Paytia is a small team. There's no sprawling HR function or management hierarchy to hide behind — how we treat each other is visible every day. That's actually why this matters more to us, not less.
We're committed to equality and inclusion in everything we do: how we recruit, how we support people's development, how we handle disagreements, and how we engage with clients and partners. Under the Equality Act 2010, we have legal obligations in relation to the nine protected characteristics — age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. We take those obligations seriously. We'd be committed to this even if the law didn't require it.
The Equality Act is the UK framing, but the commitment is the same everywhere we operate. In the US, our obligations are covered by Title VII of the Civil Rights Act (race, colour, religion, sex, national origin), the Americans with Disabilities Act (ADA), the Age Discrimination in Employment Act (ADEA), Title IXwhere it applies, and the various state-level protections that go further — California's FEHA, New York State and City Human Rights Laws, and equivalents elsewhere. In the EU, we meet the Employment Equality and Racial Equality Directives. Wherever you're working with us, you should expect the same standard of treatment.
We recruit and promote on merit. Decisions about pay, development opportunities, and employment terms are based on what people do, not who they are.
We don't tolerate discrimination, harassment, or bullying — whether it comes from a colleague, a client, or anyone else we work with. That applies across every protected characteristic under the Equality Act, and in every context: hiring, day-to-day work, performance conversations, handling grievances, and managing exits.
We want Paytia to be a place where people feel comfortable being themselves, raising concerns, and asking for what they need. On a small team, that mostly comes down to people being decent to each other — but this policy exists so that if something does go wrong, everyone knows where they stand.
Everyone at Paytia — employees, contractors, and anyone acting on our behalf — is expected to treat colleagues, clients, and suppliers with dignity and respect. Leadership sets the tone.
If you witness or experience discrimination or harassment, we want to know about it. Don't assume someone else will raise it.
If you're a Paytia employee and something happens that makes you feel you've been treated unfairly, raise it with your manager first if that feels right — or go straight to the grievance procedure if it doesn't. Nobody will be penalised for raising a genuine concern.
If you have a concern about how this policy is being applied — whether you're a Paytia employee, a contractor, or someone we work with in another capacity — email support@paytia.com. We treat all concerns seriously and confidentially. Allegations made in good faith will not result in any disadvantage to the person raising them.
This policy is reviewed annually and updated as needed to reflect changes in the law or in how we work. It's approved by Paytia's Board of Directors.
Questions about this policy? Email support@paytia.com.