Diversity and Inclusion Policies

At Leading Edge Group, we strive to ensure that all our professional relationships are built upon a foundation of mutual respect, decency, and inclusion. We have established and maintain a safe, inclusive, and environmentally friendly working environment, both within the office and for those working remotely.

Our Beliefs that Diversity, Equality, and Inclusion (DEI) are core values underlying every stage of our professional process – from recruitment, training, and development to client liaison, collaboration, and outreach. For us, it is not simply about abiding by the letter of these values, but working to guarantee that the spirit of inclusion and mutual respect underpins everything we do.

As a company with a central focus on communication and education, we have a duty to ensure that these commitments are reflected through every channel we use. As such, we work to prevent all forms of discrimination on grounds of age, race and ethnicity, gender, religion, and sexual identity. We celebrate the vital importance of this diversity to the wider research community, and ensure that it is central to our company ethos.

DEI

Leading Edge Group is committed to fostering a culture that is inclusive of different backgrounds, perspectives, experiences, and ideas, and that is free from discrimination, harassment, and bias. We will not tolerate any form of discrimination or harassment based on race, ethnicity, national origin, religion, age, sex, sexual orientation, gender identity, gender expression, veteran status, disability, or any other characteristic protected by law.

We are dedicated to promoting diversity, equity, and inclusion in all aspects of our business, including but not limited to:

• • Recruitment, hiring, and promotion

• • Professional development and training

• • Employee engagement and retention

• • Development of products and services

• • Community outreach and partnerships

A diverse and healthy work environment in which every employee is treated fairly, is respected, and has the opportunity to contribute to the success of the company, while having the opportunity to achieve their full potential is our mission.

Weunderstand that the wide range of experiences and perspectives resulting from diversity promotes innovation and business success. Diversity management makes us creative, productive, responsive, competitive and creates value for our shareholders.

Scope

This policy applies to all current employees, including full-time and part-time, contractual, permanent, and temporary employees and also applies to job applicants.

Our Commitment 

We are opposed to all forms of unlawful and unfair discrimination. All employees, no matter whether they are part-time, full-time, or temporary, will be treated fairly and with respect. When Leading Edge Group selects candidates for employment, promotion, training, or any other benefit, it will be on the basis of their aptitude and ability.

We are opposed to any form of illegal and unfair discrimination. All employees, whether part-time, full-time, or temporary, will be treated fairly and with respect.

The Company will select candidates for employment, promotion, training, or any other benefit, it will be on the basis of their skills, abilities and merit.

Leading Edge Group is committed to:

• • Creating an environment in which the individual differences and contributions of all team members are recognised and valued.

• • Creating a working environment that promotes dignity and respect for every employee.

• • Attracting and retaining a skilled and diverse workforce that best represents the talent available in the market we are located in and where employees reside.

• • Ensuring that applicants and employees of all backgrounds are encouraged to apply for and have fair opportunity to be considered for all available roles.

• • Providing, to the greatest extent possible, universal access to safe, inclusive, and accessible premises that allow everyone to participate and work to their full potential.

• • Complying with equal opportunity and anti-discrimination legislation.

• • Not tolerating any form of intimidation, bullying, victimisation, vilification, or harassment and to take disciplinary action against those who violate this policy.

• • Providing training, development and advancement opportunities for all staff based on merit.

• • Ensuring to the greatest extent possible that all committees that Leading Edge Group organises or participates on include representation of each gender.

• • Setting measurable objectives for gender diversity which will be monitored and reviewed against the effectiveness of this policy and associated procedures.

• • Monitoring and reporting annually on diversity and inclusion performance commitments.

• • Encouraging anyone who feels they have been discriminated against, to express their concerns so that the Company can take corrective action.

• • Encouraging employees to treat everyone with dignity and respect.

• • Regularly review all our employment practices and procedures so that fairness is maintained at all times.

Management will inform all employees that an diversity policy is in operation and that they are obligated to comply with its requirements and promote fairness in the workplace.

The Company’s equality and diversity policy is fully supported by senior management and its Board of Directors. Our policy will be monitored and reviewed annually to ensure equality and diversity are continually promoted in the workplace.

Employee Responsibilities 

All employees have a responsibility to:

• • treat others with dignity and respect always.

• • raise people’s awareness of potential unconscious bias and how it could limit our capacity for inclusivity and cooperation.

• • exhibit conduct that reflects inclusion during work, at work functions on or off the work site, and at all other company-sponsored and participative events.

• • attend and complete annual diversity awareness training to enhance their knowledge to fulfill this responsibility.

Manager Responsibilities 

All managers have a responsibility to:

• • ensure that decisions pertaining to employment are made without discrimination.

• • understand their role in promoting diversity, communicating, and implementing policies and procedures effectively and working with staff to integrate the values of diversity into employment practices.

• • establish a welcoming and secure work atmosphere that promotes DEI and actions that uphold our values.

• • ensure a work atmosphere free from harassment, bullying, and discrimination.

• • consistently exhibiting inclusive leadership characteristics that value all points of view and pay attention to different viewpoints.

• • set an example of inclusive and courteous conduct in all workplace settings and activities.

• • encourage staff members to work together, offer ideas, and appreciate and pay attention to differing viewpoints.

• • build a workforce that is provided with opportunities to develop skill and experience for career advancement, learning and development.

• • Provide a confidential contact should they learn of an employee who may be a victim of discrimination, harassment, or bullying.

• • Correctly handling any additional actions that are inconsistent with this Policy, other policies, or any applicable legislation pertaining to inclusion, diversity, equity, or equal opportunity.

The CEO will lead and approve policy review, revision as appropriate and monitoring of data collected.

