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Introduction Zuno OpCo Limited (CRN: 08086606) whose registered office address is at 3320 Century Way, Thorpe Park, Leeds LS15 8ZB (“Zuno”) is committed to promoting equality, diversity and inclusion (“EDI”) within the workplace and in all interactions with subcontractors. Zuno seeks to eliminate unlawful discrimination, harassment, and victimisation while fostering an inclusive environment. This Policy complies with Zuno’s obligations under the Equality Act 2010 (“EA 2010”) and follows recommendations from the Equality and Human Rights Commission (“EHRC”) Employment Code of Practice. Zuno is committed to ensuring that equality principles extend beyond direct employees, reaching all subcontractors engaged on its behalf. 2. Purpose The purpose of this Policy is to: 2.1 reaffirm Zuno’s ongoing commitment to equality, diversity, and inclusion in all aspects of its operations; 2.2 establish fair and inclusive practices for Zuno’s employees and subcontractors; and 2.3 detail the procedures and responsibilities aimed at eliminating unlawful discrimination under the EA 2010. 3. Scope of Application This Policy applies to: All employees (including full-time, part-time, fixed-term, temporary, and agency workers). Volunteers, interns, apprentices, and job applicants. Subcontractors, suppliers, and all third-party agents engaged by Zuno. All individuals and entities within this scope are expected to uphold the principles outlined in this Policy. 4. Protected Characteristics Zuno is committed to eliminating discrimination and promoting equality in relation to the following protected characteristics, as defined in the Equality Act 2010: Age Disability Gender reassignment Marriage or civil partnership Pregnancy and maternity Race (including colour, nationality, or ethnic or national origin) Religion or belief Sex Sexual orientation 5. Policy Commitments 5.1 Zuno’s Responsibilities Zuno will: Ensure compliance with all obligations under the Equality Act 2010 and any applicable statutory codes of practice. Apply equality principles in its recruitment, selection, training, promotion, and employment practices. Make reasonable adjustments to support employees and subcontractors with disabilities, as required by law. Establish and implement clear procedures for addressing any breaches of this Policy. Monitor and evaluate the effectiveness of this Policy regularly and amend it as necessary to ensure ongoing compliance. 5.2 Employee and Subcontractor Responsibilities All employees and subcontractors will: Promote equality and diversity in the workplace and in all dealings with colleagues, clients, and third parties. Avoid behaviour that amounts to unlawful discrimination, harassment, or victimisation. Ensure adherence to this Policy and report any witnessed breaches in a timely manner. Subcontractors are additionally required to ensure that any personnel or representatives working on behalf of Zuno comply with this Policy. 6. Positive Action Zuno reserves the right to implement lawful positive action measures aimed at addressing underrepresentation or disadvantage experienced by individuals with protected characteristics. Actions will be in accordance with Sections 158 and 159 of the EA 2010 and may include targeted recruitment initiatives, development programmes, or additional support mechanisms where appropriate. 7. Grievance and Complaint Procedures 7.1 For Employees Employees who believe they have been subjected to unlawful discrimination, harassment, or victimisation can raise their concerns through Zuno’s HR Department or Whistleblowing process. Concerns will be handled confidentially and resolved promptly. 7.2 For Subcontractors Subcontractors who suspect a breach of this Policy must escalate concerns to the designated point of contact in the HR Department. Misconduct will be investigated under the relevant contractual terms, and appropriate remedies will be applied where breaches are established. Zuno will ensure that all complaints are investigated thoroughly, treated in confidence, and resolved without retribution. 8. Monitoring, Reporting, and Review 8.1 Equality Monitoring Zuno will collect and monitor data to ensure compliance with this policy. This data will be anonymised, and all processing will comply with the UK GDPR and Data Protection Act 2018. 8.2 Regular Review The Policy will be reviewed annually to reflect any changes in legislation, best practices, or operational needs. Updates will be communicated to all employees and subcontractors via email or the Zuno App. 8.3 Subcontractor Monitoring Zuno will require all subcontractors to provide evidence of compliance with equality obligations. Monitoring mechanisms may include spot checks, audits, and periodic compliance reports. 9. Additional Requirements for Subcontractors Subcontractors engaged by Zuno must adopt and adhere to equality policies that align with the principles set forth in this Policy. Additionally, subcontractors shall: Include equality and non-discrimination clauses in their employment and operational policies. Provide regular training on equality and diversity to their workforce. Permit Zuno to audit compliance as part of subcontracting arrangements. Failure to comply with these requirements may lead to contract termination or other appropriate remedies pursuant to the subcontract agreement. 