciplinary procedures will apply to any employees who operate outside or against this policy. Application of this policy will be monitored on an annual basis. This policy is active as of 1 June 2008, has been approved by the Director, and will be reviewed on or before 1 June 2009.