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Equal Opportunities Policy

Effective from 30th July 2026

Introduction

WOW Media UK Ltd is committed to treating all employees and job applicants equally. No employee or potential employee will receive less favourable treatment on the grounds of disability, race, colour, nationality, ethnic origin, sex, gender reassignment, pregnancy and maternity, sexual orientation, marital or civil partnership status, age, religion or belief, or be disadvantaged by any condition or requirement that cannot be justified on operational grounds.

Principles

  • These principles apply equally to all employees.
  • There should be no discrimination on the basis of any protected characteristic listed above.
  • Recruitment, training, development, and promotion decisions are made on the basis of merit and ability.
  • This policy does not prevent the Company from providing benefits by reference to marital or civil partnership status.
  • All staff have personal responsibility for the practical application of this policy.
  • Anyone involved in recruitment, selection, promotion, or training has a particular responsibility for applying this policy, and may require additional training to support this.
  • Where appropriate, the Company will consider reasonable adjustments to support employees — including flexible hours or remote working arrangements — where these would help remove a disadvantage related to a protected characteristic, such as disability.
  • Any employee who believes they have been discriminated against may raise this through the Company's grievance procedure.
  • Any employee found to have committed an act of unlawful discrimination may face disciplinary action.
  • Harassment or bullying on the grounds of any protected characteristic, or for any other reason, will be treated as gross misconduct. Harassment is any unwanted conduct which violates a person's dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment, or is intended to have that effect.
  • Any questions or concerns about the application of this policy should be raised with Matt Lovett.

Review

This is a live policy document maintained in the wiki portal — always refer to the current version.