10. Data Protection Compliance Equality monitoring and data collection will adhere strictly to the requirements under the UK GDPR and the Data Protection Act 2018. Information collected for monitoring purposes will be processed lawfully, fairly, and transparently, limited solely to the purposes outlined in this policy. 11. Training Obligations Zuno will provide regular training for employees on: Recognising and preventing discrimination, harassment, and victimisation. Implementing inclusive practices in line with this policy. Understanding the specific responsibilities under the Equality Act 2010. 12. Definitions Discrimination: Treating an individual unfairly because of a protected characteristic as defined above. Harassment: Unwanted conduct related to a protected characteristic that creates an intimidating, degrading, or hostile environment. Victimisation: Detriment caused to someone for asserting their rights under equality law, such as making a complaint or supporting a complaint of discrimination. 13. Implementation and Communication This Policy will be communicated to all employees and subcontractors upon adoption and during onboarding processes. Managers are responsible for ensuring compliance within their teams and subcontracting arrangements. 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Introduction\n\nZuno OpCo Limited (CRN: 08086606) whose registered office address is at 3320 Century Way, Thorpe Park, Leeds LS15 8ZB (“Zuno”) is committed to promoting equality, diversity and inclusion (“EDI”) within the workplace and in all interactions with subcontractors. Zuno seeks to eliminate unlawful discrimination, harassment, and victimisation while fostering an inclusive environment.\n\nThis Policy complies with Zuno’s obligations under the Equality Act 2010 (“EA 2010”) and follows recommendations from the Equality and Human Rights Commission (“EHRC”) Employment Code of Practice.\n\nZuno is committed to ensuring that equality principles extend beyond direct employees, reaching all subcontractors engaged on its behalf.\n\n2. Purpose\n\nThe purpose of this Policy is to:\n\n2.1 reaffirm Zuno’s ongoing commitment to equality, diversity, and inclusion in all aspects of its operations;\n2.2 establish fair and inclusive practices for Zuno’s employees and subcontractors; and\n2.3 detail the procedures and responsibilities aimed at eliminating unlawful discrimination under the EA 2010.\n\n3. Scope of Application\n\nThis Policy applies to:\nAll employees (including full-time, part-time, fixed-term, temporary, and agency workers).\nVolunteers, interns, apprentices, and job applicants.\nSubcontractors, suppliers, and all third-party agents engaged by Zuno.\n\nAll individuals and entities within this scope are expected to uphold the principles outlined in this Policy.\n\n4. Protected Characteristics\n\nZuno is committed to eliminating discrimination and promoting equality in relation to the following protected characteristics, as defined in the Equality Act 2010:\nAge\nDisability\nGender reassignment\nMarriage or civil partnership\nPregnancy and maternity\nRace (including colour, nationality, or ethnic or national origin)\nReligion or belief\nSex\nSexual orientation\n\n5. Policy Commitments\n\n5.1 Zuno’s Responsibilities\n\nZuno will:\nEnsure compliance with all obligations under the Equality Act 2010 and any applicable statutory codes of practice.\nApply equality principles in its recruitment, selection, training, promotion, and employment practices.\nMake reasonable adjustments to support employees and subcontractors with disabilities, as required by law.\nEstablish and implement clear procedures for addressing any breaches of this Policy.\nMonitor and evaluate the effectiveness of this Policy regularly and amend it as necessary to ensure ongoing compliance.\n\n5.2 Employee and Subcontractor Responsibilities\n\nAll employees and subcontractors will:\nPromote equality and diversity in the workplace and in all dealings with colleagues, clients, and third parties.\nAvoid behaviour that amounts to unlawful discrimination, harassment, or victimisation.\nEnsure adherence to this Policy and report any witnessed breaches in a timely manner.\n\nSubcontractors are additionally required to ensure that any personnel or representatives working on behalf of Zuno comply with this Policy.\n\n6. Positive Action\n\nZuno reserves the right to implement lawful positive action measures aimed at addressing underrepresentation or disadvantage experienced by individuals with protected characteristics. Actions will be in accordance with Sections 158 and 159 of the EA 2010 and may include targeted recruitment initiatives, development programmes, or additional support mechanisms where appropriate.\n\n7. Grievance and Complaint Procedures\n\n7.1 For Employees\n\nEmployees who believe they have been subjected to unlawful discrimination, harassment, or victimisation can raise their concerns through Zuno’s HR Department or Whistleblowing process. Concerns will be handled confidentially and resolved promptly.