Equal Opportunities Policy.

We are committed to fair treatment and equal opportunities for job applicants, employees, interns and contractors. This policy covers recruitment, working conditions, pay, promotion, learning and development, and decisions about ending employment. It applies to work in the office, remote work, work events and company communications.

We will make decisions using relevant skills, experience, performance and objective role requirements. We will not discriminate on grounds such as sex, gender identity, age, disability, race, colour, ethnicity, nationality, language, religion, belief, sexual orientation, marital or family status, pregnancy, or any other ground protected by applicable law. Harassment, discriminatory behaviour and bullying are unacceptable.

We will consider the development needs of all employees. Training decisions will reflect role requirements, skills gaps, project needs and available resources, using consistent criteria. Employees may request training through their team lead or management and receive an explanation of the decision. Opportunities will be communicated through email, team chat, meetings or direct conversations. Equal access does not require everyone to take the same course; differences must have a fair, relevant reason.

We will discuss individual needs and make reasonable adjustments so people can participate in recruitment, work and training. These may include accessible materials, alternative delivery methods or suitable scheduling. Employees can raise access needs privately with their team lead or management.

Anyone with a concern may speak or write to their team lead or a member of management. If that person is involved, the concern should go to another uninvolved manager or director. Concerns will be taken seriously, reviewed promptly and impartially, and shared only with those who need the information. Where practical, someone uninvolved will handle the review. The person raising the concern will be told the outcome as far as confidentiality permits and may request a further review by another uninvolved manager or director. No one will be penalised for raising a concern in good faith or supporting a review.

Management is responsible for implementing this policy and making it available to staff, including during induction. Team leads must apply it fairly; everyone must treat others respectfully and cooperate with reviews. Substantiated breaches may lead to appropriate corrective or disciplinary action under company procedures and applicable law. Management will review this policy annually and sooner if concerns or changes require it. It will be applied alongside Kosovo employment and anti-discrimination requirements and does not restrict anyone from seeking external advice or raising a complaint with a competent authority.