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Behavioural Science & Evidence Based Consulting

Equal Opportunities and Fair Treatment

We are an equal opportunities employer which means that we are committed to providing equality of opportunity in employment and assessment of ability and personality to all persons. When recruiting new employees or affording our current employees with opportunities for promotion, or when conducting ability and personality testing sessions we will follow the good practice recommendations of the codes of practice and other guidance issued by the Equality Commission: Not discriminate unlawfully against any person and Assess, recommend and select the best person for the job in terms of qualifications and abilities.

The Inner Vyou Ltd. embraces diversity and aims to promote the benefits of diversity in all of our business activities. We seek to develop a business culture that reflects that belief.

The Inner Vyou Ltd. is committed to diversity and will promote diversity for all employees, workers and applicants. We will continuously review all aspects of recruitment and personality and ability testing sessions to avoid unlawful discrimination.

The Inner Vyou Ltd. will treat everyone equally and will not discriminate on the grounds of an individual’s “protected characteristic” under the Equality Act 2010 (the Act) and GDPR, which are age, disability, gender, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. We will not discriminate on the grounds of an individual’s membership or non-membership of a Trade Union. All staff has an obligation to respect and fully comply with this policy.

The Inner Vyou Ltd. is committed to providing training for its entire staff in equal opportunities and diversity. The Inner Vyou Ltd. will avoid stipulating unnecessary requirements, which will exclude a higher proportion of a particular group of people and will not prescribe discriminatory requirements when conducting personality and ability assessments.

The Inner Vyou Ltd. will not discriminate unlawfully. We will ensure that each candidate is assessed in accordance with the candidate’s merits, qualifications and ability to perform the relevant duties for the role.

Testing of personality and ability are methods of assessing applicants that we may use frequently. We will only use tests from reputable providers and which are proven to be capable of providing reliable assessments of the applicants’ abilities to perform the duties of the job.

The tests will be used to assess the applicants against only the essential and/or desirable criteria set out in the person specification for the job in question. In line with other commitments made previously in this procedure, appropriate reasonable adjustments to the testing procedures will be made for those disabled applicants who may need them.

The test records will be added to and kept confidential and in a secure place password protected.


I. All of our procedures must be applied fairly and consistently to all applicants.

II. All applicants should be treated fairly during the testing sessions.

III. The applicants will be asked questions and each should be given a fair opportunity to answer them.

IV. Assistance must be given, where needed, to applicants who are disabled.

The general rule of good practice is that our procedures and practices must be applied fairly and consistently to all applicants. It is especially important that our staff to be aware that they may be required to make reasonable adjustments to some or all of those procedures and practices if that is needed to remove any disadvantages, which they cause for any disabled applicants. This is a legal duty and failure to comply with it is unlawful disability discrimination. The adjustments need only be made for the disabled persons who require them and it may result in those disabled persons being treated more favourably than other persons; if so, that is lawful and permissible.



Discrimination occurs when a person is treated unfavourably as a result of their disability.

Indirect discrimination occurs where a provision, criterion or practice is applied by or on behalf of an employer or client, or any physical feature of The Inner Vyou Ltd.’s premises places a disabled person at a substantial disadvantage in comparison with persons who are not disabled.

In personality and ability assessments there may be a requirement to make reasonable adjustments. For example, it might be necessary to have different application procedures for partially sighted or blind applicants that enable them to use Braille. With testing and assessment methods and procedures, tests can only be justified if they are directly related to the skills and competencies required for the job. Even then, it might be appropriate to have different levels of acceptable test results, depending on the disability. For example, an applicant with a learning disability might need more time to complete a test, or not be expected to reach the same standard as other non-disabled applicants.

Reasonable adjustments could include:

• a. modifying testing and assessment procedures; 

• b. meeting the candidate at alternative premises which are more easily accessible; 

• c. having flexibility in the timing of interviews; 

• d. modifying application procedures and application forms; 

• e. providing a reader or interpreter. 

Wherever possible The Inner Vyou Ltd will make reasonable adjustments to hallways, passages and doors in order to provide and improve means of access for disabled applicants, employees and workers. However, this may not always be feasible, due to circumstances creating such difficulties as to render such adjustments as being beyond what is reasonable in all the circumstances.

The Inner Vyou Ltd will not discriminate against a disabled person:

• in the all arrangements referring to the services provided.

• in the terms on which employment or engagement of temporary workers is offered; or

• by refusing to offer, or deliberately not offering the disabled person a job for reasons connected with their disability; or

• in the opportunities afforded to the person for receiving any benefit, or by refusing to afford, or deliberately not affording him or her any such opportunity; or

• by subjecting the individual to any other detriment (detriment will include refusal of training or transfer, demotion, reduction of wage, or harassment).

The Inner Vyou Ltd will make career opportunities available to all people with disabilities and every practical effort will be made to provide for the needs of staff, candidates, subcontractors, and clients.  



Under the Act unlawful discrimination occurs in the following circumstances:

Direct discrimination – occurs when an individual is treated less favourably because of a protected characteristic. Treating someone less favourably means treating them badly in comparison to others that do not have that protected characteristic.

It is unlawful for The Inner Vyou Ltd. to discriminate against a person on the grounds of a protected characteristic:

• a. in the terms on which The Inner Vyou Ltd offers to provide any of its services;

• b. by refusing or deliberately omitting to provide any of its services;

• c. in the way, it provides any of its services.

