EDI Policy

IDEX Consulting – Equity, Diversity & Inclusion (EDI) Policy

Equity, Diversity and Inclusion Mission Statement:

At IDEX, we strive for an inclusion-first company culture where everyone is treated fairly and can bring their authentic selves to work.

We recognise and acknowledge that diverse representation at every level of our business requires continuous and measurable effort which is constantly evaluated.

We are committed to driving conscious inclusion across our business and creating equitable pathways

IDEX promotes EDI within our own business and for our clients in order to build more equitable, diverse and inclusive workforces with the sectors we work within.



Equity, Diversity and Inclusion is fundamental to IDEX. We believe to be a successful business, it is key to have a supportive culture where all employees, candidates and clients feel empowered and respected regardless of background.

We recognise that alongside the importance to our own business, it is a key focus for many of our clients and see ourselves playing a positive role in clients being able to achieve their own ambitions and targets to be a more equitable, diverse and inclusive business.

Ultimately, we understand that this creates better work environments, which leads to better outcomes and creates success.



For ourselves

IDEX is proud to be an equitable, inclusive and diverse business in its own right. We work hard to ensure all individuals are considered for a role regardless of their age, race, gender, background, disability or any other protected characteristic. We develop and maintain a business culture that reflects this core belief.

Our work to embed equality, diversity and inclusion is anchored in the duties as applied to the protected characteristics[1]set out in the Equality Act 2010 that require us to have due regard to:

  • Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act.

  • Advance equality of opportunity between people who share a protected characteristic and those who do not.

  • Foster good relations between people who share a protected characteristic and those who do not.

Within our processes:

  • We continuously review all aspects of recruitment processes to avoid unlawful discrimination.

  • We have an EDI policy which is distributed to all employees and signed annually.

  • Our own diversity mission statement is found on all external job adverts / postings we promote.

  • We have an EDI steering /project group that meet quarterly to discuss issues, raise awareness and create new processes and procedures to support our EDI goals and those of our clients. This is then used to cascade best practice throughout IDEX.

We offer all employees:

  • Specific training in equal opportunities and diversity.

  • Specialist EDI trainers to ensure that adverts and all outgoing communications are done in such a way to avoid any bias.

  • Access to EDI working groups to help proactively drive the agenda within IDEX.

  • Flexible working to ensure we are able to attract a diverse range of people from all backgrounds and situations.

  • Enhanced maternity / paternity / adoption leave for all employees.

  • Wherever possible IDEX Consulting Ltd make reasonable adjustments in order to provide and improve means of access for disabled employees and workers.

  • IDEX Consulting Ltd has in place procedures for monitoring compliance with our EDI Policy and for dealing with complaints of discrimination. These are readily available to all employees and we are committed to investigating any report of discrimination thoroughly.


For our clients and candidates

IDEX have long supported the General Insurance, Financial Services and Legal industries drive for EDI.  As far back as 2017 we were recognised by the Chartered Insurance Institute (CII) for our commitment to this when we were presented with an award by the CII to honour our efforts.

  • IDEX embraces EDI and aims to promote the benefits of an equitable, diverse and inclusive culture in all our business activities, and supporting our clients to achieve their own EDI objectives.

  • We source individuals from a broad range of media and networks, in order to ensure that we have a diverse employee candidate base.

  • Due to the nature of our “passive” candidate attraction strategies, we are able to ensure that we are sourcing the best candidate for our partner clients role, regardless of their age, race, gender, background, disability or any other protected characteristic.

  • We utilise a broad range of technology, including CV writing, video interviewing, conference calling and video CV's to support candidates so they can have the best chance of success within a job application process.

  • We focus on recruiting based on skillset, as opposed to any other factor, including industry.

  • We work with specialist EDI trainers to ensure that adverts and all outgoing communications are written in such a way to avoid bias.



[1] The equality duty covers the nine protected characteristics: age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex and sexual orientation. Public authorities also need to have due regard to the need to eliminate unlawful discrimination against someone because of their marriage or civil partnership status. This means that the first aim of the duty applies to this characteristic but that the other aims (advancing equality and fostering good relations) do not apply.