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Equality, Diversity and Inclusion Policy

Our objective is to maintain a culture of mutual respect and consideration, ensuring that everyone is treated equally.

General Commitment

iLECSYS Group Limited, iLECSYS Limited, iLECSYS Rail Limited, Relaxa Mobility Limited and their associated companies (individually and together the "iLECSYS Group") are committed to promoting equality and diversity by providing training, raising awareness and creating an inclusive work environment.

The key objective of the iLECSYS Group is to maintain a culture of mutual respect and consideration, ensuring that everyone is treated equally and with the same attention, courtesy and respect regardless of their disability, age, gender, marital status, race, racial group, colour, ethnic or national origin, nationality, religion or belief, age or sexual orientation.

This commitment applies to iLECSYS Group's commercial, professional and other dealings with all employees, officers, suppliers, agents, distributors and other parties.

This policy covers all employees, officers, contractors, temporary workers and prospective employees. This policy applies to all aspects of employment, from recruitment and selection through to termination of employment.


Regulation and legislation

In managing and maintaining its commitment to its diversity and inclusion policy, The iLECSYS Group ensures compliance with all current and any future anti-discrimination legislation and associated codes of practice including, but not limited to the Equality Act 2010 and iLECSYS Group's own policies.


Equality, diversity and inclusion

The iLECSYS Group does not tolerate discrimination on any grounds. The following are examples of discrimination:

  • direct discrimination, where a person is treated less favourably on the grounds of:
    (a) race or racial group (including colour, nationality and ethnic or national origins)
    (b) sex (including marital or civil partnership status, gender reassignment, pregnancy, maternity and paternity)
    (c) sexual orientation
    (d) religion or belief
    (e) age
    (f) disability
    (the "Protected Characteristics")
  • indirect discrimination, where an apparently neutral provision, criterion or practice would have put a substantially higher proportion of the members of one sex, or persons having a racial or ethnic origin, or a particular disability or a particular sexual orientation, or age group at a particular disadvantage compared with other persons unless that provision, criterion or practice is objectively justified by a legitimate aim and the means of achieving that aim are appropriate and necessary.
  • victimisation, where someone is treated less favourably than others because he/she/they has taken action against the firm under relevant legislation.
  • harassment, when unwanted conduct related to any of the protected characteristics referred to above takes place with the purpose or effect of violating the dignity of a person and of creating an intimidating, hostile, degrading, humiliating or offensive environment. Harassment may involve physical acts or verbal and non-verbal communications and gestures. This will include physical, verbal and non-verbal acts.

Employment and Training


The iLECSYS Group will treat all employees equally and create a working environment which promotes inclusion and respects the diverse backgrounds and beliefs of all its employees and officers, and which is free from discrimination and harassment. This will include arrangements for recruitment and selection, terms and conditions of employment, access to training opportunities, access to promotion and transfers, grievance and disciplinary processes, demotions, selection for redundancies, dress code, references, bonus schemes, work allocation and any other employment related activities.

Terms and conditions of service will comply with all diversity and equality legislation. The provision of benefits such as working hours, maternity, paternity and other leave arrangements, performance appraisal systems, dress code, bonus schemes and any other conditions of employment will not discriminate against any employee on the grounds of any of the protected characteristics.

The iLECSYS Group actively endeavours to provide appropriate facilities and conditions of service which take into account  the specific needs of employees and officers which arise from their ethnic or cultural background; gender; responsibilities as carers; disability; religion or belief; age, or sexual orientation.

Promotion and career development

Promotion within the iLECSYS Group will be based solely on merit and made in accordance with the principles of equality and diversity.

The selection criteria and processes for recruitment and promotion will be kept under review to ensure that there is no discriminatory impact on any particular group.

Whilst positive action measures may be taken in accordance with the relevant equality and diversity legislation to encourage under-represented groups to apply for promotion opportunities, recruitment or promotion to all jobs will be based solely on merit.

All employees and officers will have equal access to training and other career development opportunities appropriate to their experience and abilities. However, the iLECSYS Group will take positive action measures where appropriate (as permitted by the equality and diversity legislation) to provide special training and support for groups which are under-represented in the workforce and encourage them to take up training and career development opportunities.

Recruitment and selection

The iLECSYS Group recognises the benefits of having a diverse workforce and actively encourages a workplace where everyone is valued for the skills and contribution.

The iLECSYS Group therefore takes steps to ensure that:

  • it endeavours to recruit from the widest pool of qualified candidates.
  • employment opportunities are open and accessible to all on the basis of their individual qualities and personal merit.
  • where appropriate positive action measures are taken to attract applications from all sections of society and especially from those groups which are under-represented in the workforce.
  • selection criteria and processes do not discriminate unjustifiably on the grounds of the protected characteristics.
  • wherever appropriate and necessary, lawful exemptions (genuine occupational requirements) will be used to recruit suitable staff to meet the special needs of particular groups.
  • all recruitment agencies acting for the iLECSYS Group are aware of its requirement not to discriminate and to act accordingly.

