1. Purpose
This policy sets out Hybrid Core BV's commitment to building a diverse, equitable, and inclusive workplace where every individual is valued, respected, and able to contribute fully. It reflects the company's belief that diversity of experience, perspective, and background strengthens our work and our organisation.
2. Scope
This policy applies to all aspects of employment at Hybrid Core BV, including recruitment and selection, terms and conditions of employment, training and development, promotion and career progression, and the day-to-day working environment. It applies to all employees, directors, contractors, and any other individuals engaged by the company.
3. Policy statement
Hybrid Core BV is committed to equal opportunities and to creating a workplace that is genuinely inclusive. We do not discriminate on the basis of gender, gender identity, sexual orientation, race, ethnicity, nationality, disability, age, religion or belief, family status, pregnancy or maternity, or any other protected characteristic. We take active steps to identify and remove barriers to inclusion.
4. Principles
4.1 Equal opportunity
All employment decisions at Hybrid Core BV are based on merit, competence, and organisational need. Selection criteria are objective and relevant to the role. The same standards apply to all candidates and employees, regardless of personal characteristics.
4.2 Equity
We recognise that achieving fair outcomes may require different approaches for different individuals. We are committed to identifying and addressing systemic disadvantages and providing adjustments and support where needed to enable full participation.
4.3 Inclusion
Inclusion means creating an environment where everyone feels welcome, respected, and able to participate fully. We actively seek and value diverse perspectives and are alert to behaviours that can make people feel excluded, even when not intended.
4.4 Gender equality
Hybrid Core BV is committed to gender equality across its workforce. We work to ensure balanced representation at all levels of the organisation, pay equity between men and women in comparable roles, and a working environment free from gender-based barriers or stereotypes.
4.5 Inclusive recruitment
We actively seek to attract candidates from a broad range of backgrounds. Job advertisements, role descriptions, and selection processes are designed to be accessible and free from unnecessary barriers. Unconscious bias training is provided to all staff involved in hiring decisions.
4.6 Reasonable adjustments
Hybrid Core BV will make reasonable adjustments to working arrangements, physical environments, or equipment to enable employees with disabilities or health conditions to carry out their roles effectively.
4.7 Inclusive culture
Every employee has a responsibility to contribute to an inclusive culture. Behaviour that undermines dignity, creates a hostile environment, or excludes individuals on the basis of personal characteristics is not acceptable and will be addressed through the company's disciplinary process.
5. Responsibilities
5.1 Management
Management is responsible for modelling inclusive behaviour, implementing fair and consistent employment practices, ensuring that team environments are inclusive and respectful, and addressing any concerns about discrimination or exclusion promptly.
5.2 Employees
All employees are expected to treat colleagues, clients, and partners with respect, to challenge discriminatory behaviour when they encounter it, and to support the company's inclusion objectives.
6. Reporting and compliance
Any employee who experiences or witnesses discrimination, harassment, or exclusionary behaviour should report it to their line manager, a member of the management team, or via the Whistleblowing Policy. All reports will be taken seriously and investigated appropriately. No employee will be penalised for raising a concern in good faith.
7. Monitoring and review
Hybrid Core BV monitors workforce diversity data and uses this information to identify trends, measure progress, and inform DEI priorities. This policy will be reviewed every two years and updated to reflect legislative changes, company developments, and evolving best practice.
8. Communication and awareness
This policy is shared with all employees at induction and published on the company's internal systems. DEI awareness is incorporated into training activities. The company's DEI commitments are communicated externally as part of its responsible employer position.
9. Review cycle
This policy is reviewed every two years by the Hybrid Core Management Team or sooner following significant legal changes or organisational developments.
10. Version control
Version: 1.0
Owner: Hybrid Core Management Team
Approved by: Hybrid Core Management
Effective Date: 01.06.2026
Review Period: Every 2 Years