Evaheld Diversity, Inclusion and Belonging Policy

Effective date: 1 October 2026

1. Purpose

After I Go Pty Ltd trading as Evaheld ("Evaheld", "we", "us" or "our") is committed to creating a workplace where people are treated fairly, respectfully and with dignity, and where different backgrounds, experiences and perspectives are valued.

We want everyone who works with Evaheld to have an equitable opportunity to contribute, develop and succeed.

We recognise that diversity can include differences in:

age;
race, colour, ethnicity, nationality and cultural background;
sex;
gender identity and gender expression;
sexual orientation;
intersex status;
disability, including physical, intellectual, neurological and mental health-related disability;
pregnancy and breastfeeding;
marital, civil partnership or relationship status;
family and carer responsibilities;
religion, belief or creed;
political opinion where protected by law;
socio-economic background and social origin;
education and professional background;
language;
life experience;
neurodiversity;
genetic information;
citizenship or immigration status where protected by law;
military or veteran status where protected by law;
experience of family and domestic violence; and
any other characteristic protected by applicable law.

The characteristics listed in this Policy are not exhaustive.

Evaheld will comply with all additional protected characteristics, accommodation duties and equality requirements applicable in the country, state, province or territory in which a person works or applies to work.

Where local law provides greater protection than this Policy, the local law prevails.

This Policy supports Evaheld's commitment to equal opportunity, inclusion and belonging and should be read with our other workplace policies.

It does not form part of an employee's contract of employment and may be updated from time to time.

2. Our commitment

Evaheld is committed to a workplace in which:

employment decisions are based on legitimate role requirements, merit, capability, performance and business needs;
unlawful discrimination, harassment, sexual harassment, bullying, victimisation and retaliation are not tolerated;
people have fair access to recruitment, development, remuneration and advancement opportunities;
reasonable adjustments and accommodations are considered and provided where required by applicable law;
flexible working arrangements are considered fairly and in accordance with applicable workplace laws;
people can raise concerns without fear of retaliation;
different perspectives are welcomed and respectfully considered;
workplace policies, systems and decisions are reviewed for unnecessary barriers or bias; and
people working remotely or across borders receive the protections required by the laws applying to their work or employment.

3. Who this Policy applies to

This Policy applies to people working for or with Evaheld, including:

employees;
casual and temporary workers;
contractors and consultants;
directors and officers;
interns and work-experience participants;
applicants and prospective employees; and
other people participating in Evaheld workplaces or work-related activities where applicable.

The Policy applies to conduct occurring:

in the workplace;
while working remotely;
through work-related digital communications;
at meetings, conferences, training and events;
during work-related travel; and
at other work-related activities.

4. Equal opportunity and recruitment

Evaheld aims to conduct recruitment and selection fairly and consistently.

Candidates should be assessed according to factors relevant to the role, which may include:

skills;
qualifications;
experience;
capability;
demonstrated performance;
behaviours relevant to the role; and
legitimate operational requirements.

Employment decisions must not be based on an unlawful discriminatory reason.

Where practicable, we will design recruitment processes to reduce unnecessary barriers and support equitable participation.

Applicants may request reasonable adjustments or accommodations to participate in recruitment or selection processes.

5. Reasonable adjustments and accommodations

Evaheld supports reasonable adjustments and accommodations where required by applicable law.

Depending on the jurisdiction and circumstances, this may include adjustments related to:

disability;
pregnancy;
religion or belief;
family or caring responsibilities; and
other circumstances protected by applicable law.

Adjustments or accommodations may include changes to:

recruitment processes;
work equipment or technology;
work processes;
working hours;
communication methods;
physical or digital work environments;
leave or scheduling arrangements; or
other working arrangements that reduce unnecessary barriers.

Reasonable adjustments and accommodations are intended to enable equitable participation in work.

Requests will be considered individually and, where appropriate, in consultation with the person making the request.

Information concerning disability, health, pregnancy, religion or adjustment requirements will be handled sensitively and in accordance with applicable privacy laws.

6. Flexible working

Evaheld recognises that flexibility can support an inclusive workplace.

Depending on the role, circumstances and applicable law, flexible working arrangements may include changes to:

working hours;
start and finish times;
patterns of work;
work location;
remote-working arrangements; or
other agreed working practices.

Evaheld will consider eligible requests genuinely and fairly, having regard to individual circumstances, role requirements, applicable legal obligations and reasonable business needs.

Nothing in this Policy limits a statutory right to request or receive flexible working arrangements.

7. Pay, performance and progression

Evaheld aims to ensure that remuneration, performance assessment and career-development processes are applied fairly.

We will seek to:

base remuneration decisions on legitimate factors such as role responsibilities, experience, performance, skills and market considerations;
avoid unlawful pay discrimination;
monitor for unjustified disparities where appropriate;
apply performance expectations consistently;
provide reasonable clarity about performance expectations;
make development and advancement opportunities accessible on a fair basis; and
identify and address systemic barriers that may unfairly affect particular groups.

