Diversity, Inclusion & Equality Policy

We aim to make decisions about recruitment, engagement, development, and progression on the basis of relevant qualifications, skills, experience, performance, and legitimate requirements of the work.

We do not make decisions on the basis of characteristics that have no legitimate connection to a person's ability to perform a role.

This includes, where applicable, race, colour, ethnicity, national or social origin, sex, gender, gender identity or expression, sexual orientation, age, disability, religion or belief, family or caring responsibilities, pregnancy or parental status, political opinion, trade union activity, or any other characteristic protected by applicable law.

Where a person's circumstances require reasonable accommodation or adjustment to provide equal opportunity, we will consider appropriate measures where reasonably practicable and consistent with applicable law.

As a technical search firm, our responsibility begins with how we identify and assess people.

We seek to evaluate candidates against the actual requirements of the work rather than assumptions about who is likely to fit a particular role.

We aim to:

• define the skills, experience, and technical requirements of a search clearly;
• assess candidates against relevant and consistent criteria;
• avoid unnecessary requirements that could exclude qualified people without a legitimate business reason;
• present candidates based on their relevant capabilities and experience;
• communicate opportunities honestly and consistently; and
• respect a candidate's decision whether or not to participate in a search.

We do not knowingly exclude a qualified candidate from consideration because of a characteristic unrelated to the requirements of the role.

Diversity is meaningful only when people are able to participate fully and are treated with respect.

We aim to create an environment in which people can contribute their views, experience, and expertise without fear of discrimination, intimidation, or retaliation.

We expect professional and respectful behaviour in all interactions with Kelson.

Disagreement, feedback, and professional challenge are welcome. Harassment, bullying, humiliation, threats, or deliberate exclusion are not.

Kelson does not tolerate harassment, sexual harassment, bullying, intimidation, or other conduct that creates a hostile, degrading, or unsafe environment.

This applies to interactions between colleagues as well as interactions with candidates, clients, suppliers, partners, and other external parties.

Concerns about inappropriate conduct will be taken seriously and handled with appropriate confidentiality.

We aim to provide equal treatment and opportunity throughout the relationships we manage.

This includes, where applicable:

• access to employment opportunities;
• consideration for roles and assignments;
• professional development;
• remuneration and commercial terms;
• recognition and progression;
• communication and access to information; and
• the ability to raise concerns without retaliation.

Equal treatment does not necessarily mean treating every person identically. Where circumstances differ, appropriate and lawful adjustments may be necessary to provide a genuinely fair opportunity.

We recognise that people may have different needs in order to participate fully in professional processes.

Where reasonably practicable, we will consider reasonable adjustments for people with disabilities or other circumstances requiring accommodation.

This may include adjustments to communication, interviews, meetings, scheduling, or other aspects of a process.

We will approach such requests respectfully and on a case-by-case basis.

Anyone working with Kelson — including employees, candidates, clients, suppliers, and other stakeholders — may raise a concern about discrimination, harassment, bullying, exclusion, or other conduct inconsistent with this policy.

Concerns should be reported to:

contact@kelsonsearch.com

We will treat concerns seriously and handle them with appropriate confidentiality.

No person who raises a genuine concern in good faith should experience retaliation or disadvantage as a result.

Where appropriate, we will investigate concerns and take proportionate action.

We expect everyone working with Kelson to contribute to a respectful and inclusive environment.

Those responsible for managing people, searches, or client relationships have an additional responsibility to apply these principles consistently and to address concerns appropriately.

We will review our practices periodically and make improvements where appropriate.

Equality is not a favour and inclusion is not a marketing statement.

People should have the opportunity to be considered for work on the basis of what they can contribute, not assumptions about who they are.

At Kelson, we believe the standard is simple:

Respect people. Assess fairly. Give opportunity on merit.