> For the complete documentation index, see [llms.txt](https://policies.aic.io/llms.txt). Markdown versions of documentation pages are available by appending `.md` to page URLs; this page is available as [Markdown](https://policies.aic.io/diversity-equity-and-inclusivity.md). # Diversity, Equity and Inclusivity ### Purpose AIC is committed to maintaining a professional, respectful and inclusive working environment. We do not overcomplicate this principle: people should be treated fairly, respectfully and without abuse, harassment, discrimination or exclusion. AIC has zero tolerance for abuse or discrimination. This applies to employees, contractors, subcontractors, suppliers, customers, partners and anyone representing or working with the company. ### Our Position AIC believes that strong teams are built on trust, professionalism, fairness and respect. We expect everyone involved in our work to behave in a way that supports a safe and inclusive environment. This means people should be able to contribute, challenge, learn, deliver and progress without being subject to discrimination, bullying, harassment, intimidation or unfair treatment. Diversity, equity and inclusivity are not treated as box-ticking exercises. They are part of how we build effective teams, manage risk, deliver responsibly and maintain professional standards. ### Zero Tolerance Standard AIC operates a zero-tolerance position on: * discrimination * harassment * bullying * victimisation * intimidation * abusive behaviour * sexual harassment * racism * sexism * homophobia * transphobia * religious discrimination * disability discrimination * age discrimination * unfair exclusion * retaliation against someone who raises a concern This applies whether behaviour occurs in person, online, through messaging platforms, during meetings, on customer sites, at company events, or through third-party channels. ### Expected Behaviour Everyone working with or on behalf of AIC is expected to: * treat others with dignity and respect * communicate professionally * challenge ideas without attacking people * listen to different perspectives * avoid language or behaviour that could reasonably cause offence, humiliation or exclusion * respect personal boundaries * support fair access to opportunities * raise concerns when standards are not being met * cooperate with any investigation or review * act in line with AIC policies, customer requirements and applicable law ### Unacceptable Behaviour The following behaviour is unacceptable: * abusive, aggressive or threatening conduct * discriminatory comments, jokes, gestures or materials * harassment or unwanted conduct * repeated disrespectful or undermining behaviour * deliberate exclusion from meetings, communications or opportunities * misuse of seniority, influence or position * retaliation against someone who raises a concern * spreading malicious rumours * inappropriate comments about protected characteristics * creating a hostile, degrading, humiliating or offensive environment Unacceptable behaviour does not need to be repeated to be serious. A single incident may be enough to trigger formal action. ### Protected Characteristics AIC does not tolerate discrimination connected to any protected characteristic, including: * age * disability * gender reassignment * marriage and civil partnership * pregnancy and maternity * race * religion or belief * sex * sexual orientation AIC also expects fair and respectful treatment regardless of background, caring responsibilities, working pattern, socioeconomic background, neurodiversity, nationality, accent, education route, veteran status or any other personal circumstance that is irrelevant to someone’s ability to contribute. ### Equity in Practice Equity means recognising that people may need different support to participate and perform effectively. AIC will seek to remove unnecessary barriers from its working practices, recruitment, onboarding, delivery processes and supplier engagement. This may include: * making reasonable adjustments * providing accessible communication formats where practical * supporting flexible working where compatible with delivery needs * ensuring meetings are run professionally and inclusively * using fair and relevant selection criteria * giving people clear expectations and feedback * ensuring opportunities are based on merit, capability and business need ### Recruitment and Opportunity AIC aims to make recruitment, selection and progression decisions based on capability, experience, potential, conduct and role requirements. We do not support unfair preference, tokenism or exclusion. The standard is straightforward: people should be assessed fairly against the work required. Recruitment and opportunity decisions should be: * objective * evidence-based * relevant to the role * free from unlawful discrimination * documented where appropriate * consistent with customer, legal and security requirements ### Supplier and Subcontractor Expectations Suppliers and subcontractors working with AIC are expected to meet the same behavioural standards. AIC may take action where a supplier, subcontractor or representative behaves in a way that conflicts with this policy. This may include: * requesting immediate remediation * removing an individual from an engagement * suspending access * escalating to supplier leadership * terminating the engagement where appropriate * reporting serious matters to relevant authorities where required ### Raising a Concern Anyone who experiences or witnesses behaviour that may breach this policy should raise it promptly. Concerns may be raised with: * a line manager * the delivery lead * the account lead * the commercial lead * a company director * another appropriate senior representative Concerns should be handled seriously, fairly and confidentially as far as reasonably possible. ### How AIC Responds Where a concern is raised, AIC will consider the circumstances and take appropriate action. This may include: * informal resolution where suitable * management intervention * fact-finding * formal investigation * customer or supplier escalation * access suspension * disciplinary action * contract action * referral to external authorities where required The response will depend on the seriousness of the issue, the evidence available, the people involved and any legal, contractual, customer or safeguarding obligations. ### No Retaliation AIC does not tolerate retaliation against anyone who raises a concern in good faith or supports someone else in doing so. Retaliation may include: * exclusion * intimidation * threats * reduced opportunity * unfair criticism * contract disadvantage * dismissal or removal from work * hostile treatment Any retaliation will be treated as a serious matter. ### Leadership Responsibilities AIC leaders, managers and delivery leads are expected to set the standard. They must: * model respectful behaviour * act quickly when concerns are raised * avoid dismissing or minimising concerns * maintain professional team environments * ensure suppliers understand expectations * support fair and inclusive decision-making * document serious issues appropriately * escalate where needed ### Individual Responsibilities Everyone working with AIC is responsible for their own conduct. Individuals must not rely on intent as an excuse for harmful behaviour. Impact matters. If behaviour causes harm, offence or exclusion, it must be addressed. Everyone is expected to take feedback seriously and correct behaviour where required. ### Practical Standard AIC’s practical standard is simple: * Be professional. * Be fair. * Be respectful. * Do not abuse, harass, discriminate against or exclude people. * Raise issues early. * Deal with concerns properly. * Protect the working environment. ### Policy Statement AIC is committed to diversity, equity and inclusivity across its work, teams, suppliers and customer engagements. We will not tolerate abuse, harassment, bullying, discrimination, victimisation or retaliation. Where unacceptable behaviour occurs, AIC will act. --- # Agent Instructions This documentation is published with GitBook. GitBook is the documentation platform designed so that both humans and AI agents can read, navigate, and reason over technical content effectively. Learn more at gitbook.com. ## Querying This Documentation If you need additional information that is not directly available in this page, you can query the documentation dynamically by asking a question. Perform an HTTP GET request on the current page URL with the `ask` query parameter: ``` GET https://policies.aic.io/diversity-equity-and-inclusivity.md?ask= ``` The question should be specific, self-contained, and written in natural language. The response will contain a direct answer to the question and relevant excerpts and sources from the documentation. Use this mechanism when the answer is not explicitly present in the current page, you need clarification or additional context, or you want to retrieve related documentation sections.