Equality and diversity.

Version 1 · Approved by the directors of AMS Administration Ltd on 1 September 2026 · Next review 1 September 2027

1. Our commitment

1. 1.1

   Roberts Crawford is committed to equality of opportunity and to an inclusive working environment, free from discrimination, harassment and victimisation.

2. 1.2

   The music and creative industries rely on people from every background. We want our clients, our people and the people we deal with on our clients’ behalf to be treated with equal respect.

2. Scope

1. 2.1

   This policy applies to directors, employees, consultants, contractors and anyone else working for or with Roberts Crawford, and to how we treat clients, applicants, suppliers and third parties.

3. The law

1. 3.1

   This policy is founded on the Equality Act 2010. We do not discriminate on the grounds of any protected characteristic: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality and ethnic or national origin), religion or belief (including lack of belief), sex and sexual orientation.

2. 3.2

   We do not tolerate direct or indirect discrimination, discrimination arising from disability, associative or perceptive discrimination, harassment or victimisation.

4. Clients and the public

1. 4.1

   We make our services accessible to everyone. Where a client or enquirer needs information in another format, more time, or a different way of communicating, we will make reasonable adjustments at no extra cost.

2. 4.2

   We will not accept instructions to act in a way that discriminates unlawfully against any person.

5. Recruitment and working with us

1. 5.1

   Recruitment, engagement, pay, training and progression decisions are made on merit, using objective criteria related to the role.

2. 5.2

   We make reasonable adjustments for disabled applicants, directors, staff and consultants, and we consider flexible working requests fairly.

6. Responsibilities

1. 6.1

   The directors are responsible for this policy and for leading by example.

2. 6.2

   Everyone working for or with us is responsible for treating others fairly and for challenging or reporting discrimination, harassment or bullying when they see it.

7. Raising a concern

1. 7.1

   Anyone who believes they have been treated unfairly can raise it with any director or through our complaints procedure. Concerns are handled in confidence and nobody will be treated less favourably for raising one in good faith.

2. 7.2

   A breach of this policy by anyone working for us may lead to disciplinary action or the end of their engagement.

8. Review

1. 8.1

   This policy is reviewed at least every two years, or sooner if the law or our business changes.