Legal
Equality, Diversity and Inclusion Policy
Equality, Diversity and Inclusion Policy
Effective 30 July 2026 · Last updated 30 July 2026
Introduction
Aurexus Group Ltd ("Aurexus", "we", "us" or "our") is committed to fostering an inclusive culture where every person is treated with dignity and respect. We believe diverse perspectives strengthen intelligent transformation — better engineering, more responsible AI and more effective solutions for the organisations we serve.
This Equality, Diversity and Inclusion ("EDI") Policy applies to all directors, employees, contractors, job applicants, partners and anyone who interacts with Aurexus in a professional capacity.
Our Commitment
We are committed to:
- Eliminating discrimination, harassment and victimisation
- Advancing equality of opportunity for all
- Fostering good relations between people who share protected characteristics and those who do not
- Building products and services that are accessible and inclusive by design
- Creating a workplace where people can contribute authentically and reach their potential
Legal Framework
We comply with the Equality Act 2010, which protects individuals from discrimination based on protected characteristics:
- Age
- Disability
- Gender reassignment
- Marriage and civil partnership
- Pregnancy and maternity
- Race (including colour, nationality, ethnic or national origin)
- Religion or belief
- Sex
- Sexual orientation
We also comply with applicable employment law and health and safety obligations.
Scope of Application
This policy covers:
- Recruitment and selection
- Terms and conditions of employment and engagement
- Training, development and promotion
- Pay and benefits
- Working environment and culture
- Grievance and disciplinary processes
- Client, partner and supplier interactions
- Product design and accessibility
Discrimination, Harassment and Victimisation
We do not tolerate:
Direct discrimination
Treating someone less favourably because of a protected characteristic.
Indirect discrimination
Applying a provision, criterion or practice that disadvantages people with a protected characteristic and cannot be objectively justified.
Harassment
Unwanted conduct related to a protected characteristic that violates dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.
Victimisation
Treating someone detrimentally because they have raised a complaint, supported a complaint or given evidence under equality legislation.
Failure to make reasonable adjustments
Not making reasonable adjustments for disabled people where a provision, criterion or practice puts them at a substantial disadvantage.
Recruitment and Employment
We aim to attract diverse talent and ensure fair, merit-based selection:
- Job descriptions focus on essential requirements
- Selection panels are trained to recognise unconscious bias
- Reasonable adjustments are offered throughout recruitment
- Decisions are documented and based on objective criteria
- Pay and progression are based on role, performance and contribution — not protected characteristics
As a growing company, we are building formal EDI metrics and reporting as our team expands.
Inclusive Culture
We promote inclusion through:
- Respectful communication and collaboration
- Flexible working arrangements where practicable
- Open dialogue about inclusion and belonging
- Leadership accountability for culture
- Zero tolerance of bullying, harassment or exclusionary behaviour
We encourage personnel to raise concerns early, without fear of retaliation.
Accessibility and Product Inclusion
Our engineering approach includes accessibility as a design requirement, not an optional feature. We aim for WCAG 2.2 Level AA conformance on our corporate website and consider inclusive design in platform development.
See our Accessibility Statement.
We recognise that AI systems can amplify bias. Our Responsible AI Policy addresses fairness assessment and mitigation in AI-enabled products.
Clients and Partners
We expect clients, partners and suppliers to share our commitment to equality and non-discrimination. We will not engage with organisations whose practices fundamentally conflict with this policy, subject to legal and contractual constraints.
Reasonable Adjustments
We will make reasonable adjustments for disabled employees, contractors and job applicants. Adjustments may include:
- Modified equipment or assistive technology
- Adjusted working hours or location
- Modified duties or phased return to work
- Accessible communication formats
Requests are handled sensitively and promptly. We consult the individual about their needs.
Reporting Concerns
If you experience or witness discrimination, harassment or other EDI concerns:
Email: admin@aurexus-group.com
Subject line: EDI Concern
Reports are treated seriously and investigated promptly and fairly. Confidentiality is maintained to the extent possible.
See our Complaints Procedure for the formal process.
Roles and Responsibilities
| Role | Responsibility |
|---|---|
| Leadership | Set tone, ensure policy compliance, review progress |
| Line managers | Foster inclusive teams, address concerns promptly |
| All personnel | Treat colleagues and contacts with respect, report concerns |
| HR / People (as we scale) | Implement procedures, support adjustments, monitor metrics |
Monitoring and Review
We will monitor the effectiveness of this policy through:
- Complaint and grievance data (where volume permits)
- Recruitment and retention diversity metrics (as the team grows)
- Policy and training reviews
- Feedback from personnel and partners
This policy is reviewed at least annually and updated following significant organisational changes.
Contact
Email: admin@aurexus-group.com
Post: Aurexus Group Ltd, Unit A, 82 James Carter Road, Mildenhall, Bury St. Edmunds, Suffolk, England, IP28 7DE
Governing law: England and Wales