Diversity and inclusion

IG-POL-WEB-07 · Version 1.1 · Last updated 28/09/2026

 

Diversity and inclusion sit at the centre of how Interval works. We want an environment where differences are valued, decisions are made fairly and everyone has a genuine sense of belonging.

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Interval is a diverse business, and that shapes how we think about this. We know what it is to be assessed on merit rather than on background, and we apply the same standard to our own people, to the candidates we represent and to the suppliers we work with.

 

What we mean by diversity

We think about difference broadly: nationality, language, education, gender and gender identity, sexual orientation, age, socioeconomic background, religion, race and ethnicity, disability, neurodiversity, career path, working style and experience. It also includes the differences that come from working across countries, sectors and functions.

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Inclusion is what turns that difference into something useful. It means people are valued for who they are, feel able to contribute, and are heard when they do.

 

How this works in practice

For our own team. We recruit and promote against objective, job-relevant criteria. We make adjustments where people need them, and we ask rather than wait to be told. We expect everyone to treat colleagues with respect, and we deal with it when that does not happen.

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For candidates. We assess people on what they can do. We use structured, evidence-based interviews, apply the same criteria to everyone considered for a role, and offer adjustments at every stage. Where a client asks us for something discriminatory, we do not act on it, we explain the position, and we record it.

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For suppliers. We support supplier diversity and champion greater opportunities for underrepresented businesses. We are a proud member of MSDUK, a leading organisation driving inclusive supply chains, and we expect our suppliers to hold equivalent standards within their own businesses.

 

Accountability

The Managing Partners are accountable for this. Our Equality, Diversity and Dignity at Work Policy (IG-POL-HR-02) sets out what it means in practice, including how concerns are raised and handled. Anyone can raise a concern, in confidence, and doing so will never disadvantage them.

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We promise to continue working to build a better world.

 

If you want to talk to us about diversity and inclusion, please contact us.