\n\n7.2 For Subcontractors\n\nSubcontractors who suspect a breach of this Policy must escalate concerns to the designated point of contact in the HR Department. Misconduct will be investigated under the relevant contractual terms, and appropriate remedies will be applied where breaches are established.\n\nZuno will ensure that all complaints are investigated thoroughly, treated in confidence, and resolved without retribution.\n\n8. Monitoring, Reporting, and Review\n\n8.1 Equality Monitoring\n\nZuno will collect and monitor data to ensure compliance with this policy. This data will be anonymised, and all processing will comply with the UK GDPR and Data Protection Act 2018.\n\n8.2 Regular Review\n\nThe Policy will be reviewed annually to reflect any changes in legislation, best practices, or operational needs. Updates will be communicated to all employees and subcontractors via email or the Zuno App.\n\n8.3 Subcontractor Monitoring\n\nZuno will require all subcontractors to provide evidence of compliance with equality obligations. Monitoring mechanisms may include spot checks, audits, and periodic compliance reports.\n\n9. Additional Requirements for Subcontractors\n\nSubcontractors engaged by Zuno must adopt and adhere to equality policies that align with the principles set forth in this Policy. Additionally, subcontractors shall:\nInclude equality and non-discrimination clauses in their employment and operational policies.\nProvide regular training on equality and diversity to their workforce.\nPermit Zuno to audit compliance as part of subcontracting arrangements.\n\nFailure to comply with these requirements may lead to contract termination or other appropriate remedies pursuant to the subcontract agreement.\n\n10. Data Protection Compliance\n\nEquality monitoring and data collection will adhere strictly to the requirements under the UK GDPR and the Data Protection Act 2018. Information collected for monitoring purposes will be processed lawfully, fairly, and transparently, limited solely to the purposes outlined in this policy.\n\n11. Training Obligations\n\nZuno will provide regular training for employees on:\nRecognising and preventing discrimination, harassment, and victimisation.\nImplementing inclusive practices in line with this policy.\nUnderstanding the specific responsibilities under the Equality Act 2010.\n\n12. Definitions\n\nDiscrimination: Treating an individual unfairly because of a protected characteristic as defined above.\nHarassment: Unwanted conduct related to a protected characteristic that creates an intimidating, degrading, or hostile environment.\nVictimisation: Detriment caused to someone for asserting their rights under equality law, such as making a complaint or supporting a complaint of discrimination.\n\n13. Implementation and Communication\n\nThis Policy will be communicated to all employees and subcontractors upon adoption and during onboarding processes. Managers are responsible for ensuring compliance within their teams and subcontracting arrangements.\n\nThis Equality Policy serves as a key document to uphold principles of fairness and to ensure compliance with legal and ethical obligations under the EA 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2.1 – September 2025 1. Introduction Zuno OpCo Limited (CRN: 08086606) whose registered office address is at 3320 Century Way, Thorpe Park, Leeds LS15 8ZB (“Zuno”) is committed to promoting equality, diversity and inclusion (“EDI”) within the workplace and in all interactions with subcontractors. Zuno seeks to eliminate unlawful discrimination, harassment, and victimisation while fostering an inclusive environment. This Policy complies with Zuno’s obligations under the Equality Act 2010 (“EA 2010”) and follows recommendations from the Equality and Human Rights Commission (“EHRC”) Employment Code of Practice. Zuno is committed to ensuring that equality principles extend beyond direct employees, reaching all subcontractors engaged on its behalf. 2. Purpose The purpose of this Policy is to: 2.1 reaffirm Zuno’s ongoing commitment to equality, diversity, and inclusion in all aspects of its operations; 2.2 establish fair and inclusive practices for Zuno’s employees and subcontractors; and 2.3 detail the procedures and responsibilities aimed at eliminating unlawful discrimination under the EA 2010. 3. Scope of Application This Policy applies to: All employees (including full-time, part-time, fixed-term, temporary, and agency workers). Volunteers, interns, apprentices, and job applicants. Subcontractors, suppliers, and all third-party agents engaged by Zuno. All individuals and entities within this scope are expected to uphold the principles outlined in this Policy. 4. Protected Characteristics Zuno is committed to eliminating discrimination and promoting equality in relation to the following protected characteristics, as defined in the Equality Act 2010: Age Disability Gender reassignment Marriage or civil partnership Pregnancy and maternity Race (including colour, nationality, or ethnic or national origin) Religion or belief Sex Sexual orientation 5. Policy Commitments 5.1 Zuno’s Responsibilities Zuno will: Ensure compliance with all obligations under the Equality Act 2010 and any applicable statutory codes of practice. Apply equality principles in its recruitment, selection, training, promotion, and employment practices. Make reasonable adjustments to support employees and subcontractors with disabilities, as required by law. Establish and implement clear procedures for addressing any breaches of this Policy. Monitor and evaluate the effectiveness of this Policy regularly and amend it as necessary to ensure ongoing compliance. 