1. Overview

Parseq is committed to promoting equal opportunities in employment. You and any job applicants will receive equal treatment 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).

Parseq recognise that nurturing high performance through the development of a diverse workforce is essential if we are to create an atmosphere at work that is conducive to individual growth and to remain successful in a competitive industry. Furthermore, Parseq are committed to ensuring that all decisions relating to the employment and development of our employees are objective and based on merit, whilst continuing to support the overall business goals.

This policy sets out our approach to equal opportunities and the avoidance of discrimination at work. It applies to all aspects of employment with us, including recruitment, pay and conditions, training, appraisals, promotion, conduct at work, disciplinary and grievance procedures, and termination of employment.

This policy applies to Parseq Group employees irrelevant of hours worked and does not apply to agency workers or self-employed contractors. It does not form part of any employee’s contract of employment and we may amend it at any time.

2. Employee Responsibility

Every employee is required to assist the Company to meet its commitment to provide equal opportunities in employment and avoid unlawful discrimination and harassment. Regardless of level or position within the company, all employees have a responsibility to:

• Take full, personal responsibility for the practical application of the Equality and Diversity policy within their scope of activity

• Ensure that their behaviour at work is consistent with the strategic outcomes and working principles set out in this policy

• Behave in a manner which does not cause offence to others.

• Co-operate with measures introduced to ensure equal opportunity and non- discrimination

• Not themselves unlawfully discriminate against other employees or induce others to do so

• Not victimise others on the grounds that they have made complaints or provided information on discrimination

• Not harass or intimidate others in pursuance of unlawful Discrimination

• Inform management if they suspect any form of discrimination, bullying or harassment is taking place

It is everybody’s responsibility to eliminate any form of discrimination, bullying and harassment and to bring any such cases to the Company’s attention, so that it may take whatever steps are necessary to address them.

Employees can be held personally liable as well as, or instead of, the Company for any act of unlawful discrimination. Employees who commit serious acts of harassment may be guilty of a criminal offence.

Acts of discrimination, harassment, bullying or victimisation against employees or customers are disciplinary offences and will be dealt with under the Company’s disciplinary procedure. Discrimination, harassment, bullying or victimisation may constitute gross misconduct and could lead to dismissal without notice.

Where an agency worker or contractor has breached, or is impacted by a breach in this policy, the company will work with the agency and appropriate parties to fully investigate and resolve the concerns that have been raised.

Parseq expects that any complaint received will be made in good faith. Anyone bringing a proven malicious complaint will be subject to disciplinary action.

3. Manager Responsibility

• Managers will ensure that employees under their control have understood the need to follow and adhere to the company’s policy on equality and diversity.

• Managers will, in the first instance, be the recipients of any allegations of discrimination or harassment.

• They should then contact their local HR Team and follow the appropriate procedure (see the Grievance Procedure and the Disciplinary Policy).

• Managers will ensure that the complainant, and any employee who gives supplementary evidence, are not victimised for raising their concerns.

• Managers must not discriminate, either directly or indirectly, against individuals or groups of people in their selection process for the shortlisting of candidates. Managers will pass their candidate assessment forms or interview notes from the recruitment process to the Recruitment Team.

• Managers will ensure that all their reports have access to the same opportunities for promotion, internal transfers and/or training. Managers will have a positive duty to modify interview arrangements, make reasonable adjustments to the job, the tools for the job, the working environment, and the premises to enable candidates with a disability to perform the job role and thus be considered equally for that role alongside able-bodied candidates.

4. Discrimination

You must not unlawfully discriminate against or harass other people including current and former employees, job applicants, clients, customers, suppliers and visitors. This applies in the workplace, outside the workplace (when dealing with customers, suppliers or other work-related contacts or when wearing a work uniform), and on work-related trips or events including social events.

The following forms of discrimination are prohibited under this policy and are unlawful:

(a) Direct discrimination: treating someone less favourably because of a Protected Characteristic. For example, rejecting a job applicant because of their religious views or because they might be gay.

(b) Indirect discrimination: a provision, criterion or practice that applies to everyone but adversely affects people with a particular Protected Characteristic more than others, and is not justified. For example, requiring a job to be done full-time rather than part-time would adversely affect women because they generally have greater childcare commitments than men. Such a requirement would be discriminatory unless it can be justified.

(c) Harassment: this includes sexual harassment and other unwanted conduct related to a Protected Characteristic, which has the purpose or effect of violating someone’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. Harassment is dealt with further in our Anti-harassment and Bullying Policy.

(d) Victimisation: retaliation against someone who has complained or has supported someone else’s complaint about discrimination or harassment.

(e) Disability discrimination: this includes direct and indirect discrimination, any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.

5. Recruitment and selection

Recruitment, promotion and other selection exercises such as redundancy selection will be conducted on the basis of merit, against objective criteria that avoid discrimination. Shortlisting should be done by more than one person if possible.

Vacancies should generally be advertised to a diverse section of the labour market. Advertisements should avoid stereotyping or using wording that may discourage particular groups from applying.

Job applicants should not be asked questions which might suggest an intention to discriminate on grounds of a Protected Characteristic. For example, applicants should not be asked whether they are pregnant or planning to have children.

Job applicants should not be asked about health or disability before a job offer is made, except in the very limited circumstances allowed by law: for example, to check that the applicant could perform an intrinsic part of the job (taking account of any reasonable adjustments), or to see if any adjustments might be needed at interview because of a disability. Where necessary, job offers can be made conditional on a satisfactory medical check. Health or disability questions may be included in equal opportunities monitoring forms, which must not be used for selection or decision-making purposes.

6. Disabilities

If you are disabled or become disabled, we encourage you to tell us about your condition so that we can consider what reasonable adjustments or support may be appropriate.

7. Part-time and fixed-term work

Part-time and fixed-term employees should be treated the same as comparable full-time or permanent employees and enjoy no less favourable terms and conditions (on a pro-rata basis where appropriate), unless different treatment is justified.

8. Breaches of this policy

We take a strict approach to breaches of this policy, which will be dealt with in accordance with our Disciplinary Procedure. Serious cases of deliberate discrimination may amount to gross misconduct resulting in dismissal.

If you believe that you have suffered discrimination you can raise the matter through our Grievance Procedure or Anti-harassment and Bullying Policy. Complaints will be treated in confidence and investigated as appropriate.

You must not be victimised or retaliated against for complaining about discrimination. However, making a false allegation deliberately and in bad faith will be treated as misconduct and dealt with under our Disciplinary Procedure.

9. Other Related Policies

(a) Attendance Management Policy

(b) Anti-bullying and Harassment Policy

(c) Grievance Policy

(d) Disciplinary Policy

10. Monitoring and Review

We will establish appropriate information and monitoring systems to assist the effective implementation of our Equality and Diversity policy.

The effectiveness of our Equality and Diversity policy will be reviewed regularly and action taken as necessary.

This policy will be subject to annual review in line with changing employment legislation and best practice.

The next formal review will take place in June 2026.