EQUAL EMPLOYMENT OPPORTUNITY
TEN GRAND™ is committed to providing a work environment in which all individuals are treated with dignity and respect. We believe that equal opportunity, fairness, and inclusion are fundamental to our culture and essential to the way we attract, develop, and retain talent. This Equal Employment Opportunity Policy outlines our commitment to a workplace that is free from unlawful discrimination, harassment, and retaliation in all employment-related decisions. We provide equal employment opportunities to all employees and applicants for employment and prohibits discrimination of any kind. Employment decisions are based on business needs, merit, qualifications, and performance, and are made without regard to characteristics protected by applicable law. These may include, for example, race, colour, nationality, ethnic or national origin, religion or belief, sex, gender identity or expression, sexual orientation, marital or civil partnership status, pregnancy or maternity, age, disability, or any other status protected under local, national, or international law.
This commitment applies to every stage and aspect of the employment lifecycle. It includes recruitment and hiring, terms and conditions of employment, training and development, promotion, compensation and benefits, performance management, and decisions relating to discipline and termination. We aim to ensure that employment practices are applied consistently, fairly, and transparently, and that policies and procedures support equal access to opportunities for all eligible employees. We remain committed to maintaining a work environment that is free from unlawful harassment and bullying. Any form of harassment based on a protected characteristic is strictly prohibited, whether it is verbal, physical, visual, written, or conducted through digital channels. We expect all employees, contractors, and representatives of TEN GRAND™ to treat one another with respect and professionalism, and to contribute to a culture in which inappropriate conduct is neither accepted nor ignored.
We recognise our responsibility to provide reasonable accommodations or adjustments to qualified individuals with disabilities, and to those with particular needs related to religion, belief, or other protected characteristics, where required by law and where such accommodations can be made without undue hardship to the business. Requests for accommodation will be considered on a case-by-case basis, in a timely, respectful, and confidential manner, and we will work in good faith with individuals to identify appropriate solutions. TEN GRAND™ will not tolerate retaliation against any individual who raises a concern, makes a complaint in good faith, participates in an investigation, or otherwise exercises rights under this policy or under applicable equal opportunity or anti-discrimination laws. Retaliation may include adverse employment actions, threats, intimidation, or any other behaviour that would discourage a reasonable person from speaking up. Any employee who engages in retaliatory conduct will be subject to appropriate corrective action, up to and including termination of employment.
All employees share responsibility for upholding this policy. Managers and leaders at TEN GRAND™ have a particular duty to model inclusive behaviour, to communicate expectations clearly, and to ensure that their teams understand and comply with our equal opportunity standards. Managers are expected to address inappropriate conduct promptly, to escalate concerns where necessary, and to support employees who raise issues in good faith. Training and guidance may be provided to help managers and employees understand their obligations and embed inclusive practices into daily work. Employees who believe they have experienced or witnessed discrimination, harassment, or retaliation are encouraged to report their concerns promptly. Concerns may be raised with a line manager, a designated HR contact, or through any other reporting channels communicated by TEN GRAND™. Reports will be handled sensitively, impartially, and, to the extent possible, confidentially. We will review and, where appropriate, investigate concerns in a timely manner and take suitable remedial or corrective action in line with our procedures and local legal requirements.
TEN GRAND™ complies with applicable employment, equality, and human rights laws in the jurisdictions where we operate. Where local law provides stronger protections than those described in this policy, we will follow the higher standard. We may adopt additional regional or country-specific guidance to reflect local legal requirements and practices, which should be read in conjunction with this global policy. We review this Equal Employment Opportunity Policy periodically to ensure it remains effective, relevant, and aligned with our values and legal obligations. We may update the policy from time to time to reflect changes in law, organisational structure, or best practice. Any material changes will be communicated through appropriate channels, and employees are expected to familiarise themselves with the current version of the policy and to act in accordance with it.
Last reviewed: 10/02/2026