Our Equal Opportunities Policy

IQ is committed to promoting a workforce that is free from all forms of unlawful or unfair discrimination. IQ values the diversity of all people in society.

Our Equal Opportunities Policy
  • This policy sets out our approach to equal opportunities and the avoidance of discrimination at work. The aim is to promote a workforce that is free from all forms of unlawful or unfair discrimination and values the diversity of all people in society. IQ&Co is also committed against unlawful discrimination of clients or the public.

  • The policy applies to full time and part time employees of IQ&Co on a permanent or fixed-term contract, and to associated persons such as secondees, agency staff contractors and others employed under a contract of service.

  • IQ&Co is committed to promoting equal opportunities in employment. You and any job applicants will receive equal treatment regardless of gender, age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief or political opinion, sex or sexual orientation (collectively known as ‘protected characteristics’).

  • You must not unlawfully discriminate against or harass other people including current and former employees, job applicants, clients, suppliers and visitors. This applies in the workplace, outside the workplace (when dealing with clients, suppliers or other work-related contacts), and on work-related trips or events including social events.


    The following forms of discrimination are prohibited under this policy and are unlawful:


    (a)          Direct discrimination: treating someone less favourably because of a protected characteristic.

    (b)          Indirect discrimination: a provision, criterion or practice that applies to everyone but adversely affects people with a protected characteristic more than others and is not justified.

    (c)           Harassment: this includes sexual harassment and other unwanted conduct related to a protected characteristic, which has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them.

    (d)          Victimisation: retaliation against someone who has complained or has supported someone else’s complaint about discrimination or harassment.

    (e)          Disability discrimination: this includes direct and indirect discrimination, any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.

  • If you are disabled or become disabled, we encourage you to tell us about your condition so that we can consider what reasonable adjustments or support may be appropriate.

  • Part-time and fixed-term employees will be treated the same as comparable full-time or permanent employees and enjoy no less favourable terms and conditions (on a pro-rata basis where appropriate), unless different treatment is justified.

  • We take a strict approach to breaches of this policy, which will be dealt with in accordance with our Disciplinary Procedure.  Serious cases of discrimination may amount to gross misconduct resulting in dismissal.


    If you believe that you have suffered discrimination you can raise the matter through our Grievance Procedure. Complaints will be treated in confidence and investigated as appropriate.


    You will not be victimised or retaliated against for complaining about discrimination. However, making a false allegation deliberately and in bad faith will be treated as misconduct and dealt with under our Disciplinary Procedure.

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