5.2 Employee and Subcontractor Responsibilities All employees and subcontractors will: Promote equality and diversity in the workplace and in all dealings with colleagues, clients, and third parties. Avoid behaviour that amounts to unlawful discrimination, harassment, or victimisation. Ensure adherence to this Policy and report any witnessed breaches in a timely manner. Subcontractors are additionally required to ensure that any personnel or representatives working on behalf of Zuno comply with this Policy. 6. Positive Action Zuno reserves the right to implement lawful positive action measures aimed at addressing underrepresentation or disadvantage experienced by individuals with protected characteristics. Actions will be in accordance with Sections 158 and 159 of the EA 2010 and may include targeted recruitment initiatives, development programmes, or additional support mechanisms where appropriate. 7. Grievance and Complaint Procedures 7.1 For Employees Employees who believe they have been subjected to unlawful discrimination, harassment, or victimisation can raise their concerns through Zuno’s HR Department or Whistleblowing process. Concerns will be handled confidentially and resolved promptly. 7.2 For Subcontractors Subcontractors who suspect a breach of this Policy must escalate concerns to the designated point of contact in the HR Department. Misconduct will be investigated under the relevant contractual terms, and appropriate remedies will be applied where breaches are established. Zuno will ensure that all complaints are investigated thoroughly, treated in confidence, and resolved without retribution. 8. Monitoring, Reporting, and Review 8.1 Equality Monitoring Zuno will collect and monitor data to ensure compliance with this policy. This data will be anonymised, and all processing will comply with the UK GDPR and Data Protection Act 2018. 8.2 Regular Review The Policy will be reviewed annually to reflect any changes in legislation, best practices, or operational needs. Updates will be communicated to all employees and subcontractors via email or the Zuno App. 8.3 Subcontractor Monitoring Zuno will require all subcontractors to provide evidence of compliance with equality obligations. Monitoring mechanisms may include spot checks, audits, and periodic compliance reports. 9. Additional Requirements for Subcontractors Subcontractors engaged by Zuno must adopt and adhere to equality policies that align with the principles set forth in this Policy. Additionally, subcontractors shall: Include equality and non-discrimination clauses in their employment and operational policies. Provide regular training on equality and diversity to their workforce. Permit Zuno to audit compliance as part of subcontracting arrangements. Failure to comply with these requirements may lead to contract termination or other appropriate remedies pursuant to the subcontract agreement. 10. Data Protection Compliance Equality monitoring and data collection will adhere strictly to the requirements under the UK GDPR and the Data Protection Act 2018. Information collected for monitoring purposes will be processed lawfully, fairly, and transparently, limited solely to the purposes outlined in this policy. 11. Training Obligations Zuno will provide regular training for employees on: Recognising and preventing discrimination, harassment, and victimisation. Implementing inclusive practices in line with this policy. Understanding the specific responsibilities under the Equality Act 2010. 12. Definitions Discrimination: Treating an individual unfairly because of a protected characteristic as defined above. Harassment: Unwanted conduct related to a protected characteristic that creates an intimidating, degrading, or hostile environment. Victimisation: Detriment caused to someone for asserting their rights under equality law, such as making a complaint or supporting a complaint of discrimination. 13. Implementation and Communication This Policy will be communicated to all employees and subcontractors upon adoption and during onboarding processes. Managers are responsible for ensuring compliance within their teams and subcontracting arrangements. 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Introduction\n\nZuno OpCo Limited (CRN: 08086606) whose registered office address is at 3320 Century Way, Thorpe Park, Leeds LS15 8ZB (“Zuno”) is committed to promoting equality, diversity and inclusion (“EDI”) within the workplace and in all interactions with subcontractors. Zuno seeks to eliminate unlawful discrimination, harassment, and victimisation while fostering an inclusive environment.\n\nThis Policy complies with Zuno’s obligations under the Equality Act 2010 (“EA 2010”) and follows recommendations from the Equality and Human Rights Commission (“EHRC”) Employment Code of Practice.