Equality, Diversion & Inclusion at BIE

At BIE we foster an inclusive and supportive culture where everyone is empowered to be themselves and to reach their full potential.

Diversity and Inclusion Policy

The success of our business is dependent on our people. We want to have a company that is as diverse as the clients and candidates we serve and create an environment where everyone can thrive. We foster an inclusive and supportive culture where everyone is empowered to be themselves and reach their full potential.

Equality, diversity and inclusion go hand in hand – without an inclusive workplace culture, diversity amongst employees is not going to have impact on our business.
“We know investing in inclusion helps us to perform better as a business and connects us closer to our clients. We recognise that there is more work for us to do, but we are committed to questioning, listening – and continuing to take action and drive change.”
Gordon Whyte, CEO


The purpose of this policy is to provide equal opportunities to all in employment, irrespective of their gender, gender reassignment, sexual orientation, disability, age, pregnancy and parental status, religion, beliefs, marital status, social class and race including colour, nationality, ethnic or national origin. We want our workplace to be free from prejudice and discrimination of any kind.

This policy applies to all BIE employees, regardless of position or status, and to contractors and subcontractors. Everyone is expected to comply with BIE Executive’s commitment and to promote equality, diversity and inclusion in the workplace.

BIE Executive’s commitment is:

  • To ensure that success in our business is derived purely from talent, personal values and effort, fostering our values of being collaborative, driven, supportive and excellence.
  • To celebrate difference and value individuals’ visible and non-visible differences.
  • To create an environment and culture where employees feel empowered.
  • To ensure all employees feel valued, engaged and respected.
  • To ensure our team regularly participates in training to challenge our understanding and application of bias to help us continually improve our selection processes and awareness.
  • To proactively address any inappropriate and/or discriminatory behaviours including taking formal disciplinary action.

This policy was reviewed and agreed by the board in Sept 2020 and will be monitored and reviewed annually.

Gordon Whyte

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