Modern Slavery Policy

1.     Overview and how we define Modern Slavery

1.1     Slavery, forced labour, servitude, and human trafficking are types of ‘Modern Slavery’ – criminal activity that deprives victims of their liberty and usually involves financial and other exploitation.

1.2  We conduct our business fairly, ethically and with respect to fundamental human rights. We are committed to the prevention of all forms of Modern Slavery, both in our business and in our supply chains. We will not tolerate it.

1.3  You must read and comply with this policy if you work for, or on behalf of us in any capacity including as: an employee, director, officer, worker, consultant, volunteer, supplier or service provider.

1.4  Failure to comply with this policy may result in disciplinary action, including dismissal, or termination of the contract between you and us. It could also involve other legal steps being taken against you. 

1.5  Our Anti-Slavery Officer (‘ASO’) is Kate Mills. They are responsible for this policy.

1.6  If you are an employee, this policy does not form part of your employment contract, and we may update it at any time.

2.     Preventing Modern Slavery in our business

2.1  We carry out appropriate checks on all employees, recruitment agencies and suppliers, so that we know who is working for us or on our behalf.

2.2  We give every employee a written employment contract, and he or she is paid in accordance with the law. We comply with our legal obligations to ensure the health and safety of all of our employees and workers, including in relation to working hours, rest breaks and holidays.

2.3 All employees are required to sign a copy of this policy to show they have read and understood it.

3.  If you are one of our Suppliers

3.1   If you supply us with goods or services, you must assess your business and supply chains and confirm to our ASO that you:

 ● Comply with your legal obligations, in relation to Modern Slavery; and

● Are committed to ensuring there is no Modern Slavery taking place in your business, or in any of your supply chains. 

 3.2      If you breach this policy, or are found to have Modern Slavery in your business, or knowingly in your supply chain, we may terminate our contract with you and pursue legal remedies against you.

4.   If you are an Employee or a Worker providing services for us

4.1  You must immediately report any suspicions of Modern Slavery in our business or supply chains to our ASO. Our ASO will investigate and report to our Board of Directors within a reasonable time, on actions which may require to be taken.

4.2  You will not suffer any detrimental treatment as a result of reporting any genuine concerns, raised in good faith, under this policy. This applies, even if after investigation, they are found to be mistaken.  If you believe that you have suffered any such treatment, you should immediately tell our ASO and, if you are an employee, refer to our Grievance and Whistleblowing Policies.

Revised January 2025

Gender Equality Policy

1. Purpose and Commitment

Congregation.io is committed to gender equality, fairness, and respect in the workplace. Even as a small company of three employees, we recognise the importance of setting the foundation for equitable practices as we grow.

This Gender Equality Plan (GEP) formalises our commitment and ensures transparency. It will be published on our website, signed by leadership, and reviewed annually.

2. Governance and Resources

  • Responsibility: The Operations & Finance Director acts as the Gender Equality Officer.

  • Resources: Up to 5% of working time will be dedicated to gender equality monitoring, supported by external expertise as needed.

  • Budget: Minimal budget allocation for awareness materials and training (to be scaled as the organization grows).

3. Data Collection and Monitoring

  • We will maintain sex-disaggregated records of staff (hiring, pay, roles).

  • An annual equality snapshot will be prepared, including:

    • Gender distribution of employees

    • Pay differences (if any)

    • Recruitment and promotion records

  • Findings will be shared with all staff and published online.

4. Training and Awareness

  • All employees will complete basic awareness training on gender equality and unconscious bias (using free/low-cost external resources).

  • Annual team discussions will reinforce an inclusive culture and address emerging issues.

5. Focus Areas and Measures

5.1 Work-Life Balance and Organisational Culture

  • Offer flexible work hours and remote work options.

  • Ensure team meetings respect personal/caring responsibilities.

5.2 Gender Balance in Leadership and Decision-Making

  • Commitment to consider gender balance in any leadership decisions.

  • As the company grows, aim for at least 40% representation of underrepresented genders in management roles.

5.3 Gender Equality in Recruitment and Carer Progression

  • All job ads will use gender-neutral language.

  • Shortlisting will aim for balanced representation where possible.

  • Ensure equal access to development opportunities, regardless of gender.

5.4 Integration of Gender Dimension (if applicable to projects/products)

  • Where relevant, integrate gender-sensitive perspectives into product design, customer engagement, or research activities.

5.5 Measures Against Gender-Based Violence and Harassment

  • Zero-tolerance policy for harassment or discrimination.

  • Clear procedure: concerns can be reported confidentially to the HR Director.

  • Any report will be addressed promptly and fairly, with external mediation if necessary.

6. Accountability and Review

  • Annual review of:

    • Gender balance (staff roles, pay, leadership)

    • Training completed

    • Reported incidents and outcomes

  • Updates to the plan will be made annually, and progress will be published on the website.

Approved by: Matt Wells, Company Director
Date of adoption: January 2025
Next review date: January 2026