Equality, Diversity and Inclusion Policy

Edition date: 30th October 2025

1. Introduction

Bind Research (hereinafter “Bind” or “the Company”) is committed to encouraging equality, diversity and inclusion in the workplace and eliminating unlawful discrimination and is an equal opportunities employer. We are committed to equality of opportunity and to following practices which are free from unfair and unlawful discrimination. The aim of this policy is to ensure that no applicant or employee receives less favourable treatment on the grounds of age, disability, gender reassignment, gender identity, marriage and civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation, or is disadvantaged by conditions or requirements which cannot be shown to be relevant to performance. It seeks also to ensure no person is victimised or subjected to any form of bullying or harassment.

We value people as individuals with diverse opinions, cultures, lifestyles and circumstances. All employees are covered by this policy, and it applies to all areas of employment including recruitment, selection, training, deployment, career development and promotion. These areas are monitored, and policies and practices are amended if necessary to ensure that no unfair or unlawful discrimination, intentional, unintentional, direct or indirect, overt or latent exists.

The People Team have responsibility for implementing and monitoring this policy and, as part of this process, all People policies and procedures are administered with the objective of promoting equality of opportunity and eliminating unfair or unlawful discrimination.

All employees, workers or independent contractors whether part-time, full-time or temporary will be treated fairly and with respect. Selection for employment, promotion, training, or any other benefit will be on the basis of aptitude and ability. All employees will be helped and encouraged to develop their skills and the talents and resources within Bind will be fully utilised to maximise the efficiency of the Company.

Equality of opportunity, valuing diversity and compliance with the law is to the benefit of all individuals at Bind as it seeks to develop the skills and abilities of its people. While specific responsibility for eliminating discrimination and providing equality of opportunity lies with line managers, individuals at all levels have a responsibility to treat others with dignity and respect. The personal commitment of every employee to this policy and application of its principles are essential to eliminate discrimination and provide equality throughout Bind.

2. Our Commitment as an Employer

Bind is committed to:

2.1. Creating an environment in which individual differences and the contributions of our employees are recognised and valued.

2.2. Entitling every employee, worker or independent contractor to a working environment that promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated

2.3. Providing training, development and progression opportunities to all employees.

2.4. Understanding equality in the workplace is good management practice and makes sound business sense.

2.5. Reviewing our employment practices and procedures to ensure fairness.

2.6. Providing proportionate resources for equality and inclusion. Bind dedicates staff time and management oversight to equality, diversity and inclusion. The People Lead oversees implementation of this policy, supported by the Senior Leadership Team. Up to four staff days per year will be allocated to data collection, training and awareness initiatives.

3. Equal Opportunity Policy Statements

3.1. Age – Bind will:

3.1.1. Ensure that people of all ages are treated with respect and dignity.

3.1.2. Ensure that people of working age are given equal access to our employment, training, development and promotion opportunities.

3.1.3. Challenge discriminatory assumptions about younger or older people.

3.2. Disability – Bind will:

3.2.1. Provide any reasonable adjustments to ensure disabled people have access to our Company and employment opportunities.

3.2.2. Challenge discriminatory assumptions about disabled people.

3.2.3. Seek to continue to improve access to information by exploring and enabling the availability of loop systems, braille facilities, alternative formatting and sign language interpretation.

3.3. Race – Bind will:

3.3.1. Challenge racism whenever it occurs.

3.3.2. Respond swiftly and sensitively to racist incidents.

3.3.3. Actively promote race equality.

3.4. Sex and Gender – Bind will:

3.4.1. Challenge discriminatory assumptions about women, men, and non-binary people.

3.4.2. Take positive action to redress the negative effects of discrimination against women, men, and non-binary people.

3.4.3. Offer equal access for women, men, and non-binary people to representation, employment, training and pay.

3.5. Gender Reassignment – Bind will:

3.5.1. Provide support to prevent discrimination against people who have or who are about to undergo gender reassignment.

3.5.2. Prohibit and respond to all instances of discrimination, both from colleagues and externally.

3.6. Sexual Orientation – Bind will:

3.6.1. Ensure that we take account of the needs of LGBTQ+.

3.6.2. Promote positive images of the LGBTQ+ community.

3.6.3. Prohibit and respond to all instances of discrimination, both from colleagues and externally.

3.7. Religion or Belief – Bind will:

3.7.1. Ensure that employees’ religion or beliefs and related observances are respected and accommodated wherever possible.

3.7.2. Respect people’s beliefs where the expression of those beliefs does not impinge on the legitimate rights of others.

3.8. Pregnancy, Maternity, and Adoption – Bind will:

3.8.1. Ensure that people are treated with respect and dignity and that a positive image is promoted regardless of pregnancy, maternity, and adoption.

3.8.2. Challenge discriminatory assumptions about the pregnancy, maternity, or adoption of our employees.

3.8.3. Ensure that no individual is disadvantaged and that Bind takes account of the needs of our employees’ pregnancy, maternity and adoption.