The iLECSYS Group reviews and revises its recruitment policy and procedures on an annual basis to ensure it attracts and retains individuals from diverse backgrounds. All recruitment application forms have voluntary equality and diversity monitoring forms attached. Once completed and returned they are retained for monitoring and central analysis.


All lists of approved suppliers and databases of contractors, agents and other third parties who, or which, are regarded as suitable to be instructed by those within the iLECSYS Group have been compiled only on the basis of the ability of those persons or organisations to undertake work of a particular type and contain no discriminatory exclusion, restriction or preference.


The iLECSYS Group will take steps to meet the difficult needs of all its customers and will seek to provide services which meet the specific needs in particular of those customers who are vulnerable and/or require adjustments to be made arising from the customers' disability, ethnic or cultural background; gender; responsibilities as carers; religion or belief; age, sexual orientation or other relevant factors.

Equality and diversity training and awareness

All iLECSYS Group employees and officers are aware of the iLECSYS Group's Equality, Diversity and Inclusion policy.

All employees and officers are required to undertake Equality and Diversity Awareness Training and training on the iLECSYS Group's Anti-Harassment and Anti-Bullying Policy every two years,

All those who act on the iLECSYS Group's behalf will be informed of this Equality, Diversity and Inclusion policy and will be expected to pay due regard to it when conducting business on the iLECSYS Group's behalf.

In all its dealings, including those with suppliers, contractors and recruitment agencies, the iLECSYS Group will seek to promote the principles of equality and diversity.

The iLECSYS Group makes every effort to reflect its commitment to equality and diversity in its marketing and communication activities.

Reasonable adjustments

The iLECSYS Group will take such steps, and make such adjustments, as are reasonable in all the circumstances in order to prevent any of our employees, officers, partners or customers or others who are disabled from being placed at a substantial disadvantage in comparison with those who are not disabled.

If you are disabled or become disabled, we encourage you to tell use so that we can support you as appropriate and make reasonable adjustments as required for example to provide an adequate chair or changing hours to ease travel to and from work.

Reasonable adjustments also include re-deploying an employee to a different type of work where necessary.

Time off to observe religious festivals and flexible dress policies to accommodate religious or other beliefs will be accommodated where reasonable.

Flexible forms of working such as job sharing, part time working, flexible hours and home working will be considered on the basis of equality of opportunity and respect for diversity and in accordance with the procedures set out in our flexible working policy.

Implementing the Policy


Ultimate responsibility for ensuring the awareness of an compliance with this policy rests with directors of the iLECSYS Group. In addition, the iLECSYS Group has appointed the Helen Twomey, the HR Manager of iLECSYS Limited, as its Diversity Awareness Officer and she has overall responsibility for the operation and implementation of the policy.

All employees and officers of the iLECSYS Group are aware of and expected to pay due regard to the provisions of its Equality, Diversity and Inclusion policy and are responsible for ensuring compliance with it on a day to day basis when undertaking their jobs or representing the iLECSYS Group.

Acts of discrimination of harassment by employees or officers of the iLECSYS Group are not tolerated and will be taken very seriously and result in disciplinary action.

Failure to comply with this policy will be treated in a similar fashion. The policy applies to all who are employed in the firm and to all officers.

Acts of discrimination or harassment in respect of any of the Prohibited Characteristics by those acting on behalf of the firm will lead to appropriate action including termination of services where appropriate.

Complaints of discrimination

The iLECSYS Group will treat seriously and will investigate all complaints of discrimination or harassment in respect of any of the Prohibited Characteristics made by employees, officers, customers, suppliers and others.

All complaints will be investigated in accordance with the iLECSYS Group's policies and procedures (contained in the Company Handbook).

Monitoring of equality and diversity data

A key objective of the iLECSYS Group is to measure and monitor the diversity of the iLECSYS Group's workforce diversity and the following proactive steps are taken to achieve this:

  • the diversity data of all officers and employees is recorded and monitored within the HR system in relation to ethnicity, gender, disability and age. Disclosure of religion or belief and sexual orientation is optional.
  • diversity data is recorded and monitored of all applicants, short-listed applicants and successful applicants for jobs

The iLECSYS Group will maintain records of the details, number and outcome of complaints of discrimination made by employees, officers and other parties.

The iLECSYS Group will maintain records of any disciplinary action (if any) taken against employees or officers as a result of failure to comply with this policy.

If you have any queries or concerns relating to this policy please speak to Helen Twomey (Diversity Awareness Officer).

We review our policies regularly. This version of this policy was reviewed on 14 March 2023.

Helen Twomey
Diversity Awareness Officer
14 March 2023