Compliance, Training, Review and Breach 

• • All directors, officers and employees are responsible for complying with the Company’s diversity policy and for reporting violations or alleged violations in accordance with that policy.

• • Managers and staff will receive the resources, training, and support necessary to implement this policy.

• • This policy will be reviewed on an ongoing basis to reflect changing legislation, demographics, and organisational priorities.

• • Employees who do not comply with this Policy and/or are found to have engaged in discrimination, harassment, or bullying, will be subject to appropriate disciplinary action, up to and including termination of employment.

Prohibition and Retaliation

We will not tolerate threats or acts of retaliation of any kind against any individuals because they report conduct reasonably believed to violate this Policy, or in good faith provide information in connection with a report or investigation of any such conduct.

Reporting Inappropriate Behaviour

If an employee believes that they or another individual have been subjected to conduct prohibited by this Policy, the employee is urged and expected to report the relevant facts promptly. An employee may make a report either orally or in writing.

Concerns can be raised to any member of the Company management or Human Resources Department by email or via phone through the contact number for the employee’s location, any other HR employee, or through the grievance/dispute resolution process available in the employee’s location.

We take allegations of discrimination, harassment and bullying seriously and ensure they are appropriately investigated. All reported incidents will be investigated with an effort to keep the source of the report confidential, with the disclosure of information as appropriate to facilitate the investigation or resolution of the matter.

The Company encourages employees to report in good faith any possible violation of this Policy.

Right to Terminate and Amend the Policy

The Company reserves the right to modify, suspend, change or terminate this Policy at any time, in accordance with local law. This Policy does not create any contractual rights or obligations, whether expressed or implied.

Equality Statement

Leading Edge Group is committed to creating and maintaining a diverse, equitable, and inclusive workplace for all our employees, contractors, and business partners. We believe that a diverse and inclusive environment is critical to our success as a Company and is essential to creating a culture of innovation, collaboration, and respect.

The purpose of this policy is to demonstrate Leading Edge Groups commitment to equality of opportunity for existing and potential employees, by promoting a work environment that affirms our commitment to the personal dignity and worth of each employee.

We do this by promoting a work environment that is free from discrimination.

In Ireland the legislation outlined under the Employee Equality Acts 1998 – 2015 defines discrimination as treating one person in a less favourable light than another. The 9 grounds for discrimination include: gender, marital status, family status, sexual orientation, religious belief, age, disability, race, membership of the travelling community.

In Canada, under the Canadian Human Rights Act, there are 11 grounds of discrimination: race, national or ethnic origin, colour, religion, age, sex, asexual orientation, marital status, family status, disability, a conviction for which a pardon has been granted or a record suspended.

Leading Edge Group is committed to equal opportunity for all employees and all potential employees of the Company. As such all-employment decisions will be based on qualifications, merit and ability. Any decision in relation to employment will not be influenced by any of the aforementioned areas outlined within the purpose of this policy.

Recruitment decisions will not be influenced by any of the above areas of discrimination. We will ensure that discrimination on these grounds will neither occur directly or indirectly.

To reiterate the purpose of the policy, all recruiting decisions will be based on merit, abilities and qualifications. This policy applies to training, conditions of pay, promotion and every other aspect of employment.

Employee Responsibilities 

• • Every employee of the Company has a personal responsibility for the implementation of this policy. This includes treating peers and managers with dignity and respect.

• • Employees also have a responsibility to draw the attention of management to discriminatory practices or areas where they believe individuals have been treated unfairly under the above aforementioned grounds. It is the responsibility of all managers to support and communicate this policy.

• • We encourage all managers to provide forums for employees to have open discussions in order to identify and resolve issues.

Procedure 

Any employee who feels they have been treated unfairly in any employment related decision, such as promotion, training, conditions of employment or any other area should follow the Company grievance procedure outlined in this document. All cases of discriminatory allegations will be promptly investigated.

Any individual found partaking in any form of discrimination shall be subject.

Employee Relations Policy

At Leading Edge Group we believe that our employees are our greatest asset, and we are dedicated to creating a work environment that reflects this belief. Our aim is to foster a workplace culture that prioritises mutual respect, trust, and cooperation, where every employee feels valued, appreciated, and supported.

We also place a strong emphasis on promoting diversity and equal opportunities in the workplace. Discrimination, harassment, and bullying have no place in our company, and we will take all necessary steps to prevent and address these issues.

Strong relationships between management and employees can lead to a positive and productive work environment. Therefore, we encourage our management to establish a close relationship with employees, ensuring that they are accessible and approachable to address any concerns or issues that may arise. We believe that this approach fosters a sense of mutual respect and trust between management and employees, leading to improved job satisfaction and increased productivity. By maintaining direct and frequent communication with our employees, we can better understand their needs and perspectives, making informed decisions that benefit both the company and its workforce.

To achieve this, we are committed to providing regular updates to our employees on organisational changes, business performance, and new policies. These updates will ensure that our employees are aware of any developments that may affect their work and can adjust accordingly.

We appreciate that problems arise from time to time and in such circumstances, and we encourage open and honest communication between the relevant parties. Management should maintain an “open door policy” for all employees and especially for those who may have a particular difficulty or problem associated with their working lives.

Should an employee have any difficulty outside of the workplace, Leading Edge Group would like to be seen as an approachable employer and will endeavour to help, wherever possible. In particular your manager, who is available to assist.

It is hoped that our formal grievance and disciplinary procedures will not be necessary at any stage; however, whenever informal communications are insufficient to bring about a resolution, these procedures will be implemented thoroughly and fairly to all parties concerned.