Justice, Equity, Diversity and Inclusion

Last Updated: 11/7/2026

1. Introduction

We are committed to promoting justice, diversity, equity and inclusion (JEDI) in all
aspects of our business operations. We strive to create a workplace free from
discrimination, harassment, and bias, where every individual is valued and have
equal opportunities to succeed.

We maintain a zero-tolerance policy against direct and indirect discrimination or
harassment of any form, including those based on protected characteristics as
outlined in the Equality Act 2010. This includes, but is not limited to:

• Race, ethnicity, or national origin
• Religion, age, sex, sexual orientation, gender identity or expression
• Disability, veteran status, or any other characteristics protected by law.

2. Scope

This policy applies to all our employees and all our policies across our operations
and interactions with our customers and community. This includes, but is not limited
to: recruitment, hiring and promotions, compensation and benefits, professional
development and training, employee engagement and retention, customer service
engagement and service delivery, community outreach and partnerships, and
stakeholder engagements.

3. Governance

Fostering an inclusive workplace is a shared responsibility. All employees play a
critical role in upholding and achieving our JEDI commitments, while our senior
leadership is responsible for leading by example and promptly investigating any
concerns that may arise. Mita Patel Director and Founder is accountable for ensuring
that this policy is reviewed annually and remains complaint with relevant laws and
regulations.

4. Our Commitments

To support our JEDI objectives, we are committed to:

• Ensuring all employment decisions are fair, objective, evidence-based and
  free from bias – across hiring, performance evaluations, and career
  development. This includes the use of standardised, role-specific interview
  questions and consistent evaluation criteria to promote equitable and
  unbiased decision-making.
• Promoting diverse representation in teams by practicing intentional
  inclusiveness in all aspects of the business operations.
• Making reasonable accommodations for candidates and employees with
  disabilities or specific needs when required, based on individual
  circumstances.
• Regularly reviewing and updating company policies and practices in line with
  our JEDI principles.
• Promoting and upholding the firm’s JEDI commitments in all engagements,
  both internal and external.
• Providing annual training and education on JEDI issues.
• Offering a confidential and accessible reporting mechanism for concerns
  related to discrimination, harassment, or bias.
• Ensuring accountability by promptly investigating and addressing any
  concerns received.

5. Reporting Concerns

Employees who experience or witness any conduct that violates this policy or JEDI
principles in general are encouraged to report it promptly. Reports can be made
orally or in writing to any member of the management team. All reports will be
investigated thoroughly while maintaining confidentially to the extent possible.
Appropriate action will be taken and documented by HR, and may include
disciplinary actions depending on the severity of the incident.

6. Policy Review

This policy will be reviewed annually to ensure its effectiveness in alignment with
industry best practices and continued compliance with relevant laws and regulations.
Any updates to this policy will be approved by the Mita Patel Director and Founder
and communicated to all relevant stakeholders as necessary.