Atomate is committed to creating and maintaining a workplace where all individuals are treated with dignity and respect, and where equal opportunities are provided regardless of personal characteristics unrelated to job performance.

1. Legal Framework

This policy is grounded in the UK Equality Act 2010, which protects individuals from discrimination on the basis of nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. Atomate also complies with the non-discrimination provisions of the Moldova Labour Code and any other applicable employment law in the jurisdictions in which it operates.

2. Scope

This policy applies to all aspects of the employment relationship, including:

• Recruitment, selection, and induction;
• Terms and conditions of employment;
• Training, development, and promotion;
• Performance management and appraisal;
• Disciplinary and grievance procedures;
• Termination of employment.

It applies equally to employees, contractors, freelancers, and any other individuals engaged to work with or for Atomate.

3. Our Commitment

Atomate will not tolerate:

• Direct discrimination: treating someone less favourably because of a protected characteristic.
• Indirect discrimination: applying a provision, criterion, or practice that disadvantages people with a particular protected characteristic without objective justification.
• Harassment: unwanted conduct related to a protected characteristic that has the purpose or effect of violating a person's dignity or creating an intimidating, hostile, degrading, humiliating, or offensive environment.
• Victimisation: subjecting a person to a detriment because they have made, or are suspected of making, a complaint or allegation of discrimination.

4. Recruitment and Selection

All recruitment decisions are based solely on the skills, experience, and competencies required for the role. Job descriptions and advertisements are written to focus on genuine requirements. We actively seek diverse candidate pools and, where possible, use structured processes to reduce unconscious bias in selection.

5. Training and Development

Atomate actively invests in the professional development of all team members, providing access to training, certifications, and career progression opportunities on a fair and consistent basis. Access to development opportunities is not restricted on the basis of any protected characteristic.

6. Reporting and Complaints

Any employee, contractor, or other individual who believes they have experienced or witnessed discrimination, harassment, or victimisation should raise the matter with the company Administrator as promptly as possible. All complaints will be investigated promptly, fairly, and in confidence. Atomate will not tolerate retaliation against anyone who raises a concern in good faith.

7. Responsibility

Overall responsibility for this policy rests with the Administrator of Atomate Limited. All managers and team leads are responsible for ensuring that the principles of this policy are applied consistently within their areas of responsibility. Every individual working with or for Atomate shares responsibility for maintaining a respectful and inclusive working environment.

8. Review

This policy will be reviewed at minimum every two years, or sooner following any relevant incident or change in applicable law.

Contact

Questions about this policy may be directed to info@atomate.net.