Equal Opportunity Policy

This policy applies to Compass IoT Pty Ltd and all of its related entities. It covers employees (full-time, part-time, fixed-term and casual), job applicants, contractors and freelancers, interns, directors and anyone acting on our behalf. It also guides how we treat customers, partners, suppliers and members of the public.

It applies wherever work happens: in the office, when working remotely, at client sites, at conferences and work events, on business travel, and in online spaces such as messaging tools, email, video calls and social media.

It covers every stage of the working relationship, including recruitment and selection, pay and benefits, training and development, promotion, performance management, flexible working, discipline, redundancy and dismissal.

We will not treat anyone less favourably because of a protected characteristic, whether they have it, are thought to have it, or are associated with someone who has it.

Our global standard covers age; disability (physical or mental, including neurodivergence and chronic illness); race, colour, ethnicity, nationality, national or ethnic origin, ancestry and place of origin; religion, belief or lack of belief; sex; sexual orientation; gender identity, gender expression and gender reassignment; intersex status; pregnancy, childbirth, breastfeeding and parental leave; marital, civil partnership or relationship status; family status and caring responsibilities; political opinion; genetic information; and military or veteran status.

This includes all nine protected characteristics under the UK Equality Act 2010, and the equivalent grounds under local law in each country we operate in.

The following conduct breaches this policy and may lead to disciplinary action, up to and including dismissal or termination of a contract.

Decisions about people are made on skills, experience, performance and potential, and are documented so they can be explained.

Recruitment. Job ads describe the role's real requirements and use inclusive language. We assess candidates against the same criteria and ask every candidate whether they need adjustments to the process. We do not ask about age, marital status, pregnancy, family plans, religion or health unless the law allows it for a genuine role requirement.

Pay and benefits. Pay is set by role, level, market and performance, and reviewed for unexplained gaps between groups. Employees are free to discuss their own pay.

Development and promotion. Training, stretch work and promotion are open to everyone eligible, including part-time and remote staff and people on parental or other leave.

Flexible working. We consider every flexible working request on its merits and give reasons if we decline.

Discipline, redundancy and dismissal. We apply consistent, fair and documented processes, and redundancy selection criteria are objective.

We make reasonable adjustments so that disabled people, pregnant workers, people with religious needs and people with caring responsibilities can apply for and do their jobs. Examples include assistive software, ergonomic equipment, changed hours, extra breaks, time off for appointments or religious observance, and alternative interview formats.

No one needs to share a diagnosis to ask for an adjustment, only what would help. Health information is kept confidential. We will only decline a request if the adjustment is not reasonable or would cause undue hardship as each country's law defines it, and we will explain why and look at alternatives.

We act to prevent harassment before it happens, not only to respond to complaints. In the United Kingdom this is a legal duty under the Equality Act 2010, and we apply the same standard everywhere we operate.

Compass IoT employees and contractors can raise a concern with their manager, our people operations team or any member of the leadership team, under our internal grievance procedure. Candidates, customers, partners and suppliers can email trust@compassiot.com with the subject line "Equal Opportunity Concern".

We look into every concern promptly and impartially, and share details only with the people who need them to deal with it. If a matter is serious or involves a conflict of interest, we may bring in an independent investigator.

Anyone can also contact an external body at any time, such as Acas or the Equality Advisory and Support Service in the United Kingdom, or the equivalent agency in their country.

Everyone at Compass IoT is responsible for treating colleagues, candidates, customers and partners fairly and with respect, and for calling out or reporting behaviour that breaches this policy.

Managers are responsible for applying this policy in hiring and day-to-day decisions, acting on concerns they see or hear about, and handling adjustment requests fairly.

Our people operations team is responsible for maintaining this policy, running training, and managing complaints and investigations.

The leadership team owns this policy, funds the training and support it needs, and is held to it like everyone else.

We may invite staff and applicants to share diversity information. Sharing is always voluntary. The information is stored separately and securely under each country's privacy law, and is only reported in aggregate to identify gaps in hiring, pay and progression.

This Equal Opportunity Policy has been approved by the Compass IoT leadership team and will be reviewed regularly to reflect changes in our operations and applicable law.