Diversity & Inclusion Statement

1. Introduction

. We believe that a team made up of people with different backgrounds, experiences, and perspectives makes our business stronger, our services better, and our culture more resilient.

This statement sets out our commitments and approach to diversity and inclusion across all aspects of our operations — including recruitment, employment, career development, and the way we engage with clients, suppliers, and partners.

This statement is aligned with the Equality Act 2010, the Human Rights Act 1998, and the ACAS Code of Practice on Equality, Diversity and Inclusion. It applies to all DataOps IT staff, contractors, directors, and any third parties acting on our behalf.

2. Our Commitment

DataOps IT Ltd is an equal opportunities employer. We do not discriminate — directly or indirectly — on the basis of any protected characteristic as defined under the Equality Act 2010. These characteristics are:

• 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

This commitment applies to all employment decisions — including recruitment, selection, pay, promotion, training, development, disciplinary action, and dismissal. It also applies to the way we treat clients, suppliers, and any individual we interact with in the course of our business.

3. Recruitment & Selection

We are committed to ensuring that our recruitment processes are fair, consistent, and based solely on merit, skills, and the requirements of the role. Specifically:

• Job descriptions and person specifications are written to focus on the skills and competencies required, not unnecessary qualifications or characteristics that could act as barriers to entry.
• All candidates are assessed against the same objective criteria.
• Interview panels are trained to recognise and manage unconscious bias in the selection process.
• We advertise roles through channels that reach a diverse range of candidates.
• We will make reasonable adjustments to our recruitment process for candidates with a disability or health condition, in accordance with the Equality Act 2010.

We do not ask questions during the recruitment process that relate to protected characteristics, including questions about health or disability prior to a job offer being made, except where expressly permitted by law.

4.Workplace Culture & Inclusion

Diversity is only meaningful if it is accompanied by genuine inclusion — an environment where every member of our team feels valued, respected, and able to contribute fully. We are committed to:

Respect and Dignity All staff have the right to be treated with dignity and respect at work. Harassment, bullying, and victimisation of any kind will not be tolerated. Our Anti-Harassment and Bullying Policy sets out how complaints are raised, investigated, and resolved.

Inclusive Leadership Our management team is responsible for modelling inclusive behaviours, addressing inappropriate conduct promptly, and ensuring that all team members have equal access to opportunities, information, and support.

Reasonable Adjustments We will make reasonable adjustments for employees with disabilities or long-term health conditions, ensuring they are not placed at a substantial disadvantage compared to colleagues without such conditions.

Flexible Working We recognise that people have different needs outside of work — including caring responsibilities, health conditions, and personal commitments. We support flexible and hybrid working arrangements and consider requests fairly and consistently.

Psychological Safety We aim to create an environment where employees feel safe to speak up, share ideas, raise concerns, and be themselves without fear of judgment or retaliation.

5. Pay & Progression

DataOps IT Ltd is committed to equal pay for equal work. We do not pay men and women differently for performing work of equal value, and our pay structures are reviewed regularly to identify and address any unexplained disparities.

Career progression at DataOps IT is based on performance, capability, and potential — not on any personal characteristic. We are committed to ensuring that all employees have access to development opportunities, mentoring, and the support they need to progress.

6. Training & Awareness

All DataOps IT employees receive equality and diversity awareness training as part of their induction. Refresher training is provided on a regular basis and forms part of our ongoing people development programme.

Managers receive additional training on inclusive leadership, fair recruitment, reasonable adjustments, and how to handle complaints of discrimination or harassment appropriately and in confidence.

7.Procurement & Supply Chain

Our commitment to diversity and inclusion extends to the organisations we work with. We expect our suppliers, subcontractors, and partners to:

• Comply with the Equality Act 2010 and all other applicable equality legislation.
• Maintain policies and practices that are consistent with the principles set out in this statement.
• Not engage in conduct that we would consider unacceptable within our own organisation.

We include equality, diversity, and inclusion expectations in our supplier due diligence and procurement processes.

8. Technology & the Clients We Serve

As a data and cloud technology business, DataOps IT is also mindful of the role technology can play in perpetuating or mitigating inequality. When designing, building, or advising on data systems and AI-assisted tools for clients, we consider:

• Whether the data used in a system could introduce or amplify bias — particularly in systems that affect individuals' access to services or opportunities.
• Whether the outputs of automated or analytical systems are fair and equitable across different groups of people.
• Whether the systems we build are accessible to users with different needs and abilities.

This is addressed in detail in our Ethical Statement, which should be read alongside this document.

9. Reporting Concerns

Any employee, contractor, or third party who believes they have experienced or witnessed discrimination, harassment, or any other breach of this statement is encouraged to raise a concern. Concerns can be reported to:

• Their line manager
• A member of the senior leadership team
• Our confidential Speak Up channel
• All reports are treated seriously, handled in confidence, and investigated without bias. DataOps IT will not tolerate retaliation against any individual who raises a genuine concern in good faith.

Individuals who are not satisfied with the outcome of an internal process have the right to escalate their complaint to the Equality and Human Rights Commission (EHRC) or, in employment matters, to an Employment Tribunal.

10. Accountability & Review

Board Accountability This statement has been approved by the Board of Directors of DataOps IT Ltd. The senior leadership team holds direct accountability for ensuring it is implemented and upheld across the organisation.

Annual Review This statement is reviewed annually, and following any significant change in legislation, guidance, or our workforce. Updates are approved by the Board and communicated to all staff.

Continuous Improvement We recognise that diversity and inclusion is an ongoing commitment, not a one-time exercise. We will regularly review our practices, listen to our people, and take meaningful action to improve — not simply monitor.

Approval:

Name: Aru Kaya

Title: CEO & Director  

Company: DataOps IT Ltd  

Date of Approval: 31 March 2026