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EQUAL OPPORTUNITIES POLICY

Ref: HPOL08 | Version: 2.0 | Date: 17/02/2026 | Classification: CRGI Information

Version Date Author Changes
1.0 01/04/2025 Sean Ashton Initial issue (POL_08)
2.0 17/02/2026 Sean Ashton Consolidated to policy-level commitments — manuals as core reference; updated for Employment Rights Act 2025 (day-one rights) and Worker Protection (Amendment of Equality Act 2010) Act 2023 (enhanced harassment duty)

Policy Statement

CRGI Solutions is committed to equality of opportunity in all aspects of engagement and work. No staff member or applicant shall be treated less favourably on the grounds of any protected characteristic. We value diversity and recognise the strength it brings to our organisation.

Key Requirements

  1. All engagement decisions shall be based on merit, competence, and suitability for the role.
  2. Direct and indirect discrimination, harassment, and victimisation on the grounds of any protected characteristic are prohibited.
  3. CRGI Solutions shall take all reasonable steps to prevent harassment in the workplace, including by third parties, in line with the enhanced employer duty under the Worker Protection (Amendment of Equality Act 2010) Act 2023.
  4. Reasonable adjustments shall be made for staff with disabilities to ensure they are not disadvantaged.
  5. All staff shall receive equal access to training, development, and progression opportunities.
  6. Complaints of discrimination or harassment shall be taken seriously, investigated promptly, and treated confidentially.
  7. This policy applies to all stages of engagement: recruitment, induction, work allocation, training, and termination.
  8. Staff joining from April 2026 benefit from day-one employment rights under the Employment Rights Act 2025, including access to unfair dismissal protection and statutory leave entitlements from the first day of engagement.

Applicable Legislation

  • Equality Act 2010
  • Worker Protection (Amendment of Equality Act 2010) Act 2023
  • Employment Rights Act 1996 (as amended by Employment Rights Act 2025)
  • Human Rights Act 1998
Reference Document
HPOL07 Code of Conduct
HPOL09 Anti-Bribery & Corruption Policy
HSQEMS03 Roles & Responsibilities
Role Name Signature Date
Owner Sean Ashton, Operations, HSQE & Technical Manager S.Ashton 17/02/2026
Approved Dragos Ciordas, Chief Executive Officer D.Ciordas 17/02/2026

Approved by: Dragos Ciordas, CEO — 17 February 2026
Next Review: February 2027
Distribution: All Staff