Meet Resources Limited

Sustainability Commitment & Diversity, Equity and Inclusion (DEI) Policy

Part 1

Sustainability Commitment

Purpose

MEET is committed to operating in an environmentally and socially responsible manner. We recognise that our business has impacts on the planet and communities, and we aim to minimise negative effects while contributing positively wherever possible.

Scope

This policy applies to all MEET's operations, including its personnel, platform development and hosting, partnerships, suppliers, and service delivery to clients and candidates.

Key Commitments

Resource Efficiency

Minimise energy consumption across our operations by using efficient technologies, optimising servers and hosting, and turning off equipment where not needed.
Monitor and reduce electricity usage in offices or remote working hubs.

Sustainable Procurement

Where possible, source goods and services from suppliers with strong environmental credentials (e.g., low-carbon, ethically certified).
Prioritise vendors who maintain responsible waste management, use recycled materials, or have schemes to reduce packaging.

Waste Reduction & Recycling

Promote paperless or low-paper operations by encouraging digital workflows.
Recycle waste in offices and encourage proper disposal of electronic waste.
Review packaging and consumables for opportunities to cut down on single-use materials.

Travel & Transport

Encourage remote meetings to reduce travel.
Where travel is necessary, favour low-carbon options (public transport, cycling, car share).
Consider offsetting or minimising the carbon footprint of travel where feasible.

Platform Sustainability

Ensure the technology and software architecture used is efficient and optimised for performance, minimising unnecessary computing waste.
Choose hosting infrastructure with commitments to renewable energy or low-carbon operations, where possible.

Awareness & Engagement

Train our team to understand environmental impacts and encourage sustainable behaviour.
Encourage clients, candidates, and partner agencies to engage in sustainable practices.

Monitoring & Improvement

Set measurable targets (e.g., reduction in power usage, reduction in paper consumption) and track progress.
Review this policy annually and update it considering new technologies, regulatory requirements, and operational changes.

Governance & Responsibility

A sustainability lead (or committee) will be appointed to oversee implementation, monitor progress, and report on performance. All employees have a responsibility to adhere to this policy and to suggest improvements.

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Part 2

Diversity, Equality & Inclusion (DEI) Policy

Purpose

MEET believes that diversity, equality, and inclusion are essential to delivering fair, effective, and innovative services. Our policy seeks to ensure that all stakeholders — employees, candidates, clients, and partner agencies — are treated with respect and have equal opportunities, regardless of background or characteristics.

Scope

This policy covers all aspects of MEET's operations: hiring and candidate accreditation, platform features, client and agency interactions, employee recruitment, training, promotion, and workplace culture.

Principles

Diversity

Recognise and value differences (e.g., in race, gender identity, disability, age, sexual orientation, religion / belief, socio-economic background). Seek to build teams and a user base that reflect the communities we serve.

Equity

Ensure that policies, processes, and practices are fair and remove barriers to opportunity. Evaluate access to roles and services so that no group is disadvantaged by structure or process.

Inclusion

Create an environment in which all voices are listened to, and where people feel welcomed and able to contribute. Promote respect, dignity, and mutual understanding across all interactions.

Commitments & Actions

Recruitment & Accreditation

Advertise roles and candidate accreditation opportunities widely, using inclusive language. Ensure selection criteria are transparent and objective. Make reasonable adjustments for candidates with disabilities or special needs.

Training & Awareness

Provide DEI training for all employees, especially those involved in hiring, platform moderation, and client/candidate interactions. Raise awareness about unconscious bias and intersectionality.

Data & Monitoring

Collect optional, anonymised demographic data from employees and candidates (e.g. on gender, disability, ethnicity, socio-economic background), respecting GDPR. Analyse this data to monitor representation and identify areas for improvement.

Accessibility

Ensure our platform is accessible (design, UI/UX, content) to people with disabilities. Maintain policies for reasonable adjustments for users/employees with specific needs.

Equal Opportunities

Maintain a zero-tolerance approach to discrimination, harassment, and bullying. Ensure everyone has access to the same development, promotion, and growth opportunities.

Inclusive Culture

Foster a workplace culture where employees and platform users feel they belong. Encourage feedback, listening sessions, and policy reviews that include voices from underrepresented groups.

Governance & Accountability

A DEI officer or champion will be assigned for oversight, reporting, and continuous improvement. We will establish measurable objectives/targets, regularly report progress internally (and externally where appropriate). DEI considerations will be embedded in all business decisions. This policy will be reviewed at least annually to ensure relevance and effectiveness.