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The Recruitment Co. places people at the very heart of our business and therefore it is essential that our focus upon Equality, Diversity and Inclusion (EDI) is a central part of the organisation we are striving to become. We are commiting to taking action that exceeds any legal obligation to tackle discrimination, because we recognise the value and positive impact a diverse workforce has on our business, clients and colleagues. We believe that everyone should be treated fairly and supported to be their true selves as we know this means they will be at their best and do their best. In the context of the workplace, the definitions that we work to are:Our EDI Strategy sets out our approach to Equality, Diversity and Inclusion, and outlines the goals, objectives and commitments we are making over the next two years. We recognise that our strategy needs to be a living document so we can positively adapt to the changing needs of our people and business. As such, we endeavour to listen, learn and act accordingly; and with the strong commitment from our leadership team, who will lead by example, we look forward to learning and growing together throughout our EDI journey.INTRODUCTIONDiversity is the ability of organisations to attract and retain talent with diverse backgrounds, views, and approaches.Equality is the foundation, where everyone employed by or seeking employment with an organisation has equality of opportunity.Inclusion is when organisations actively involve staff in participating in the activities and decisions that shape the organisation.ALWAYS IN GOOD COMPANY

The leadership team and I are passionate about a work environment that is inclusive to everyone and firmly believe in the power of diversity and the abilities of individuals from multiple backgrounds coming together to create a stronger whole which will help meet our business goals.This EDI strategy has been developed to further support the coming together of our two businesses, Cordant People and Premiere People, to form The Recruitment Co. We want to ensure that all colleagues feel a sense of belonging to our brand by establishing a place in which everyone is safe to be their authentic selves and reach their potential, so that innovation and productivity can thrive, and in turn grow our business for the better, both culturally and commercially.Through our paid partnership with the Employers Network for Equality & Inclusion (ENEI), we have shown that improving EDI is a priority for our business. The completion of the Talent Inclusion & Diversity Evaluation (TIDE) assessment, has provided valuable information about The Recruitment Co’s current performance in respect of EDI, enabling us to put together an action plan to bring about positive change in this area. This strategy provides us with a road map to create an inclusive workplace for all, and in order to help us attain this we rely on the commitment of every employee to understand what we are aiming to achieve, work together and be open to change.I am grateful for the talent and contributions each person makes to the Recruitment Co. Each and every colleague has an important role to play in developing our winning culture and along with the entire leadership team, that’s a culture I’m committed to uphold and protect.I believe businesses need to play a leading role in promoting diversity and inclusion. I am excited to share our vision and action plan of how we can strengthen our people, service and purpose over the coming years, ensuring everyone is “always in good company”.A MESSAGE FROMOUR MDALWAYS IN GOOD COMPANYDarren Roscoe

To have a respectful and inclusive workplace that enables us to attract and retain a diverse workforce, representative of our customers and community. Moreover we want to be an ally for change and recognised as an organisation that promotes best practice in EDI.VISIONALWAYS IN GOOD COMPANY

Sustainability and AccountabilityIdentify and breakdown systemic barriers to full inclusion by embedding equality, diversity and inclusion in policies and practices and equipping leaders with the ability to manage diversity and be accountable for the results.Workforce DiversityRecruit from a diverse, qualified group of candidates to increase diversity of thinking and perspective.Workplace InclusionFoster a culture that values and represents a diverse employee demographic as well as encouraging collaboration, flexibility and fairness to enable all employees to contribute to their potential and increase retention.The strategy is a two-year plan to help us achieve our business and people objectives. It provides a shared direction and commitment from the organisation as we aim to meet three key goals. It identifies priorities and actions that will be taken, outlines roles and responsibilities and indicates how we will track progress and measure success.GOALSALWAYS IN GOOD COMPANY

