Equality, Diversity & Inclusion Policy

ERSG is committed to creating an inclusive, respectful, and supportive environment, where all individuals are treated with dignity and respect and are not subjected to unlawful discrimination, victimisation or harassment.

The policy covers all aspects of our operations, including but not limited to, the selection of candidates and the provision of services. It applies to all ERSG employees and workers, all candidates and seafarers we recruit or place, and all clients and vendors we engage (“You/ Your”).

OUR POLICY’S PURPOSE

This policy’s purpose is to:

1. Promote and provide equality, fairness, and respect for everyone we employ, engage, place, or work with.
2. Prevent and oppose all forms of unlawful discrimination, including discrimination based on the ‘protected characteristics’ as defined in the Equality Act 2010:

• Age
  
  
• Disability
• Gender reassignment
  
  
• Marriage and civil partnership
  
  
• Pregnancy and maternity
  
  
• Race
  
  
• Religion or belief
  
  
• Sex
  
  
• Sexual orientation

OUR COMMITMENTS

ERSG commits to:

1. Encourage equality, diversity and inclusion as we recognise the business and social value of diversity.
2. Create a safe working environment free of bullying, harassment, victimisation and unlawful discrimination. 
   
   It is Your obligation to be sensitive about the impact that You have on others and behave in a way that supports our policy when dealing with everyone that You encounter as part of Your employment or engagement with ERSG. Our policy is not designed to discourage normal social relations among colleagues
   
   
3. Ensure fair recruitment and work practices.
   
   All candidates will be assessed on merit, qualifications and ability to perform the role. We will not accept discriminatory instructions from clients, unless one of the exceptions under the Equality Act 2010 applies, such as:
   
   • positive action – to help a disadvantaged or underrepresented group;
   
   • objective justification – when an employer can prove a legitimate need for less favourable treatment;
   
   • a disability exception – to specifically recruit a disabled person without the risk of disability discrimination;
   
   • occupational requirement – recruiting someone with a certain protected characteristic to do a particular job.
   
   • If any of the above apply, ERSG will not deal further with the vacancy unless the client provides written confirmation of such genuine occupational requirement, exception, positive action or justification.
   
   
4. Ensure that career opportunities are accessible to individuals with disabilities and make every practical effort to support the needs of staff, candidates and clients.
   
   Wherever possible, ERSG will implement reasonable adjustments to hallways, passages and doorways to improve accessibility for disabled employees and workers. However, there may be situations where such adjustments are not feasible, due to practical limitations that make the changes beyond what is considered reasonable in the circumstances.
   
   
5. Recruit and retain employees and workers based solely on their skills, experience and attitude, regardless of age.
   
   We will not include age requirements in any job advertisements and encourage our clients to adopt the same approach, unless an occupational requirement exists.
   
   ERSG may request age-related information during the recruitment process for the purpose of maintaining personal records and monitoring our equal opportunities performance. However, this information will never be used as a factor in decisions relating to selection, training or promotion.
   
   
6. Ensure part-time and full-time employees and workers are treated on equal terms.
   
   Where applicable, certain benefits such as rates of pay, holiday entitlement, maternity leave, parental and domestic incident leave and access to our pension scheme will be provided on a pro-rata basis.
   
   
7. Comply with the Maritime Labour Convention 2006 (as amended) and applicable domestic maritime legislation by:
   
   • not placing seafarers under the age of 16
   • not requesting seafarers to pay fees or other charges for their potential recruitment or placement
   • not holding a list of seafarers that would prohibit them from finding employment

COMPLAINTS AND MONITORING PROCEDURES

ERSG has in place procedures for monitoring compliance with this policy and for dealing with complaints of discrimination. These are available from Abby Moore, HR Director, and will be made available immediately upon request.

If You believe you have suffered unlawful discrimination, harassment, or victimisation, please report immediately to Abby Moore, followed by a written complaint as soon as possible after the incident occurred.

Your compliant should include:

• Details of the incident
  
  
• Name(s) of the individual(s) involved and any witness(es)

ERSG will undertake a thorough investigation of the allegations.

Employees who are found by ERSG to have engaged in unlawful discrimination, harassment or victimisation, will be subject to disciplinary action, which may include dismissal. Such individuals may also be held personally liable for compensation to the person affected, in addition to any compensation payable by ERSG. There is no statutory limit on the compensation that can be awarded in discrimination cases.

Harassment can also be a criminal offence. Under the Criminal Justice Act 1994 and the Protection from Harassment Act 1997, harassment may result in significant fines and, in serious cases, imprisonment.

You must not condone or ignore discrimination, harassment, or victimisation by others. Any incident that you believe to be discriminatory should be reported immediately to Abby Moore.

Our policy applies not only at ERSG’s premises but anywhere You are working as part of Your employment or engagement with ERSG. This includes any social occasions or member meetings organised by ERSG or that You attend on behalf of ERSG.

Michael James Ryan
CEO
FOR AND ON BEHALF OF ERSG

November 2025