Promotion or advancement decisions should be based on legitimate merit and organisational requirements rather than stereotypes or assumptions about a person's identity, background or circumstances.

8. Respectful workplace conduct

Everyone covered by this Policy is expected to:

treat colleagues and others with dignity and respect;
communicate professionally;
avoid discriminatory, harassing, intimidating or humiliating conduct;
respect reasonable personal boundaries;
avoid stereotypes or assumptions about people based on personal characteristics;
support an inclusive environment;
respect confidentiality and privacy; and
raise concerns appropriately where they observe conduct inconsistent with this Policy.

Differences of opinion are not, by themselves, inappropriate.

Evaheld encourages respectful disagreement and constructive debate.

Inclusion does not require people to hold identical views.

9. Discrimination, harassment, bullying and victimisation

Evaheld does not tolerate unlawful:

direct or indirect discrimination;
harassment;
sexual harassment;
bullying;
victimisation;
vilification where prohibited by law; or
retaliation.

This includes conduct directed at a person because of an attribute protected under applicable law.

It also includes retaliation against a person because they:

raised a concern;
made or proposed to make a complaint;
participated in an investigation;
supported another person who raised a concern; or
exercised a workplace right.

Concerns will be addressed in accordance with applicable Evaheld policies and legal obligations.

10. Privacy and voluntary disclosure

Employees and applicants are not expected to disclose personal information about their identity, health, disability, family circumstances, beliefs or background unless:

they choose to do so;
the information is reasonably required for employment or workplace administration;
the information is needed to consider an adjustment, accommodation or entitlement; or
disclosure is required by law.

Where Evaheld collects diversity or demographic information for legitimate workforce analysis, participation should be voluntary unless collection is legally required.

Such information will be handled appropriately, sensitively and in accordance with applicable privacy requirements.

11. Leadership and management responsibilities

Managers and leaders have additional responsibility for supporting this Policy.

They are expected to:

model respectful and inclusive behaviour;
make employment decisions fairly;
respond appropriately to requests for adjustments, accommodations or flexibility;
take concerns seriously;
avoid retaliation against people who raise issues;
challenge inappropriate conduct where appropriate;
consider whether workplace systems create unnecessary barriers; and
escalate serious concerns through appropriate channels.

Diversity and inclusion are shared responsibilities, but leadership behaviour is particularly important in setting workplace standards.

12. Our approach to diversity and inclusion

Evaheld may take reasonable steps to improve diversity, accessibility, inclusion and belonging, including:

reviewing recruitment and selection practices;
reviewing remuneration and progression processes;
monitoring relevant workforce information where lawful and appropriate;
reviewing policies and processes for unnecessary barriers or bias;
improving accessibility;
seeking workforce feedback;
supporting appropriate learning and development;
identifying barriers to progression or participation; and
setting measurable objectives where useful and appropriate.

Any diversity or inclusion initiative will be designed and implemented consistently with applicable discrimination, employment, privacy and equal-opportunity laws.

13. Raising a concern

We encourage people to raise concerns about conduct that may be inconsistent with this Policy.

Depending on the circumstances, you may raise a concern with:

your manager or supervisor;
another appropriate manager;
a director or authorised workplace contact; or
[email protected].

You do not have to raise a concern directly with a person whose conduct is causing the issue if you are uncomfortable doing so.

Concerns will be handled as sensitively and confidentially as reasonably practicable.

Evaheld will seek to respond fairly, promptly and proportionately, taking into account the seriousness of the issue, applicable law and any relevant workplace procedures.

No person should be subjected to retaliation for raising a genuine concern or participating in a workplace process.

14. Breaches of this Policy

Conduct inconsistent with this Policy may result in appropriate action.

Depending on the circumstances and the person's relationship with Evaheld, this may include:

guidance or counselling;
training;
changes to workplace arrangements;
formal performance or disciplinary action;
termination of employment or engagement where justified; or
other appropriate action.

Any action will be taken consistently with applicable law, contractual obligations and procedural fairness.

15. Global application and local law

Evaheld operates across jurisdictions and may engage people who work remotely or internationally.

This Policy establishes Evaheld's minimum global standard.

Where the law applying in a person's country, state, province or territory provides stronger protections, additional protected attributes, broader accommodation duties, greater procedural rights or other mandatory requirements, those local protections apply.

Nothing in this Policy is intended to reduce a person's statutory rights.

16. Review

Evaheld will review this Policy periodically and may update it to reflect changes in:

law;
workplace practices;
organisational structure;
workforce feedback; or
Evaheld's operations.

We encourage employees and other workers to provide feedback about how Evaheld can improve diversity, accessibility, inclusion and belonging.

17. Contact

Questions, feedback or concerns relating to this Policy may be directed to:

After I Go Pty Ltd trading as Evaheld
608 Harris Street
Ultimo NSW 2007
Australia

Email: [email protected]