1.PURPOSE
This document describes Scorp Group Ltd's systematic management approach to prevent, detect, and remedy discrimination in all its forms throughout its operations and business relationships. Scorp Group is committed to ensuring that all individuals are treated with dignity and respect, and that no person is subject to unfair treatment on the basis of:
This process aligns with the following international frameworks:
2.SCOPE
This process applies to:
3.PROCESS DESCRIPTION
STEP 1 — POLICY COMMITMENT AND GOVERNANCE
1.1 Scorp Group maintains a publicly available Non-Discrimination and Equal Opportunity Policy, approved by the Board of Directors and reviewed annually.
1.2 The CHRO holds executive accountability. Each Business Unit Head is responsible for implementation within their function.
1.3 Non-discrimination and diversity KPIs are included in senior leadership performance management frameworks.
Reference: UNGP Principle 16; GRI 2-23; ILO C111.
STEP 2 — NON-DISCRIMINATORY RECRUITMENT AND SELECTION
2.1 All job postings use inclusive, gender-neutral language and are reviewed by HR prior to publication.
2.2 Structured, competency-based interview processes are used to minimise unconscious bias. Interview panels are required to include gender diversity where possible.
2.3 Shortlisting and selection criteria are documented and applied consistently to all candidates.
2.4 Background checks are only conducted where legally required and are proportionate to the role. No questions regarding protected characteristics (e.g. pregnancy, religion, age) are asked during recruitment.
2.5 Scorp Group actively recruits from underrepresented groups through targeted outreach to diverse talent pipelines.
Reference: ILO C111 Article 1; ISO 30415:2021; OECD Guidelines Chapter V.
STEP 3 — EQUAL PAY AND COMPENSATION REVIEW
3.1 Scorp Group conducts an annual Equal Pay Audit to identify and address gender pay gaps and disparities across protected characteristics.
3.2 Compensation bands are established based on role level, skills, experience, and market data — not on the personal characteristics of the individual.
3.3 Results of the Equal Pay Audit are reviewed by the CHRO and PSRC, and corrective actions are implemented within 90 days of identification.
3.4 Pay gap data is disclosed in Scorp Group's Annual Human Rights & Sustainability Report, aligned with GRI 405-2.
Reference: ILO C100; CEDAW Article 11; GRI 405-2.
STEP 4 — TRAINING AND AWARENESS
4.1 All employees complete mandatory anti-discrimination and unconscious bias training upon joining Scorp Group and at minimum every two years thereafter.
4.2 Line managers receive enhanced training on inclusive leadership, fair performance management, and handling discrimination complaints.
4.3 Training completion rates are tracked as a KPI (target: 100% of employees within 12 months of hire).
Reference: OECD Guidelines Chapter V §5; ISO 30415:2021 §8.
STEP 5 — COMPLAINT HANDLING AND INVESTIGATION
5.1 Any employee who believes they have been subjected to discrimination may raise a complaint through:
5.2 All discrimination complaints are investigated by a trained HR representative (independent of the line manager involved) within 10 working days of receipt.
5.3 Outcomes of investigations are documented. Substantiated complaints result in disciplinary action proportionate to the severity of the conduct, up to and including termination of employment.
5.4 No employee will face retaliation for raising a discrimination complaint in good faith.
Reference: UNGP Principle 29; GRI 406-1.
STEP 6 — MONITORING AND REPORTING
6.1 Scorp Group tracks the following non-discrimination KPIs:
6.2 KPIs are reported quarterly to the CHRO and annually in the Human Rights & Sustainability Report, aligned with GRI 406-1 and GRI 405.
6.3 Supplier non-discrimination compliance is assessed via SAQ and third-party audits.
Reference: GRI 406-1; GRI 405; UNGP Principle 20.