Direct discrimination can take place even if the individual does not have the protected characteristic but is treated less favourably because it is assumed he or she has the protected characteristic or is associated with someone that has the protected characteristic.

Direct discrimination would also occur if The Inner Vyou Ltd accepted and acted upon instructions from an employer or client, which states that certain persons are unacceptable due to a protected characteristic unless an exception applies. The Act contains provisions that permit specifying a requirement that an individual must have a particular protected characteristic in order to undertake a job or move further in the recruitment and selection process. These provisions are referred to as occupational requirements.

Where there is an occupational requirement then the client must show that applying the requirement is a proportionate means of achieving a legitimate aim, i.e. the employer or client must be able to objectively justify applying the requirement. An occupational requirement does not allow an employer or client to employ someone on less favourable terms or to subject a person to any other detriment. Neither does an occupational requirement provide an excuse against harassment or victimisation of someone who does not have the occupational requirement.

Indirect discrimination – occurs when a provision, criterion or practice (PCP) is applied but this results in people who share a protected characteristic being placed at a disadvantage in comparison to those who do not have the protected characteristic. If the PCP can be objectively justified it will not amount to discrimination. 

Indirect discrimination would also occur if The Inner Vyou Ltd accepted and acted upon an indirectly discriminatory instruction from a client or employer.

The Inner Vyou Ltd will use best endeavours to comply with the Act and will not accept instructions from clients that will result in unlawful discrimination.


Under the Act, harassment is defined as unwanted conduct that relates to a protected characteristic, which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual. This includes unwanted conduct of a sexual nature.

The Inner Vyou Ltd is committed to providing a work environment free from unlawful harassment and will ensure that staff will not harass any individual.

Examples of prohibited harassment are:

1. verbal or written conduct containing derogatory jokes or comments;

2. slurs or unwanted sexual advances;

3. visual conduct such as derogatory or sexually orientated posters;

4. photographs, cartoons, drawings or gestures which some may find offensive;

5. physical conduct such as assault, unwanted touching, or any interference because of sex, race or any other protected characteristic basis;

6. threats and demands to submit to sexual requests as a condition of continued employment or to avoid some other loss, and offers of employment benefits in return for sexual favours;

7. retaliation for having reported or threatened to report harassment.

If an individual believes that they have been unlawfully harassed, they should make an immediate report to the CEO followed by a written complaint as soon as possible after the incident. The details of the complaint should include: 

• Details of the incident

• Name(s) of the individual(s) involved

• Name(s) of any witness(es)

The Inner Vyou Ltd will undertake a thorough investigation of the allegations. If it is concluded that harassment has occurred, remedial action will be taken.

All employees, contractors, subcontractors, and workers will be expected to comply with The Inner Vyou Ltd’s policy on harassment in the workplace. Any breach of such a policy will lead to the appropriate disciplinary action.

Any individual who The Inner Vyou Ltd finds to be responsible for harassment will be subject to the disciplinary procedure and the sanction may include termination.


Under the Act, victimisation occurs when an individual is treated unfavourably because he/she has done a ‘protected act’ which is bringing a claim for unlawful discrimination or raising a grievance about discrimination or giving evidence in respect of a complaint about discrimination.

The Inner Vyou Ltd will ensure that our staff do not victimise any individual.


Under the Act, it is unlawful to directly or indirectly discriminate against or to harass or victimise a person because of age.  Age discrimination does not just provide protection for people who are older or younger. People of all ages are protected.

A reference to age is a reference to a person’s age group. People who share the protected characteristic of age are people who are in the same age group. Age group can have various references: Under 21s, People in their 40s, Adults. 

The Inner Vyou Ltd will not discriminate directly or indirectly, harass or victimise any person on the grounds of their age. We will encourage clients not to include any age criteria in job specifications and every attempt will be made to encourage clients to recruit on the basis of competence and skills and not age.

The Inner Vyou Ltd is committed to assessing, recruiting and retaining employees whose skills, experience, and attitude are suitable for the requirements of the various positions regardless of age. No age requirements will be stated in any job advertisements on behalf of the company.

If The Inner Vyou Ltd requests age as part of its personality and ability assessments or as part of the recruitment process, such information will not be used as selection, training or promotion criteria or in any detrimental way. It is only for compilation of personal data, which the company holds on all applicants, employees and workers and will be administered properly in accordance with GDPR regulation and data privacy and protection. For more information, please consult our Data Protection and Privacy policy.


The Inner Vyou Ltd has in place procedures for monitoring compliance with this policy, GDPR regulations and for dealing with complaints of discrimination. These are available from the Director (Mr Cosmin-Gabriel Sofron) and will be made available immediately upon request. Any discrimination complaint will be investigated fully.

Contacting The Inner Vyou Ltd

If you have any questions about our Privacy Notice, please do not hesitate to contact us:


Cosmin-Gabriel Sofron

The Inner Vyou Ltd, 71-75 Shelton Street, Covent Garden, 

London, WC2H 9JQ, United Kingdom

You may also email us at hello@the-innerview.com

This Privacy Notice is provided on behalf of The Inner Vyou Ltd with a registered office in 71-75 Shelton Street, Covent Garden, London, WC2H 9JQ, United Kingdom, Registered number 11907583.