1. Our Commitment

Global Manufacturing Supplies Ltd (“GMS”, “the Company”, “we”, “us” or “our”) is committed to promoting equality, diversity and inclusion across our business.

We aim to provide a healthy, respectful and inclusive working environment in which everyone is treated fairly and with dignity, and where decisions are based on merit, ability, skills, experience and legitimate business requirements.

GMS does not tolerate unlawful discrimination, harassment, bullying or victimisation and is committed to ensuring that equality and diversity are considered throughout our employment practices, recruitment processes and business relationships.

This commitment is supported by our Company Directors and Managers, who are responsible for promoting and implementing the principles set out in this policy.

2. Scope

This policy applies to all areas of GMS’s activities and is relevant to:

• employees and workers;
• agency workers;
• contractors and consultants;
• job applicants;
• customers and clients;
• suppliers and business partners;
• visitors and other individuals who interact with GMS.

The principles of this policy apply both within the workplace and in work-related situations outside the workplace, including business travel, customer or supplier events, work-related social events and other activities undertaken in connection with GMS.

3. Equality and Non-Discrimination

GMS is committed to ensuring that no individual receives less favourable treatment or is disadvantaged unlawfully because of a protected characteristic.

These characteristics include:

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

GMS also seeks to ensure fairness and equal opportunity regardless of working arrangements or employment status, including part-time and fixed-term working arrangements.

Employment conditions, practices and requirements will not be applied in a way that unlawfully disadvantages individuals or groups. Where appropriate, GMS will consider reasonable adjustments and other appropriate measures to remove or reduce barriers to participation.

4. Types of Discrimination

GMS recognises that discrimination can take different forms.

Direct discrimination occurs where an individual is treated less favourably because of a protected characteristic, or because they are associated with someone who has a protected characteristic, or because they are perceived to have a protected characteristic.

Indirect discrimination can occur where an apparently neutral policy, practice or requirement places individuals with a particular protected characteristic at a particular disadvantage and cannot be objectively justified as a proportionate means of achieving a legitimate business aim.

Disability discrimination includes circumstances where a disabled person is treated unfavourably because of something arising from their disability, where this cannot be justified, or where reasonable adjustments have not been made where required.

Victimisation occurs where an individual is treated less favourably because they have raised or supported a concern relating to discrimination or exercised a relevant legal right.

Harassment is unwanted conduct related to a protected characteristic which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment. Harassment may also be sexual in nature.

GMS will take concerns relating to discrimination, harassment, bullying or victimisation seriously.

5. Recruitment and Selection

GMS aims to ensure that recruitment and selection decisions are fair, transparent and based on the requirements of the role.

Job descriptions, requirements and selection criteria will be based on the skills, qualifications, experience and capabilities genuinely required to perform the role effectively.

GMS will seek to avoid stereotypical assumptions about an individual’s suitability for a role based on protected characteristics and will seek to ensure that recruitment practices do not unlawfully disadvantage particular groups.

6. Development, Promotion and Training

GMS is committed to providing employees with fair and equal opportunities to develop their skills and progress within the Company.

Decisions regarding promotion, training, development, transfers, secondments and other career opportunities will be made on the basis of merit, capability, experience, business requirements and other legitimate considerations, without unlawful discrimination.

Where appropriate, training and development opportunities will be communicated to relevant employees to ensure that individuals have a fair opportunity to participate.

GMS will provide appropriate equality and diversity awareness training to employees where required.

7. Working Conditions and Employment Practices

GMS aims to ensure that its terms and conditions of employment, benefits, facilities and employment policies are applied fairly and without unlawful discrimination.

We will seek, where reasonably practicable, to accommodate legitimate cultural and religious practices and will consider reasonable adjustments for disabled individuals where appropriate.

Decisions relating to performance management, attendance, disciplinary matters, grievances, redundancy and termination of employment will be handled fairly and without unlawful discrimination.

8. Part-Time and Flexible Working

GMS recognises the contribution made by employees working on a part-time or fixed-term basis.

Part-time employees will be treated fairly and without detriment compared with full-time employees, subject to appropriate pro-rata arrangements where applicable.

This includes matters such as pay, holiday entitlement, parental and domestic leave, pension access, training, development and redundancy.

9. Disability and Reasonable Adjustments

GMS is committed to supporting disabled employees, workers, applicants and other individuals who may require reasonable adjustments.

Where an individual identifies a disability or other circumstance that creates a difficulty or disadvantage in the workplace or recruitment process, GMS will seek to understand the situation and consider appropriate adjustments.

Depending on the circumstances, this may involve changes to working arrangements, the working environment, equipment, duties, recruitment processes or other relevant aspects of the individual’s interaction with the Company.

Any proposed adjustment will be considered carefully and reasonably, taking account of the individual’s circumstances and the operational requirements of the business.

GMS will also consider the accessibility of its premises and take reasonable steps where necessary to reduce physical barriers that may place disabled individuals at a substantial disadvantage.

10. Our Employees and Business Relationships

Everyone working for or representing GMS is expected to treat colleagues and other individuals with dignity and respect.

GMS also expects its customers, suppliers, contractors, business partners and other stakeholders to uphold appropriate standards of equality, diversity and respectful behaviour when dealing with our employees and representatives.

GMS will not knowingly tolerate discriminatory behaviour by or towards individuals in connection with our business activities and will consider appropriate action where concerns arise.

11. Raising Concerns

GMS encourages individuals to raise concerns where they believe that discrimination, harassment, bullying or victimisation may have occurred.

Employees may raise concerns informally with their Manager or through the Company’s formal grievance process, as appropriate.

Concerns raised in good faith will be taken seriously and investigated appropriately. Individuals will not be victimised or treated less favourably simply because they have raised a genuine concern.

Where an investigation establishes that an individual has engaged in discriminatory, harassing or otherwise seriously inappropriate behaviour, GMS may take appropriate action in accordance with its internal procedures and the circumstances of the case.

12. Confidentiality and Data Protection

GMS will handle information relating to equality and diversity matters sensitively and appropriately.

Where equality and diversity information is collected for legitimate purposes, including monitoring and reviewing the effectiveness of our policies and practices, it will be handled in accordance with applicable data protection requirements and GMS’s Data Protection Policy and Privacy Notice.

Information may be analysed, where appropriate, to help GMS understand the composition of its workforce, identify potential areas for improvement and promote equality and inclusion within the business.

13. Monitoring and Review

GMS will keep its equality, diversity and inclusion policies, procedures and practices under review.

The Company will monitor relevant concerns and outcomes, where appropriate, to identify potential patterns or areas where further action, training, development or awareness may be beneficial.

The effectiveness of this policy will be reviewed periodically by the Company’s management.

14. Our Expectations

GMS expects everyone who works for, represents or interacts with the Company to contribute towards an environment in which people are treated fairly, respectfully and with dignity.

Equality, diversity and inclusion are collective responsibilities. GMS is committed to continually reviewing its approach and taking appropriate action to ensure that these principles are reflected in our workplace and wider business activities.

Global Manufacturing Supplies Ltd
Policy version: August 2025