\n\nZuno is committed to ensuring that equality principles extend beyond direct employees, reaching all subcontractors engaged on its behalf.\n\n2. Purpose\n\nThe purpose of this Policy is to:\n\n2.1 reaffirm Zuno’s ongoing commitment to equality, diversity, and inclusion in all aspects of its operations;\n2.2 establish fair and inclusive practices for Zuno’s employees and subcontractors; and\n2.3 detail the procedures and responsibilities aimed at eliminating unlawful discrimination under the EA 2010.\n\n3. Scope of Application\n\nThis Policy applies to:\nAll employees (including full-time, part-time, fixed-term, temporary, and agency workers).\nVolunteers, interns, apprentices, and job applicants.\nSubcontractors, suppliers, and all third-party agents engaged by Zuno.\n\nAll individuals and entities within this scope are expected to uphold the principles outlined in this Policy.\n\n4. Protected Characteristics\n\nZuno is committed to eliminating discrimination and promoting equality in relation to the following protected characteristics, as defined in the Equality Act 2010:\nAge\nDisability\nGender reassignment\nMarriage or civil partnership\nPregnancy and maternity\nRace (including colour, nationality, or ethnic or national origin)\nReligion or belief\nSex\nSexual orientation\n\n5. Policy Commitments\n\n5.1 Zuno’s Responsibilities\n\nZuno will:\nEnsure compliance with all obligations under the Equality Act 2010 and any applicable statutory codes of practice.\nApply equality principles in its recruitment, selection, training, promotion, and employment practices.\nMake reasonable adjustments to support employees and subcontractors with disabilities, as required by law.\nEstablish and implement clear procedures for addressing any breaches of this Policy.\nMonitor and evaluate the effectiveness of this Policy regularly and amend it as necessary to ensure ongoing compliance.\n\n5.2 Employee and Subcontractor Responsibilities\n\nAll employees and subcontractors will:\nPromote equality and diversity in the workplace and in all dealings with colleagues, clients, and third parties.\nAvoid behaviour that amounts to unlawful discrimination, harassment, or victimisation.\nEnsure adherence to this Policy and report any witnessed breaches in a timely manner.\n\nSubcontractors are additionally required to ensure that any personnel or representatives working on behalf of Zuno comply with this Policy.\n\n6. Positive Action\n\nZuno reserves the right to implement lawful positive action measures aimed at addressing underrepresentation or disadvantage experienced by individuals with protected characteristics. Actions will be in accordance with Sections 158 and 159 of the EA 2010 and may include targeted recruitment initiatives, development programmes, or additional support mechanisms where appropriate.\n\n7. Grievance and Complaint Procedures\n\n7.1 For Employees\n\nEmployees who believe they have been subjected to unlawful discrimination, harassment, or victimisation can raise their concerns through Zuno’s HR Department or Whistleblowing process. Concerns will be handled confidentially and resolved promptly.\n\n7.2 For Subcontractors\n\nSubcontractors who suspect a breach of this Policy must escalate concerns to the designated point of contact in the HR Department. Misconduct will be investigated under the relevant contractual terms, and appropriate remedies will be applied where breaches are established.\n\nZuno will ensure that all complaints are investigated thoroughly, treated in confidence, and resolved without retribution.\n\n8. Monitoring, Reporting, and Review\n\n8.1 Equality Monitoring\n\nZuno will collect and monitor data to ensure compliance with this policy. This data will be anonymised, and all processing will comply with the UK GDPR and Data Protection Act 2018.\n\n8.2 Regular Review\n\nThe Policy will be reviewed annually to reflect any changes in legislation, best practices, or operational needs. Updates will be communicated to all employees and subcontractors via email or the Zuno App.\n\n8.3 Subcontractor Monitoring\n\nZuno will require all subcontractors to provide evidence of compliance with equality obligations. Monitoring mechanisms may include spot checks, audits, and periodic compliance reports.\n\n9. Additional Requirements for Subcontractors\n\nSubcontractors engaged by Zuno must adopt and adhere to equality policies that align with the principles set forth in this Policy. Additionally, subcontractors shall:\nInclude equality and non-discrimination clauses in their employment and operational policies.\nProvide regular training on equality and diversity to their workforce.\nPermit Zuno to audit compliance as part of subcontracting arrangements.\n\nFailure to comply with these requirements may lead to contract termination or other appropriate remedies pursuant to the subcontract agreement.\n\n10. Data Protection Compliance\n\nEquality monitoring and data collection will adhere strictly to the requirements under the UK GDPR and the Data Protection Act 2018. Information collected for monitoring purposes will be processed lawfully, fairly, and transparently, limited solely to the purposes outlined in this policy.