Our commitment
We choose people for what they know and how they work, and we build services for everyone who has to use them. Rothian is committed to equality of opportunity and to an inclusive working environment, and we oppose discrimination in all its forms.
This policy applies to directors, employees, job applicants, associates, subcontractors and anyone working on our behalf, and covers recruitment, engagement, pay, development, and how we treat each other, our clients and their users.
Equality
We do not discriminate on the grounds of the protected characteristics in the Equality Act 2010 — age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation — or on the grounds of social background, caring responsibilities or trade union membership. We apply the same principles wherever in the world we work.
In practice
Hiring and engaging associates. Roles and engagements are matched on skills, experience and evidence of outcomes. We write job descriptions in plain language, avoid unnecessary requirements, and assess candidates against consistent criteria. Where AI tools support shortlisting, a person makes every decision, and we check the tools for bias.
Flexible, remote-first work. Working remotely and flexibly is our default, which widens who can work with us, including people with caring responsibilities and disabilities.
Reasonable adjustments. We make reasonable adjustments for disabled candidates, employees and associates, and we ask everyone what they need rather than assuming.
Pay and rates. We set pay and associate rates by role and expertise, and review them for unjustified differences.
Behaviour. Harassment, bullying and victimisation are not tolerated, in person or online, from anyone — including clients. Concerns can be raised with any director or through our whistleblowing policy, and will be dealt with promptly and confidentially.
Inclusive design. We carry out research with a representative range of users, including disabled people and those needing assisted digital support, and build to WCAG 2.2 AA as standard.
Responsibilities
Directors are accountable for this policy and lead by example. Everyone who works with us is responsible for treating others fairly and for challenging behaviour that falls short.
Monitoring and review
Where people choose to share it, we use anonymised diversity information to check that our hiring and associate matching is fair. We review this policy at least annually.