Commitment to Equality:

• 1.1 ReAgent Recruitment Ltd upholds a firm commitment to promoting equal opportunities in employment. We ensure that both you and job applicants are treated fairly and equally, regardless of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex, or sexual orientation (Protected Characteristics).

Overview of the Policy:

• 2.1 This policy outlines our stance on equal opportunities and the prevention of discrimination in the workplace. It encompasses all aspects of employment, including recruitment, pay, training, performance appraisals, promotion, conduct, disciplinary procedures, and termination.

2.2 The policy applies to all individuals associated with our organisation, including employees, officers, consultants, contractors, casual workers, and agency workers. 2.3 This policy is not contractual and may be amended as necessary. Responsibility for the Policy

• 3.1 The board of directors holds ultimate responsibility for ensuring the effective implementation of this policy and compliance with discrimination law. Day-to-day oversight and regular review are conducted by the board of directors.

3.2 All managers are required to set a standard of behaviour, lead by example, and ensure adherence to the policy. They are also responsible for promoting our equal opportunities objectives. Managers receive training on equal opportunities awareness and best practices in recruitment and selection. 3.3 For management or recruitment-related queries, or for further information on this policy, individuals should contact a Director to request training or clarification. 3.4 The policy is subject to periodic review, with any recommendations for change reported to the board. 3.5 Staff feedback and suggestions for improvement are welcomed and can be directed to the Directors. Discrimination

• 4.1 Discrimination or harassment of any kind against individuals, including employees, job applicants, clients, customers, suppliers, and visitors, is strictly prohibited. This prohibition applies in all work-related contexts, including outside the workplace and during work-related events.

4.2 Forms of discrimination prohibited under this policy include direct discrimination, indirect discrimination, harassment, victimisation, and disability discrimination. Recruitment and Selection

• 5.1 Recruitment, promotion, and selection processes are based on merit and objective criteria to avoid discrimination. Vacancies are advertised widely to ensure diversity, and job applicants are not subjected to discriminatory questioning.

5.2 Health, disability, or pregnancy-related questions are prohibited before a job offer is made, except in limited circumstances. 5.3 To monitor and improve diversity, applicants’ demographic information is collected and anonymized during recruitment. Training, Promotion, and Conditions of Service

• 6.1 Training needs are identified through appraisals, and opportunities for progression are based on merit.

6.2 Conditions of service are regularly reviewed to ensure fairness and accessibility. Termination of Employment

• 7.1 Redundancy criteria and procedures are fair and objective, and disciplinary procedures are applied without discrimination.

Disabilities

• 8.1 Employees are encouraged to disclose disabilities for appropriate support, and reasonable adjustments are made where necessary.

Part-Time and Fixed-Term Work

• 9.1 Part-time and fixed-term staff are treated equally to full-time or permanent staff, with no less favourable terms unless justified.

Breaches of the Policy

• 10.1 Breaches of this policy are taken seriously and handled according to the Disciplinary Procedure. Deliberate discrimination may result in dismissal.

10.2 Discrimination complaints can be raised through the Grievance Procedure or the Anti-harassment and Bullying Policy. 10.3 There will be no victimisation or retaliation against staff who raise discrimination concerns. Related Policies

• 11.1 This policy is supported by other policies and procedures outlined in the Staff Handbook.