\n\n11. Training Obligations\n\nZuno will provide regular training for employees on:\nRecognising and preventing discrimination, harassment, and victimisation.\nImplementing inclusive practices in line with this policy.\nUnderstanding the specific responsibilities under the Equality Act 2010.\n\n12. Definitions\n\nDiscrimination: Treating an individual unfairly because of a protected characteristic as defined above.\nHarassment: Unwanted conduct related to a protected characteristic that creates an intimidating, degrading, or hostile environment.\nVictimisation: Detriment caused to someone for asserting their rights under equality law, such as making a complaint or supporting a complaint of discrimination.\n\n13. Implementation and Communication\n\nThis Policy will be communicated to all employees and subcontractors upon adoption and during onboarding processes. Managers are responsible for ensuring compliance within their teams and subcontracting arrangements.\n\nThis Equality Policy serves as a key document to uphold principles of fairness and to ensure compliance with legal and ethical obligations under the EA 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2.1 – September 2025 1. Introduction Zuno OpCo Limited (CRN: 08086606) whose registered office address is at 3320 Century Way, Thorpe Park, Leeds LS15 8ZB (“Zuno”) is committed to promoting equality, diversity and inclusion (“EDI”) within the workplace and in all interactions with subcontractors. Zuno seeks to eliminate unlawful discrimination, harassment, and victimisation while fostering an inclusive environment. This Policy complies with Zuno’s obligations under the Equality Act 2010 (“EA 2010”) and follows recommendations from the Equality and Human Rights Commission (“EHRC”) Employment Code of Practice. Zuno is committed to ensuring that equality principles extend beyond direct employees, reaching all subcontractors engaged on its behalf. 2. Purpose The purpose of this Policy is to: 2.1 reaffirm Zuno’s ongoing commitment to equality, diversity, and inclusion in all aspects of its operations; 2.2 establish fair and inclusive practices for Zuno’s employees and subcontractors; and 2.3 detail the procedures and responsibilities aimed at eliminating unlawful discrimination under the EA 2010. 3. Scope of Application This Policy applies to: All employees (including full-time, part-time, fixed-term, temporary, and agency workers). Volunteers, interns, apprentices, and job applicants. Subcontractors, suppliers, and all third-party agents engaged by Zuno. All individuals and entities within this scope are expected to uphold the principles outlined in this Policy. 4. Protected Characteristics Zuno is committed to eliminating discrimination and promoting equality in relation to the following protected characteristics, as defined in the Equality Act 2010: Age Disability Gender reassignment Marriage or civil partnership Pregnancy and maternity Race (including colour, nationality, or ethnic or national origin) Religion or belief Sex Sexual orientation 5. Policy Commitments 5.1 Zuno’s Responsibilities Zuno will: Ensure compliance with all obligations under the Equality Act 2010 and any applicable statutory codes of practice. Apply equality principles in its recruitment, selection, training, promotion, and employment practices. Make reasonable adjustments to support employees and subcontractors with disabilities, as required by law. Establish and implement clear procedures for addressing any breaches of this Policy. Monitor and evaluate the effectiveness of this Policy regularly and amend it as necessary to ensure ongoing compliance. 5.2 Employee and Subcontractor Responsibilities All employees and subcontractors will: Promote equality and diversity in the workplace and in all dealings with colleagues, clients, and third parties. Avoid behaviour that amounts to unlawful discrimination, harassment, or victimisation. Ensure adherence to this Policy and report any witnessed breaches in a timely manner. Subcontractors are additionally required to ensure that any personnel or representatives working on behalf of Zuno comply with this Policy. 6. Positive Action Zuno reserves the right to implement lawful positive action measures aimed at addressing underrepresentation or disadvantage experienced by individuals with protected characteristics. Actions will be in accordance with Sections 158 and 159 of the EA 2010 and may include targeted recruitment initiatives, development programmes, or additional support mechanisms where appropriate. 7. Grievance and Complaint Procedures 7.1 For Employees Employees who believe they have been subjected to unlawful discrimination, harassment, or victimisation can raise their concerns through Zuno’s HR Department or Whistleblowing process. Concerns will be handled confidentially and resolved promptly. 7.2 For Subcontractors Subcontractors who suspect a breach of this Policy must escalate concerns to the designated point of contact in the HR Department. Misconduct will be investigated under the relevant contractual terms, and appropriate remedies will be applied where breaches are established. Zuno will ensure that all complaints are investigated thoroughly, treated in confidence, and resolved without retribution. 