Version 1.1, 16 September 2024

1.1 Our Commitment

TP ICAP is Committed to Equal Opportunity and the Prevention of Discrimination and Harassment

1.1.1. Promoting Equality and Diversity

The TP ICAP Group is committed to promoting Equality and Diversity, encouraging a culture that actively values difference. We recognise that employees from diverse backgrounds and experiences bring valuable insights to the work environment, enhancing our operations. TP ICAP’s goal is to create a positive, cohesive and inclusive culture, where diversity is valued, respected, and built upon. We aim to recruit and retain a diverse workforce that reflects the global markets in which we operate.

1.1.2. Prohibition Against Discrimination

TP ICAP is committed to ensuring that it does not directly or indirectly discriminate against employees, ex-employees, or candidates based on any protected characteristics - whether actual, perceived, or associative - or through personal relationships. We will not tolerate any unlawful discrimination by our employees, nor will we tolerate favouritism based on personal relationships (anti nepotism).

Prohibited Harassment

1.1.4. Ensuring a Harassment-Free Environment 

TP ICAP is also committed to respecting ensuring that the backgrounds, beliefs, and cultures of all its eEmployees are respected and to and ensuring that the working environment is free from discrimination, harassment, bullying or any other conduct which causes an Employee’s suffering. We are The Group also is committeddedicated to encouraging diversity amongst our its current workforce and candidates. 

Controls to Prevent Discrimination and Harassment

1.1.5. Protective Measures

TP ICAP operates a number of controls to protect employees from discrimination:

• We recognise that employees, ex-employees, or candidates subjected to discrimination, harassment or bullying are vulnerable and may be reluctant, or afraid, to raise the issue. We encourages anyone who believes they have been subjected to any form of discrimination, harassment, or bullying to report this to the local or regional HR function (for employees, in accordance with the local Grievance Policy).
  Similarly, any Employee who observes conduct which they believe, in good faith, would reasonably be regarded as discrimination, harassment, or bullying, is encouraged to report it to their local or regional HR function. 
• We appropriate training, development, and support to employees involved in line manager activities

For more information on harassment in the workplace, please visit the GOV.UK definition of harassment in the workplace.

Inclusion

1.1.6. Promoting Diversity and Inclusion

In addition to formal controls and processes TP ICAP is committed to promoting diversity and inclusion across the company. We have developed an employee-led networking forum called “Connect”, tasked with promoting and celebrating diversity across the company. This includes hosting events, co-ordinating training and development, and networking to ensure any employee, from any background, feels supported in the working environment.