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Barclay Simpson embraces equality, diversity and inclusion and will seek to promote their benefits in all business activities. We will further develop our business culture to encourage, value, and manage that belief. We seek to widen the media in which we recruit to ensure as diverse an employee and candidate base as possible. We strive to make sure that our clients meet their own equality and diversity targets.

We endeavour to eliminate discrimination and encourage diversity amongst our own workforce. Our aim is that our employees will be truly representative of all sections of society and each person feels respected and able to give their best.

Barclay Simpson does not discriminate against its employees on the basis of gender, sexual orientation, marital or civil partner status, gender identity, race, colour, nationality, ethnic or national origin, religion or belief, pregnancy, disability or age (the further protected characteristics).

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.

The Directors are responsible for this policy and any necessary training on equal opportunities. Managers must set an appropriate standard of behaviour, lead by example, and ensure that those they manage adhere to the policy and promote our aims and objectives with regard to equal opportunities.

This policy covers all employees, officers, consultants, contractors, casual and agency workers. It does not form part of your contract of employment and we may amend it at any time.

What is discrimination?

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

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

How will this policy be implemented?

What happens if this policy is breached?

If you believe that you have been discriminated against, or you have witnessed behaviour which you believe amounts to discrimination; you should first bring this to the attention of your line manager or the HR Manager. You may also raise the matter through the grievance procedure.

If you believe that you may have been harassed related to a protected characteristic you should consult the Anti- Harassment & Bullying Policy on the intranet.

Anyone who makes such an allegation in good faith will not be treated less favourably or victimised as a result. False allegations of a breach of this policy which are found to have been made in bad faith will be dealt with under our disciplinary procedure.

Any employee who is found to have committed an act of discrimination or harassment will be subject to disciplinary action. Such behaviour may constitute gross misconduct and may result in summary dismissal. The Company will always take a strict approach to serious breaches of this policy.

This policy will be monitored and reviewed at least every two years or following changes in relevant legislation.

Approved by the Board of Directors

Ian Coyle, Chairman