Diversity & Inclusivity Policy

Master Private Finance Ltd. is fully committed to encouraging equality, diversity and inclusion among our people, customers, introducers, partners and the public.

The aim is for our people to be truly representative of all sections of society and our customers, and for each employee to feel respected, safe and able to give their best regardless of race, colour, creed gender, sexual orientation, identity or ability.

The company is committed to leading the way and disrupting the specialist finance industry in terms of company culture and inclusion for all, along with being a beacon of understanding and support to our people.

Our policy's purpose

This policy's purpose is to:

1. Provide equality, fairness, respect and a safe inclusive environment for all in our employment, whether temporary, part-time or full-time. This also extends to our business partners and contacts.

2. Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:

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

3. Oppose and avoid all forms of unlawful discrimination. This includes in:

• pay and benefits
• terms and conditions of employment
• dealing with grievances and disciplinary’s
• dismissal
• redundancy
• leave for parents
• requests for flexible working
• selection for employment, promotion, training or other development opportunities

Our commitments

The organisation commits to:

1. Encouraging equality, diversity and inclusion in the workplace, that it is best practice, is BAU and makes complete business sense.

2. Creating a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.

This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.

All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, business partners, customers, suppliers and the public.

3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation's work activities.

Such acts will be dealt with as misconduct under the organisation's grievance or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

4. Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.

5. Make decisions concerning staff based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).

6. Review employment practices and procedures when necessary to ensure fairness, safety and also update them and the policy to take account of changes in the law.

7. Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.

Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

Agreement to follow this policy

The equality, diversity and inclusion policy is fully supported by senior management and has been agreed with our people.