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Atmosfuture Equality, Diversity, and Inclusion Policy

Atmosfuture, Inc. is committed to promoting equality, diversity, and inclusion among our workforce and eliminating unlawful discrimination. We aim for our workforce to represent all sections of society and our customers, ensuring that each employee feels respected and empowered to give their best. The organization is also committed to preventing unlawful discrimination in the provision of goods, services, and facilities to customers or the public.

OUR COMMITMENTS
The company commits to:

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  1. Encourage equality, diversity, and inclusion in the workplace as they represent good practice and make sound business sense.
     

  2. Create a workplace free from bullying, harassment, victimization, and unlawful discrimination that promotes dignity and respect, recognizing and valuing individual differences and contributions.

    This commitment includes training managers and employees about their rights and responsibilities under the policy. Employees must conduct themselves in ways that uphold equal opportunities in employment and prevent bullying, harassment, victimization, and unlawful discrimination.

    Employees should understand they, along with their employer, may be held liable for acts of bullying, harassment, victimization, or unlawful discrimination against fellow employees, customers, suppliers, or the public during their employment.
     

  3. Take seriously complaints of bullying, harassment, victimization, and unlawful discrimination made by employees, customers, suppliers, or the public in connection with the organization’s activities.

    Such acts will be addressed as misconduct under grievance or disciplinary procedures, with appropriate actions taken. Serious complaints could constitute gross misconduct and lead to dismissal without notice.
    Sexual harassment may also constitute a legal matter under federal or state law and may lead to criminal consequences in cases such as sexual assault.
     

  4. Provide equal opportunities for training, development, and career progression to all staff, helping them develop their full potential to maximize the organization’s efficiency.
     

  5. Base decisions concerning staff on merit (except in rare cases where exemptions are permitted under applicable laws such as Title VII of the Civil Rights Act or the Americans with Disabilities Act).
     

  6. Review employment practices and policies regularly to ensure fairness and compliance with updates to federal, state, or local laws.
     

  7. Monitor workforce composition regarding demographics such as age, sex, ethnicity, sexual orientation, religion, and disability, fostering equality and diversity and meeting the commitments outlined in this policy.
     

  8. Monitoring efforts will include assessing the policy’s effectiveness and supporting action plans annually, making necessary updates and taking corrective actions where needed.
     

AGREEMENT TO FOLLOW THIS POLICY

  1. This policy is fully supported by senior management and has been communicated to all employees. Employees should refer to the employee handbook or contact Human Resources for additional details.

OUR POLICY’S PURPOSE

This policy’s purpose is to:

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

Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:

  • age

  • disability

  • gender reassignment

  • marriage and civil partnership

  • pregnancy and maternity

  • race (including color, nationality, and ethnic or national origin)

  • religion or belief

  • sex

  • sexual orientation
     

Oppose and avoid all forms of unlawful discrimination. This includes in:

  • pay and benefits

  • terms and conditions of employment

  • dealing with grievances and discipline

  • dismissal

  • redundancy

  • leave for parents

  • requests for flexible working

  • selection for employment, promotion, training or other developmental opportunities

OUR DISCIPLINARY AND GRIEVANCE PROCEDURES

Details of the grievance and disciplinary policies and procedures are outlined in the employee handbook, or employees may request a copy from Human Resources. This includes the appropriate person to whom grievances should be reported, typically the employee’s manager.

Utilizing the organization’s grievance or disciplinary procedures does not preclude an employee from filing a claim with the Equal Employment Opportunity Commission (EEOC) or pursuing legal action within the timeframes allowed by law.

Policy Date: November 27, 2024

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