We are committed to reducing our environmental impact and continually improving our environmental performance as an integral part of our business strategy.

Our employee background check policy refers to our guidelines for investigating our job candidates’ backgrounds as part of our hiring process.

This policy applies to anyone working on behalf of Stanley Group, including senior managers and the board of trustees, paid staff, volunteers, sessional workers, agency staff and students.

The Stanley Group Foundation aims to provide an environment for volunteer mentors to broaden their skills, gain experience or to apply their existing skills and abilities.

It is only with the support of our volunteer mentors that we can provide our mentoring programme and as with all our volunteers they significantly enhance the capacity of our services and provide us with increased skills, enthusiasm
and drive.

This policy sets out the obligations and expectations on employees of Stanley Group including
contractors and temporary staff, who use the Company’s IT facilities.

These facilities are
provided to assist with day to day work. It is important that they are used responsibly, are not
abused, and that individuals understand the legal, professional and ethical obligations that apply to them.

Stanley Group believes that consideration of the health, safety and welfare of staff is an integral part of the management process.

The provision of the Health and Safety at Work etc Act, associated Codes of Practice and other relevant Directives will be adopted as required standards within the Company.

Modern slavery is a heinous crime and a morally reprehensible act that deprives a person's liberty and dignity for another person's gain.
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At Stanley Group, we have a zero-tolerance approach to modern slavery and we are fully committed to preventing slavery and human trafficking in our operations and supply chains.

Recent changes to IR35 legislation have increased the importance of ensuring we comply with our obligations as a business engaging with contractors and other service providers.

Stanley Group takes a zero-tolerance policy on tax evasion of any form.

Tax evasion involves the deliberate and dishonest use of illegal practices in order not to pay the right amount of tax. This could include not reporting all of your income, deliberately not filing an accurate tax return, hiding beneficial ownership and taxable assets from HMRC or diverting funds to hide income from local taxation authorities.

Our aim is that our workforce will be truly representative of all sections of society and each employee feels respected and able to give of their best.

This purpose of this policy is to set out the principles, criteria and processes that govern how the Stanley Group Foundation makes grants.

It complements the Gift Acceptance Policy, which defines the basis on which the Foundation accepts donations into funds.

The Code of Conduct is our guide. It directs the culture of integrity, respect for people, and transparency that we nurture at Stanley Group.

It is a code that underpins our culture as an impact-driven, ethical company. It is the Code that we all sign up to when we start working with any of the Stanley Group companies as staff, consultants or partners.

And it’s the Code that helps us to live by the corporate values that drive our day-to-day life: partnership, resourcefulness and creativity.

The aim of the Stanley Group Disciplinary Policy is to help and encourage employees to
improve, achieve and maintain standards of conduct, attendance and job performance.

It also enables management to deal effectively with those employees who do not comply with the
Company standards of conduct, attendance and performance in the workplace.

Equally, the policy and procedure are designed in a manner which is non-discriminatory, and which is fair, consistent and effective. It must also be applied in a timely manner and without undue delay.

Stanley Group expects its Employees (including temporary, agency, interim, contractor or consultant staff, hereafter referred to collectively as “Employees” or “Employee”) to be scrupulously impartial and honest in all affairs relating to the Company and their job within it.

All employees bear a responsibility to act as ambassadors for the Company in terms of their general conduct both within and outside the organisation.

Our Employee Development company policy refers to the company’s learning and development programs and
activities.

In the modern competitive environment, employees need to replenish their knowledge and acquire new skills to do their jobs better. This will benefit both them and the company.

We want them to feel confident about improving
efficiency and productivity, as well as finding new ways towards personal development and success.

The Stanley Group has a responsibility for knowing, to the best of its ability, what conflicts
might exist, and to manage, reduce, or eliminate those conflicts.

We take your privacy very seriously and we ask that you read this privacy notice carefully as it contains important information on who we are, how and why we collect, store, use and share personal data, your rights in relation to your personal data and on how to contact us and supervisory authorities in the event you have a question, concern or complaint.

One of the most useful cases where whistleblowing has an impact is in raising allegations of organisational fraud and misconduct. Having safe channels for whistleblowers is one of the most effective aspects of any organisation’s success and integrity.