Equal Opportunities

Equal Opportunities Policy

Updated 10 March 2026

About this policy

Omos Biosciences Ltd ('we', 'us', 'our') is committed to equal opportunities for all staff, applicants, collaborators and partners.

Purpose

It is our policy that all employment and collaboration decisions are based on merit and the legitimate needs of the organisation. We do not discriminate on the basis of race, colour or nationality, ethnic or national origins, sex, gender reassignment, sexual orientation, marital or civil partner status, pregnancy or maternity, disability, religion or belief, age or any other ground on which it is or becomes unlawful to discriminate under the laws of England and Wales (referred to as Protected Characteristics).

Scope

Our commitment to equal opportunities extends to all aspects of the working relationship, including:

• Recruitment and selection
• Terms of employment, including pay, conditions and benefits
• Training, appraisals, career development and promotion
• Work practices, conduct, allocation of tasks, discipline and grievances
• Termination of employment

The principles of non-discrimination and equal opportunities also apply to how we treat visitors, clients, collaborators, suppliers and former staff members.

This is a statement of policy only and does not form part of any contract of employment. This policy may be amended at any time at our discretion.

Responsibility

Achieving an equal opportunities workplace is a collective responsibility shared between the company and all its staff. This policy applies to all staff irrespective of seniority, tenure and working hours, including employees, directors, consultants, contractors, casual or agency staff, trainees and any volunteers or interns.

The directors of Omos Biosciences Ltd have overall responsibility for this policy and for equal opportunities compliance.

All staff have a personal responsibility to treat colleagues with dignity at all times and not to discriminate against or harass others.

What is discrimination?

Direct discrimination is less favourable treatment because of a Protected Characteristic.

Indirect discrimination arises when an apparently neutral provision, criterion or practice puts individuals with a particular Protected Characteristic at a disadvantage, and this cannot be objectively justified.

Victimisation means treating a person less favourably because they have made or supported a complaint of discrimination.

Harassment is unwanted conduct related to a Protected Characteristic which has the purpose or effect of violating a person's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment.

Disability

Any staff member who considers that they may have a disability is encouraged to discuss this with a director, particularly if they experience difficulties at work, so that reasonable adjustments can be considered. Disclosure of this information will be treated in confidence so far as is reasonably practicable.

Recruitment

All recruitment decisions are made on the basis of objective, job-related criteria. We aim to advertise vacancies to a diverse audience and ensure that selection processes are fair and free from bias.

Raising concerns

If you believe you have been the victim of discrimination or have witnessed discrimination directed at others, you are encouraged to raise this with a director. Any complaint raised in good faith will be treated confidentially so far as practicable, and you will be protected from retaliation or victimisation.

Non-compliance

Any breach of this policy will be taken seriously and may result in disciplinary action. Staff should be aware that in some cases they may be personally liable for acts of discrimination.

Review

The directors will keep this policy under review and welcome suggestions for improvement.

Omos Biosciences Ltd — Registered in England and Wales
BioEscalator, Innovation Building, Old Road Campus, Roosevelt Drive, Oxford, OX3 7DQ