Equality, Diversity, Inclusion & Human Rights Policy

1.      Introduction

This Equality, Diversity, Inclusion & Human Rights Policy sets out Tradeland Group’s commitment to equal opportunity, to a workplace free from discrimination, and to respecting internationally recognized human rights, in its own operations and across its business relationships, for Tradeland Group BV and its subsidiaries (together, “Tradeland” or “the Group”).

2.      Scope

This policy applies to all employees, officers, directors, consultants, contractors, and any other person associated with Tradeland Group BV, or any of its subsidiaries, across all locations and jurisdictions in which the Group operates. It covers recruitment, compensation, promotion, training, and all other terms and conditions of employment, and it also sets out what Tradeland expects from its suppliers, customers, and other business counterparts.

3.      Definitions

• Child Labor: work performed by a person under the applicable legal minimum working age, or that is otherwise harmful to a child’s health, safety, or development.
• Forced or Compulsory Labor: any work or service exacted from a person under threat of penalty, and for which that person has not offered themselves voluntarily.
• Human Trafficking: the recruitment, transport, transfer, harbouring, or receipt of persons, by improper means, for the purpose of exploitation.

4.      Policy Statement

Tradeland is committed to providing equal opportunity in all aspects of employment, and to conducting its business in a manner that respects human rights, informed by the principles set out in the UN Guiding Principles on Business and Human Rights and the core conventions of the International Labour Organization. We do not discriminate on the basis of race, colour, gender, religion, national origin, age, disability, sexual orientation, gender identity, marital status, or any other characteristic protected by applicable law, and we do not use, and will not knowingly benefit from, child labour, forced or compulsory labour, or any form of human trafficking or modern slavery, in any jurisdiction in which we operate. We believe that a diverse, inclusive, and rights-respecting business strengthens our company and reflects the international markets in which we operate.

5.      Equal Opportunity

5.1.  Recruitment and Hiring

Hiring decisions are based on qualifications, experience, and merit.

5.2.  Compensation and Benefits

Employees performing equivalent roles receive equal pay for equal work, regardless of any protected characteristic.

5.3.  Promotion and Development

Advancement opportunities and access to training are available to all employees on an equal basis.

6.      A Workplace Free from Harassment

Tradeland does not tolerate harassment or bullying of any kind, whether related to a protected characteristic or not. This includes verbal, physical, or visual conduct that creates an intimidating, hostile, or offensive working environment.

7.      Human Rights

7.1.  Our Own Operations

We provide fair wages and working hours, respect freedom of association, and maintain safe and healthy working conditions, in line with our Health, Safety & Environment commitments.

7.2.  Our Supply Chain and Business Relationships

We expect our suppliers, contractors, and other business counterparts to uphold the same standards, as set out in our Code of Ethics for External Counterparts. Where appropriate, we carry out due diligence on business relationships to assess and address human rights risk.

8.      Responsibilities

• Management: Responsible for implementing this policy, including ensuring that recruitment, pay, and promotion decisions comply with it, and for incorporating human rights considerations into business decisions.
• Employees: Expected to treat colleagues, business partners, and customers with respect, to comply with this policy, and to report any concerns.
• Head of Compliance: Monitors adherence to this policy, including due diligence on business relationships, and handles reports of discrimination, harassment, or human rights concerns.

9.      Reporting and Whistleblowing

Anyone with a concern about discrimination, harassment, or a potential human rights violation, including within our supply chain, is encouraged to report it. Reports can be made

• directly to a manager or the Head of Compliance,
• by email to Compliance [at] tradelandgroup [dot] com,
• any employee through the anonymous Whistleblowing channel.

Any report will be treated with the utmost confidentiality. No one who reports a concern in good faith under this policy will face retaliation of any kind.

10.  Enforcement

Breaches of this policy by employees may result in disciplinary action, up to and including termination of employment or contract. Tradeland may terminate its relationship with any business counterpart that breaches the standards set out in this policy. In serious cases, legal action may be pursued.

11.  Review and Updates

Any changes to this policy will be published in this website.

This policy shall be reviewed annually to ensure compliance with updated regulations.