oboloo Equality, Diversity and Inclusion Policy

1Commitment

1.1oboloo Limited is committed to equality of opportunity, to a diverse team and to a working environment where everyone is treated with dignity and respect. We do not tolerate discrimination, harassment, bullying or victimisation in any form.

1.2Diversity makes us better at what we do. Our customers and their suppliers span sectors, countries and cultures, and our platform is used in 18 languages. A team that reflects that range builds a better product.

2Scope

2.1This policy applies to everyone who works for oboloo, whether as an employee, director, contractor, freelancer or intern, and to everyone who applies to. It covers recruitment, pay, terms of engagement, allocation of work, training, promotion, conduct and the ending of an engagement.

2.2It also governs how we treat our customers, their users, suppliers, Supplier Portal users, affiliates and partners, and how we expect them to treat our people and each other when using our services.

3Legal framework

3.1We comply with the Equality Act 2010 and will not discriminate on the grounds of the nine protected characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality and ethnic or national origin), religion or belief, sex, and sexual orientation.

3.2This includes direct and indirect discrimination, discrimination arising from disability, failure to make reasonable adjustments, harassment and victimisation, as those terms are defined in the Act.

3.3Where we engage people or serve customers outside the United Kingdom we also comply with the equality laws that apply there.

4Recruitment and employment

4.1Recruitment. We recruit on merit against the requirements of the role. Job descriptions describe the work, not the person. We advertise through channels that reach a wide range of candidates, use structured interviews with the same questions for every candidate, and do not ask about protected characteristics except where the law requires it or where we are asked to make an adjustment.

4.2Pay and terms. People doing the same or equivalent work are paid on the same basis. Contractors are engaged on consistent terms for consistent work. We review pay and terms for unexplained differences at least annually.

4.3Flexible working. We are remote-first and we work flexibly as a matter of course. Requests to change hours or working patterns are considered fairly, and we do not treat part-time or flexible working as a barrier to responsibility or progression.

4.4Development. Training, stretch work and promotion are offered on the basis of ability and potential. Decisions are recorded with reasons.

4.5Family and caring. We support people through pregnancy, parental leave, adoption and caring responsibilities, and nobody is disadvantaged for taking leave they are entitled to.

5Conduct, harassment and bullying

5.1Everyone is expected to treat colleagues, candidates, customers, suppliers and partners with courtesy and respect, in person, on calls, in messages and on social media.

5.2Harassment is unwanted conduct related to a protected characteristic that violates someone's dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment. Bullying is offensive, intimidating or insulting behaviour that undermines or humiliates someone. Neither is acceptable, whether or not it was intended, and a single incident can be enough.

5.3We take all reasonable steps to prevent sexual harassment of our people, including by customers, suppliers and other third parties, as the Equality Act 2010 requires. Anyone who experiences or witnesses it should raise it under section 9 and will be supported.

5.4Breaches by our people are dealt with under our disciplinary process and may lead to dismissal or the ending of a contract. Breaches by customers, suppliers or partners are dealt with under the relevant agreement and our Acceptable Use Policy, up to and including ending the relationship.

6Reasonable adjustments

6.1We make reasonable adjustments so that disabled candidates, employees and contractors are not disadvantaged, including in recruitment, equipment, software, working patterns and the way we communicate.

6.2Anyone can ask for an adjustment at any time, and does not have to disclose a diagnosis to do so. Requests are handled in confidence.

7Our product and customers

7.1We want everyone who uses oboloo to be able to use it. The platform is available in 18 languages. We follow the Web Content Accessibility Guidelines (WCAG) 2.2 at level AA as the standard for new interface work, test with keyboard navigation and screen readers, and fix accessibility defects reported to us as a priority. Accessibility feedback can be sent to support@oboloo.app.

7.2We serve customers, their users and suppliers without discrimination. The free-forever plan and oboloo Academy are open to any organisation.

7.3Supplier scorecards and sourcing scoring in oboloo are configured by our customers. We provide templates that assess suppliers on objective criteria, and our AI Features do not make decisions about suppliers or people.

8Suppliers and partners

We expect our suppliers, contractors, affiliates and partners to meet the standards in this policy in their dealings with us and on our behalf. Our onboarding questionnaire asks about equality and inclusion practices, and a serious or repeated breach is grounds for ending the relationship.

9Raising concerns

9.1Anyone who experiences or witnesses discrimination, harassment, bullying or victimisation connected with oboloo should raise it with a director, or by email to support@oboloo.app with the subject line “EDI”. Concerns from outside oboloo, including from customers, suppliers and candidates, can be raised the same way.

9.2Every concern is taken seriously, investigated promptly and handled in confidence so far as the investigation allows. Nobody will be treated less favourably for raising a concern in good faith or for supporting someone else who has.

10Monitoring and review

10.1We monitor the diversity of applicants and of our team where people choose to tell us, using anonymous and voluntary questions, and we review recruitment, pay and progression decisions for patterns at least annually.

10.2This policy is reviewed at least annually by the Board of Directors, and sooner if the law changes. Everyone who works for oboloo is briefed on it when they join and when it changes.

11Approval and version history

Approved by the Board of Directors of oboloo Limited in October 2026.