8. Monitoring, Reporting, and Review 8.1 Equality Monitoring Zuno will collect and monitor data to ensure compliance with this policy. This data will be anonymised, and all processing will comply with the UK GDPR and Data Protection Act 2018. 8.2 Regular Review The Policy will be reviewed annually to reflect any changes in legislation, best practices, or operational needs. Updates will be communicated to all employees and subcontractors via email or the Zuno App. 8.3 Subcontractor Monitoring Zuno will require all subcontractors to provide evidence of compliance with equality obligations. Monitoring mechanisms may include spot checks, audits, and periodic compliance reports. 9. Additional Requirements for Subcontractors Subcontractors engaged by Zuno must adopt and adhere to equality policies that align with the principles set forth in this Policy. Additionally, subcontractors shall: Include equality and non-discrimination clauses in their employment and operational policies. Provide regular training on equality and diversity to their workforce. Permit Zuno to audit compliance as part of subcontracting arrangements. Failure to comply with these requirements may lead to contract termination or other appropriate remedies pursuant to the subcontract agreement. 10. Data Protection Compliance Equality monitoring and data collection will adhere strictly to the requirements under the UK GDPR and the Data Protection Act 2018. Information collected for monitoring purposes will be processed lawfully, fairly, and transparently, limited solely to the purposes outlined in this policy. 11. Training Obligations Zuno will provide regular training for employees on: Recognising and preventing discrimination, harassment, and victimisation. Implementing inclusive practices in line with this policy. Understanding the specific responsibilities under the Equality Act 2010. 12. Definitions Discrimination: Treating an individual unfairly because of a protected characteristic as defined above. Harassment: Unwanted conduct related to a protected characteristic that creates an intimidating, degrading, or hostile environment. Victimisation: Detriment caused to someone for asserting their rights under equality law, such as making a complaint or supporting a complaint of discrimination. 13. Implementation and Communication This Policy will be communicated to all employees and subcontractors upon adoption and during onboarding processes. Managers are responsible for ensuring compliance within their teams and subcontracting arrangements. This Equality Policy serves as a key document to uphold principles of fairness and to ensure compliance with legal and ethical obligations under the EA 2010.","absoluteBoundingBox":{"x":38507.0,"y":-458.0,"width":883.0,"height":3850.0},"isolatedAbsoluteRenderBounds":{"x":38507.37890625,"y":-452.014007568359,"width":881.2265625,"height":3842.18994140625},"relativeTransform":[[1.0,0.0,0.0],[0.0,1.0,225.0]],"size":{"x":883.0,"y":3850.0},"fills":[{"blendMode":"NORMAL","type":"SOLID","color":{"r":0.0352941192686558,"g":0.0862745121121407,"b":0.133333340287209,"a":1.0},"visible":true,"opacity":1.0}],"strokeAlign":"OUTSIDE","strokes":[],"strokeWeight":4.36634349822998,"effects":[],"accessibleHTMLTag":"AUTO","isDecorativeImage":false,"ariaAttributes":{},"interactions":[],"characterStyleOverrides":[],"characters":"Version 2.1 – September 2025\n\n1. Introduction\n\nZuno OpCo Limited (CRN: 08086606) whose registered office address is at 3320 Century Way, Thorpe Park, Leeds LS15 8ZB (“Zuno”) is committed to promoting equality, diversity and inclusion (“EDI”) within the workplace and in all interactions with subcontractors. Zuno seeks to eliminate unlawful discrimination, harassment, and victimisation while fostering an inclusive environment.\n\nThis Policy complies with Zuno’s obligations under the Equality Act 2010 (“EA 2010”) and follows recommendations from the Equality and Human Rights Commission (“EHRC”) Employment Code of Practice.\n\nZuno is committed to ensuring that equality principles extend beyond direct employees, reaching all subcontractors engaged on its behalf.\n\n2. Purpose\n\nThe purpose of this Policy is to:\n\n2.1 reaffirm Zuno’s ongoing commitment to equality, diversity, and inclusion in all aspects of its operations;\n2.2 establish fair and inclusive practices for Zuno’s employees and subcontractors; and\n2.3 detail the procedures and responsibilities aimed at eliminating unlawful discrimination under the EA 2010.\n\n3. Scope of Application\n\nThis Policy applies to:\nAll employees (including full-time, part-time, fixed-term, temporary, and agency workers).\nVolunteers, interns, apprentices, and job applicants.\nSubcontractors, suppliers, and all third-party agents engaged by Zuno.\n\nAll individuals and entities within this scope are expected to uphold the principles outlined in this Policy.