Policy Statement

Magnia believe in fostering a work environment that celebrates diversity, promotes equality, and treats everyone respectfully. We are committed to building an inclusive team where everyone feels valued and empowered to contribute their unique talents and perspectives. This commitment extends to our clients, partners, and the communities in which we work.

Magnia prohibits unlawful discrimination based on the UK Equality Act 2010 protected characteristics, and we strive to create a culture of fairness and respect in everything we do.

For example, we actively promote diversity in our hiring practices and ensure our training programs are inclusive. We are committed to providing all team members equal opportunities for career development and advancement.

This policy’s purpose is to:

  1. Promote equality, fairness, and respect for all individuals involved in our workforce, as well as our clients, partners, suppliers and collaborators.
  2. Not unlawfully discriminate based on the UK Equality Act 2010 protected characteristics of:
    • 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
  3. Oppose and avoid all forms of unlawful discrimination. This includes:
    • Pay and benefits
    • Terms and conditions of employment
    • Dealing with grievances and discipline
    • Dismissal
    • Redundancy
    • Requests for flexible working
    • Selection for employment, promotion, training or other developmental opportunities

Magnia commits to:

  1. Encourage equality, diversity and inclusion within our operations.
  2. Create a working environment free of bullying, harassment, victimisation, and unlawful discrimination, promoting dignity and respect for all, where individual differences and the contributions of all staff are recognised and valued.
    • Make training, development, and progress opportunities available to all staff and partners.
    • All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public, resulting in either disciplinary action, loss of employment rights and legal consequences.
    • Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and others during the organisation’s work activities.
    • Sexual harassment within our organisation may constitute violations of both employment rights and criminal law. This includes instances that may lead to allegations of sexual assault. Furthermore, under the U.K. Protection from Harassment Act 1997, harassment is regarded as a criminal offence, irrespective of whether it is related to a protected characteristic or not.
  3. Make decisions concerning staff based on merit (apart from any necessary and limited exemptions and exceptions allowed under the Equality Act).
  4. Review employment practices and procedures when necessary to ensure fairness, and update them and the policy to take account of changes in the law.
  5. Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity, and inclusion, and in meeting the aims and commitments set out in the equality and inclusion policy.


Magnia management is responsible for fostering a culture of inclusion, creating a diverse workforce, providing ongoing equality and diversity training, and ensuring fair and respectful treatment for all staff and partners.

Staff and partners

All staff and partners are responsible for upholding Magnia’s commitment to equality and inclusion by treating colleagues, clients, and partners with dignity and respect, and reporting any concerns about potential discrimination or harassment.

This policy was last updated on the 10th May 2024