ADVANCED COMMUNITIES’ (AC) ENVIRONMENTAL AND SUSTAINABILITY POLICY

Our policy is to reduce the impact of our operations on the environment. The goal is to promote sustainability and environmental awareness at all levels by:

• Complying with all applicable environmental legislation and sustainability commitments.
• Measuring and analysing the carbon footprint of our business activities in conjunction with other climate change mitigation and adaptation efforts.
• Preventing pollution and reducing consumption of resources through waste management strategies that promote waste minimisation re-use, recovery and recycling, as appropriate. 
• Incorporating energy efficiency measures into our facilities and promoting efficient energy use in all areas of business activity.
• Promoting and continuing to invest in technologies that provide alternatives to business travel.
• Adopting a procurement programme which takes into account the environmental impact of products and services and supports the purchase of sustainable products.
• Ensure our staff is aware of the environmental impacts of their work activities and encourage them through regular awareness and training to minimise those impacts.
• Pursuing a programme of continuous improvement by reviewing our Environmental Management System and related objectives and targets, policies and practices.

Social sustainability commitments:

• We value our team. We make sure that our team members enjoy their work by giving them every possible opportunity to express themselves, fulfill their potential and fit their work around the other important aspects of their lives.
• We allow flexible working by allowing our team members to choose their own place and time of work. This helps team members maintain a healthy work-life balanceAdvanced Communities Limited is registered in England and Wales (No. 6659236) with registered office at c/o WeWork, 30 Churchill Place, Canary Wharf, London E14 5RE.
• We maintain healthy relationships with our customers and accommodate their needs wherever possible.
• We use local suppliers where possible to reduce our carbon footprint and stimulate the local economy.
• We only deal with ethical organisations, who treat their staff well.
• We try to create opportunities for young talented individuals with strong ethics and help them to develop their careers by getting them involved in our work and helping to promote them.
• We use fairtrade products where appropriate.
• We comply with all equal opportunities laws and regulations.
• We actively promote the benefits of socially responsible business.

April 2024

ADVANCED COMMUNITIES’ (AC) CORPORATE SOCIAL RESPONSIBILITY POLICY STATEMENT

Our culture and values are rooted in service, integrity, and taking personal responsibility for our actions, outcomes, and reputation. We connect people with employment opportunities and make a difference in the communities in which we live and work. Given the worldwide span of our workers, clients, suppliers, and partners, we recognise the global reach of our business practices and our public accountability.

AC’s corporate social responsibility commitments are built around the following areas:

• Employees & People – We take seriously our responsibilities to protect, support, and prepare workers for successful careers, and to advocate on their behalf. Our efforts are focused on providing career opportunities and resources to the global workforce, and leading by example in areas such as workplace safety, health and wellness, diversity and inclusion, and training and development. We believe in opportunity for all and are steadfast in our commitment to equal employment opportunity, the protection of human rights, and the prevention of human trafficking.

• Ethics – we are committed to doing the right thing, conducting ourselves in a legal, ethical, and trustworthy manner, upholding our regulatory obligations, and complying with both the letter and spirit of our business policies.

• Engagement – we understand that it takes all of us working together to truly have an impact. As such, we partner with organisations in the communities where we live and work to improve lives and society as a whole – by engaging in activities such as community service, philanthropy, and support for small, minority, women, and disadvantaged businesses.

• Environment – we recognise a shared responsibility to protect our planet. Although our facilities and operations have a small ecological footprint, we reduce the environmental impact of our business through preservation, conservation, and waste reduction practices.

Underlying our corporate social responsibility program is a set of core policies that outline our approach and guide our activities:

Code of Business Conduct and Ethics – Code of Conduct provides mechanisms to prevent dishonest or unethical conduct, and fosters a culture of honesty and accountability. This policy outlines the responsibilities of our employees, including ensuring that our suppliers are aware of their obligation to conduct themselves in a legal and ethical way.

Equal Employment Opportunity – It our policy to protect the employment rights of qualified applicants and employees regardless of an individual’s race, color, sex, age, religion, national origin, genetics, sexual orientation, gender identity, disability, and/or other protected categories. We treat all employees with dignity and respect and follow all applicable laws and legislation related to labor and human rights.

We comply with all applicable laws concerning the employment of persons with disabilities. We do not discriminate against qualified individuals with disabilities in regard to application procedures, hiring, advancement, discharge, compensation, training, or other terms, conditions, and privileges of employment.

Anti-Harassment Policy – we are committed to maintaining a work environment that is free from harassment. We will not tolerate harassment of, or by, our employees.

We are individually and collectively accountable for upholding our corporate social responsibility commitments. We encourage participation across our organisation, and we will work to continually advocate on behalf of the global workforce, improve our workplaces, contribute to the communities we serve, and ensure our actions are socially, ethically, and environmentally responsible.

April 2024

ADVANCED COMMUNITIES’ (AC) EQUALITY, DIVERSITY AND INCLUSION POLICY STATEMENT

Advanced Communities is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination. The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best. The organisation is also committed against unlawful discrimination of customers or the public.

This policy’s purpose is to:

1. Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time.

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 color, 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 discipline
• dismissal
• redundancy
• leave for parents
• requests for flexible working
• selection for employment, promotion, training or other developmental opportunities

The organisation commits to:

1. Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense.

2. Create 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, 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 and/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 being 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, 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.

Our disciplinary and grievance procedures

Details of the organisation’s grievance and disciplinary policies and procedures can be found on Confluence. This includes with whom an employee should raise a grievance – usually their line Manager.

Use of the organisation’s grievance or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.

April 2024