\n\n4. Protected Characteristics\n\nZuno is committed to eliminating discrimination and promoting equality in relation to the following protected characteristics, as defined in the Equality Act 2010:\nAge\nDisability\nGender reassignment\nMarriage or civil partnership\nPregnancy and maternity\nRace (including colour, nationality, or ethnic or national origin)\nReligion or belief\nSex\nSexual orientation\n\n5. Policy Commitments\n\n5.1 Zuno’s Responsibilities\n\nZuno will:\nEnsure compliance with all obligations under the Equality Act 2010 and any applicable statutory codes of practice.\nApply equality principles in its recruitment, selection, training, promotion, and employment practices.\nMake reasonable adjustments to support employees and subcontractors with disabilities, as required by law.\nEstablish and implement clear procedures for addressing any breaches of this Policy.\nMonitor and evaluate the effectiveness of this Policy regularly and amend it as necessary to ensure ongoing compliance.\n\n5.2 Employee and Subcontractor Responsibilities\n\nAll employees and subcontractors will:\nPromote equality and diversity in the workplace and in all dealings with colleagues, clients, and third parties.\nAvoid behaviour that amounts to unlawful discrimination, harassment, or victimisation.\nEnsure adherence to this Policy and report any witnessed breaches in a timely manner.\n\nSubcontractors are additionally required to ensure that any personnel or representatives working on behalf of Zuno comply with this Policy.\n\n6. Positive Action\n\nZuno reserves the right to implement lawful positive action measures aimed at addressing underrepresentation or disadvantage experienced by individuals with protected characteristics. Actions will be in accordance with Sections 158 and 159 of the EA 2010 and may include targeted recruitment initiatives, development programmes, or additional support mechanisms where appropriate.\n\n7. Grievance and Complaint Procedures\n\n7.1 For Employees\n\nEmployees who believe they have been subjected to unlawful discrimination, harassment, or victimisation can raise their concerns through Zuno’s HR Department or Whistleblowing process. Concerns will be handled confidentially and resolved promptly.\n\n7.2 For Subcontractors\n\nSubcontractors who suspect a breach of this Policy must escalate concerns to the designated point of contact in the HR Department. Misconduct will be investigated under the relevant contractual terms, and appropriate remedies will be applied where breaches are established.\n\nZuno will ensure that all complaints are investigated thoroughly, treated in confidence, and resolved without retribution.\n\n8. Monitoring, Reporting, and Review\n\n8.1 Equality Monitoring\n\nZuno will collect and monitor data to ensure compliance with this policy. This data will be anonymised, and all processing will comply with the UK GDPR and Data Protection Act 2018.\n\n8.2 Regular Review\n\nThe Policy will be reviewed annually to reflect any changes in legislation, best practices, or operational needs. Updates will be communicated to all employees and subcontractors via email or the Zuno App.\n\n8.3 Subcontractor Monitoring\n\nZuno will require all subcontractors to provide evidence of compliance with equality obligations. Monitoring mechanisms may include spot checks, audits, and periodic compliance reports.\n\n9. Additional Requirements for Subcontractors\n\nSubcontractors engaged by Zuno must adopt and adhere to equality policies that align with the principles set forth in this Policy. Additionally, subcontractors shall:\nInclude equality and non-discrimination clauses in their employment and operational policies.\nProvide regular training on equality and diversity to their workforce.\nPermit Zuno to audit compliance as part of subcontracting arrangements.\n\nFailure to comply with these requirements may lead to contract termination or other appropriate remedies pursuant to the subcontract agreement.\n\n10. Data Protection Compliance\n\nEquality monitoring and data collection will adhere strictly to the requirements under the UK GDPR and the Data Protection Act 2018. Information collected for monitoring purposes will be processed lawfully, fairly, and transparently, limited solely to the purposes outlined in this policy.\n\n11. Training Obligations\n\nZuno will provide regular training for employees on:\nRecognising and preventing discrimination, harassment, and victimisation.\nImplementing inclusive practices in line with this policy.\nUnderstanding the specific responsibilities under the Equality Act 2010.\n\n12. Definitions\n\nDiscrimination: Treating an individual unfairly because of a protected characteristic as defined above.\nHarassment: Unwanted conduct related to a protected characteristic that creates an intimidating, degrading, or hostile environment.\nVictimisation: Detriment caused to someone for asserting their rights under equality law, such as making a complaint or supporting a complaint of discrimination.\n\n13. Implementation and Communication\n\nThis Policy will be communicated to all employees and subcontractors upon adoption and during onboarding processes. Managers are responsible for ensuring compliance within their teams and subcontracting arrangements.\n\nThis Equality Policy serves as a key document to uphold principles of fairness and to ensure compliance with legal and ethical obligations under the EA 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