3.9. Marriage or Civil Partnership – Bind will:

3.9.1. Ensure that people are treated with respect and dignity and that a positive image is promoted regardless of marriage or civil partnership.

3.9.2. Challenge discriminatory assumptions about the marriage or civil partnership of our employees.

3.9.3. Ensure that no individual is disadvantaged and that we take account of the needs of our employees’ marriage or civil partnership.

4. Gender Balance in Leadership and Career Development

4.1. Bind aims to ensure that all roles, including leadership and management positions, are open and accessible to individuals of all genders. Appointment, promotion and development decisions will be based solely on merit and capability.

4.2. Where gender balances are identified, Bind will consider proportionate and lawful measures, for example targeted outreach or mentoring, to support equal opportunity and progression.

5. Equal Pay

5.1. Bind will ensure that all employees have the right to the same contractual pay and benefits for carrying out the same work, work rated as equivalent or work of equal value.

5.2. Bind will review pay and progression data annually by gender and other relevant characteristics to identify and address any unjustified disparities.

6. Unconscious Bias

6.1. Bind recognises the dangers of unconscious bias arising at work, which is where an opinion is formed on an individual by a manager or colleague without awareness.

6.2. There are many different forms of unconscious bias, ranging from affinity bias towards those of a similar background to assumptions about gender, age, ethnicity or other traits.

6.3. Bind will work against forms of unconscious bias in all employment decisions, including recruitment, promotion and training opportunities, with a focus on promoting diversity and inclusion.

6.4. Training on equality, diversity and unconscious bias will be made available to all employees and all managers are expected to complete awareness training at least every 2 years.

7. Equality Review and Reflection

7.1. Given the small size of the organisation, Bind will review equality, diversity and inclusion informally each year through staff discussions and leadership reflection. The aim is to ensure that all recruitment, pay and development decision remain fair and transparent and that any perceived barriers are addressed promptly.

7.2. Data collection and monitoring regarding equality matters will be made available from Bind’s HR platform on request

8. Making a complaint

8.1. Informal

Bind recognises that complaints regarding equality, diversity and inclusion can sometimes be of a sensitive or intimate nature and that it may not be appropriate for you to raise the issue through our normal grievance procedure. In such cases, you are encouraged to raise these issues with a colleague within the Senior Leadership Team of your choice, regardless of whether they have direct supervisory responsibility for you. Bind external HR advisor should also be informed directly, this ensures confidentiality and support.

8.2. Formal

Where the informal approach fails or if the issue is more serious, you should bring the matter to the attention of the Head of Department as a formal written grievance and again the external HR advisor can assist you in this. If possible, you should keep notes of the situation so that the written complaint can include:

8.2.1. the name of the alleged harasser;

8.2.2. the nature of the alleged discrimination / harassment;

8.2.3. the dates and times when the alleged discrimination / harassment occurred;

8.2.4. the names of any witnesses; and

8.2.5. any action already taken by you to stop the alleged discrimination / harassment.

Where it is not possible to make a formal complaint to the relevant Head of Department or you do not feel comfortable doing so, for example where they are the alleged harasser, we would encourage you to raise your complaint directly to the People Team.

On receipt of a formal complaint, we will take action to separate you from the alleged harasser to enable an uninterrupted investigation to take place. This may involve a temporary transfer of the alleged harasser to another work area or suspension with contractual pay until the matter has been resolved.

On conclusion of the investigation, which will normally be within 10 days of the meeting with you, a report of the findings will be submitted to the manager who will hold the grievance meeting.

You will be invited to attend a meeting, at a reasonable time and location, to discuss the matter once the person hearing the grievance has had opportunity to read the report. You have the right to be accompanied at such a meeting by a colleague or a union representative (where relevant) and you must take all reasonable steps to attend. Those involved in the investigation will be expected to act in confidence and any breach of confidence will be a disciplinary matter.

You will be able to put your case forward at the meeting and the manager will explain the outcome of the investigation. You have a right to appeal the outcome, which is to be made to an appointed manager named in the outcome letter within 5 days of receiving the outcome.

If the decision is that the allegation is well founded, the harasser will be liable to disciplinary action in accordance with our disciplinary procedure up to and including dismissal.

Bind is committed to ensuring employees are not discouraged from using this procedure and no employee will be victimised for having brought a complaint.

9. Work-Life Balance and Organisational Culture

9.1. Bind supports a positive and inclusive culture that allows employees to balance professional and personal commitments. The Company provides flexible working arrangements where possible and encourages open discussion about adjustments that support family or caring responsibilities.

9.2. This approach helps to create a supportive culture that values performance, not presenteeism, and contributes to the retention and progression of all employees regardless of gender or background.

10. Continuous Improvement

10.1. This policy will be reviewed informally through discussions as outlined in section 7. Any identified updates will be communicated to all staff and reflected in the version control section below.