Equal Opportunities Policy

1. Purpose

spacebands is committed to providing equal opportunities in employment, recruitment, training, development, supplier relationships and service delivery.

We aim to create a working environment where everyone is treated fairly, respectfully and without discrimination. We do not tolerate discrimination, harassment, bullying or victimisation in any part of our business.

This policy supports our commitment to equality, diversity and inclusion, and to meeting our responsibilities under the Equality Act 2010.

2. Scope

This policy applies to:

• all employees, workers, contractors, consultants and temporary staff;
• job applicants and candidates;
• suppliers, subcontractors and business partners;
• customers, visitors and anyone we interact with through our work.

It applies to all work-related activity, including recruitment, employment, training, promotion, pay, benefits, conduct, disciplinary matters, supplier engagement and customer service.

3. Our commitment

spacebands will not unlawfully discriminate on the basis of:

• age;
• disability;
• gender reassignment;
• marriage or civil partnership;
• pregnancy or maternity;
• race, colour, nationality, ethnic origin or national origin;
• religion or belief;
• sex;
• sexual orientation.

We are committed to making decisions based on merit, capability, conduct, business need and objective criteria. We will not make decisions based on assumptions, stereotypes or personal characteristics unrelated to someone’s ability to perform their role or engage with our business.

4. Recruitment and employment

spacebands aims to ensure that recruitment, selection and employment decisions are fair, consistent and transparent.

We will:

• advertise and assess roles fairly;
• use selection criteria that are relevant to the role;
• avoid unnecessary barriers to employment or progression;
• make reasonable adjustments for disabled applicants and employees where required;
• treat training, development and promotion opportunities fairly;
• ensure employment terms, pay and benefits are applied consistently and objectively.

5. Harassment, bullying and victimisation

spacebands does not tolerate harassment, bullying or victimisation.

Harassment includes unwanted conduct related to a protected characteristic that has the purpose or effect of violating a person’s dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment.

Victimisation includes treating someone unfairly because they have raised a concern, made a complaint, supported someone else’s complaint, or acted in good faith in relation to equality matters.

Any concerns will be taken seriously and handled appropriately.

6. Responsibilities

Everyone working for or with spacebands is expected to support this policy.

Senior management is responsible for:

• promoting equal opportunities across the business;
• ensuring this policy is implemented and reviewed;
• taking appropriate action where concerns are raised.

Managers are responsible for:

• applying this policy fairly and consistently;
• supporting inclusive working practices;
• responding appropriately to concerns.

Employees, workers, contractors and suppliers are responsible for:

• treating others with dignity and respect;
• avoiding discriminatory, bullying or harassing behaviour;
• raising concerns where they see behaviour that does not meet this policy.

7. Reasonable adjustments

spacebands will make reasonable adjustments where required to remove or reduce disadvantages experienced by disabled applicants, employees, workers, customers or others interacting with our business.

Adjustments will be considered on a case-by-case basis and may include changes to working arrangements, communication methods, equipment, processes or access requirements.

8. Suppliers and partners

spacebands expects suppliers, subcontractors and business partners to act in a way that is consistent with this policy.

Where relevant, we may ask suppliers to confirm that they have appropriate equality, diversity and anti-discrimination practices in place.

9. Raising concerns

Anyone who believes this policy has not been followed should raise the matter with their manager or a senior member of the spacebands team.

Concerns will be treated seriously, handled sensitively and reviewed fairly. spacebands will not tolerate retaliation against anyone who raises a concern in good faith.

10. Monitoring and review

spacebands will review this policy at least annually, or sooner if there are changes to legislation, business operations or customer requirements.

Where improvements are identified, we will update our approach and communicate relevant changes to employees and other interested parties.