Our statement on equality and diversity.

This statement is made pursuant to The UK Equality Act 2010.

Interchange is a joint venture between Ardcairn Ltd (company registered in Scotland No. SC599934) and LDR21 LLC (company registered in the State of Pennsylvania, USA).

Equality Act

In line with our values, we are committed to being an organisation in which each person is valued and appreciated. We value diversity, including neurodiversity and diversity of background and viewpoints, and ensure equal opportunities for all people, regardless of any of the protected characteristics listed in the Equality Act 2010:

  • Age
  • Disability
  • Gender reassignment
  • Marriage and civil partnership
  • Pregnancy or maternity
  • Race
  • Religion or belief
  • Sex
  • Sexual orientation

Having a VOICE

We seek to create a psychologically safe workplace for all by empowering conditions that support individuals having a VOICE:

  • Valued – I feel valued and know that my contribution is recognised and appreciated.
  • Ownership – I feel ownership of what I am working towards and, as far as possible, am enabled to work and communicate in ways that work best for me.
  • Included – I am able to connect meaningfully with others and am included in decision-making that will impact me specifically.
  • Clear – I am clear about what is expected of me and where to find the resources I need.
  • Explorative – I am given appropriate space to explore, fail, iterate and co-create ideas that contribute to the benefit of the whole.

Skills visibility

We understand that childhood disadvantage can result in restricted opportunities, as well as a lack of formal awareness and recognition of skills. To help address this, we have contributed to global skills-based initiatives that aimed to expand and improve pathways to learning and skills recognition, and it is an area we are constantly looking to improve.
 

Our ambition

Our ambition is to:

  • Ensure we fully understand equality and diversity, current local issues and our responsibility with regard to equality requirements.
  • Empower all staff to respect differing viewpoints, balance sometimes differing needs and values, hold honest conversations and to identify reasonable adjustments in their own work areas.
  • Promote cultural and behavioural actions that embed balance, equality and diversity within day-to-day business.
  • Continually collect feedback from staff on matters relating to equality, diversity and effective skills-based hiring
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