GOAL OBJECTIVE ACTIONS TIMEFRAME ACCOUNTABILITY MEASURING SUCCESSWorkforce DiversityRecruit from a diverse, qualified group of candidates to increase diversity of thinking and perspective1. Equal opportunities monitoring data to be captured and measured for the salaried employee populationQ3 2022/23 Human Resources Collation and analysis of equal opportunities monitoring dataPositive increase in the diversity of our workforce and representation across different characteristicsAll employees responsible for recruitment to attend unconscious bias and inclusive recruitment training2. Equal opportunities monitoring data to be captured for all candidates who apply for salaried positions Q3 2022/23 Human Resources3. Standard job role profiles and job role advertisements to be reviewed to ensure removal of any barriers to inclusionQ2 2022/23 Human ResourcesSenior Leadership Team4. Provide training to all recruiters in respect of unconscious bias awareness Q2 2022/23 Learning & DevelopmentSenior Leadership Team5. Analysis of equal opportunities monitoring data to inform future recruitment and people strategiesQ3 2023/24 Human ResourcesWorkplace InclusionFoster a culture that values and represents a diverse employee demographic as well as encouraging collaboration, flexibility and fairness to enable all employees achieve their potential and increase retention1. Provide inclusive leadership training for all managers Q4 2022/23 Learning & DevelopmentSenior Leadership TeamAll managers to attend inclusive leadership trainingDelivery of planned inclusion events 2. Continue to develop and further establish a calendar of inclusion events to build awareness, celebrate and promote equality, diversity and inclusion throughout the year Ongoing Human ResourcesMarketingSenior Leadership TeamLearning & DevelopmentSustainability & AccountabilityIdentify and breakdown systemic barriers to full inclusion by embedding equality, diversity and inclusion in policies and practices and equipping leaders with the ability to manage diversity and be accountable for the results1. Review policies and practices to identify and remove systematic barriers to inclusion Q2 2022/23 Human Resources Suite of inclusive policies & practicesPresentation of Diversity & Inclusion related MI at Senior Team Meetings and investment Board Meetingsincrease in TIDE score2. Introduce the publication of diversity and inclusion metrics within the management information supplied regularly to our leadership team and executive/investment boardQ3 2022/23 Human Resources3. Repeat TIDE assessment annually Q1 2023/24 Human ResourcesPLANALWAYS IN GOOD COMPANY

Individual behaviours, attitudes and mindsets have an impact on the lives of others and help shape our workplace. Therefore, all employees have the responsibility to maintain an environment that is safe, respectful and productive. Everyone has the right to be treated fairly within the workplace in an environment that recognises and accepts equality & diversity.We can all contribute by participating in workplace equality, diversity and inclusion activities and opportunities and complying with all anti-discrimination and workplace diversity legislation.Managers can contribute by displaying a positive commitment to workplace equality, diversity and inclusion, being role models, fostering an inclusive workplace culture, dealing quickly and effectively with inappropriate behaviour and participating in diversity training and encouraging team members to attend.The success of the strategy is dependent upon the support of everyone in the Recruitment Co.ROLES & RESPONSIBILITIESALWAYS IN GOOD COMPANY

Audience Key Messages Communication ChannelSalaried Colleagues EDI strategy/vision, CEO commitmentProgramme of celebrations/eventsObjectivesIndividual responsibilitiesProgressEmails from CEO/Managing Director/SMTColleague Communicator HubMonthly Collaborator CallHR ZoneInternal Events Onboarding/New hire DocumentationTrainingTemporary Colleagues EDI strategy/ vision, specific objectives,CEO testimonial/ commitmentEmailSocial MediaCandidates EDI strategy/ vision, specific objectives,CEO testimonial/ commitmentSocial MediaWebsite Blogs About Us Pages on Associate WebsitesWord of MouthCustomers Partnered with ENEI to develop and progress our diversity, equality, and inclusion programmes and initiatives within the businessEDI strategy/visionInclusive recruitment training - naturally benefit their business and workforce TendersMonthly NewsletterSocial MediaBrand Website Word of MouthCOMMUNICATIONPLANALWAYS IN GOOD COMPANY

The effectiveness and achievement of our goals for EDI will be reviewed regularly and reported on a quarterly basis. The report will be provided to the executive board and the leadership team.The review will focus on the implementation of the actions, the progress made and successes. It will also identify anyadjustments required to improve effectiveness.The TIDE assessment will be completed annually to assess our performance in respect of EDI, the impact of any objectives implemented during the period and to hold ourselves accountable for continuous improvement. The outcome of the evaluation and review will guide the development of further action plans.EVALUATION METHODOLOGYALWAYS IN GOOD COMPANY