Diversity & Inclusion
Global Policy

Information Classification: GeneralInforma is at its best and mostsuccessful when colleagues can bethemselves at work, develop theirskills and make a contribution, nomatter who they are, where they
are located and in what team theywork.
Our Diversity and Inclusion Policy
builds on a foundation of equality
and anti-discrimination legislationand outlines our commitment tocomply with legal requirements
and to endeavour to exemplify
best practice.
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Key principles
Each of us is responsible for developing and maintaining a culture of equity, dignity, inclusion and respect
throughout the organisation. All colleagues should:

Read, and act in accordance with this Diversity and Inclusion policy
Support all other colleagues, regardless of any characteristic such as race/ethnicity, age,disability, gender, gender reassignment, gender identity or expression, marital status, sexualorientation, religion/belief, pregnancy/ maternity or other characteristics protected by law
Understand and help us fulfil our legal obligations, and seek to prevent all forms of unlawfuldiscrimination, bullying or harassment
Report all forms of discrimination to HR or via Speak Up, whether witnessed or experienced,
to enable them to be dealt with promptly and effectively
Use best practice in our recruitment and employment processes to ensure that we accessand support the best range of talent and experience available to us
Ensure that our contractors, agents, suppliers and all those acting on our behalf are aware of
the content of this Policy and their own legal, regulatory and contractual obligations.

Diversity & Inclusion Policy Statement
Informa is a people business with an international reach. The ideas, energy, participation and ambition ofeach Colleague are what creates and develops our content, products and services, connects customers
and communities across the world and helps individual Brands, Divisions and the Group to grow andsucceed. To support and enable this, Informa aims to:•••

Maintain a working environment that is welcoming and stimulating, enjoyable and rewarding, andwhich combines a level of personal freedom with opportunities to participate and exchange views andideas.
Attract and retain a diverse range of talent. We recognise the value that differences bring. Having abreadth of skills and experiences is both an essential business need and, we believe, the only right
way to operate.
Act in accordance with our Guiding Principles, as set out in The Informa Constitution, and in particular
the principle that success is a partnership. This describes how we get to better answers by combining
skills and talents, joining forces and embracing ideas, wherever they come from. This broadens
perspectives, expands horizons, sparks innovation and keeps our thinking fresh.

These aims should inform all aspects of how Informa operates, from recruiting, developing, promoting andretaining colleagues, the opportunities and forums on offer, and how we go to market.

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Context
This Diversity and Inclusion Policy and the processes that support it have been implemented to create afully inclusive working environment, free from unlawful and unfair discrimination that is a barrier toequality, diversity, and inclusion.
Diversity is any dimension that can be used to differentiate groups or people from one another i.e.
anything that sets one individual apart from another.
Inclusion is actively involving every colleague’s ideas, knowledge, perspectives, approaches and styles tomaximise Informa’s ability to deliver its services and products. It means including different ideas andopinions when making key decisions or developing and generating new ideas and solutions. It isencouraging variety of thought and creating a culture that values our differences.
Colleagues should be aware that bullying and/or harassment are not necessarily always obvious orapparent to others. It can be insidious, persistent or isolated. Whichever form it takes, there is no place for
it at Informa.

Application of the Policy
Colleagues and potential colleagues should feel confident that the decisions and interactions that impact
their careers are based on relevant qualifications and merit, without regard to a characteristic such as
race/ethnicity, age, disability, gender, gender reassignment, gender identity or expression, marital status,
sexual orientation, religion/belief, pregnancy/maternity or other characteristics or statuses protected bylaw.
This applies to all employment policies and practices including those relating to:
•••••
•
•
•

Recruitment and selection
Terms and conditions of employment
Working environment
Training and development
Promotion and career progression
Flexible working
Discipline and grievance
Performance management

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Responsibility
All colleagues have a responsibility to put this policy into practice. We are each responsible for creating a
comfortable working environment, free from discrimination, harassment and bullying, where every
colleague is treated with dignity and respect.
Colleagues should take responsibility for and consider the consequences of how they behave. We should
all be considerate and professional towards each other and be mindful of how we can affect others withour actions and words.
Every colleague should actively encourage non-discriminatory practices and challenge any behaviour
which fails to comply with this policy.
Managers and Management Teams have responsibility for:•••Ensuring that colleagues complete the appropriate diversity and inclusion training
Ensuring that all processes are fairly and consistently applied to all colleagues
Ensuring that diversity and inclusion issues are considered as part of Informa’s planning processes

There is also a requirement to ensure that clients, customers, partners and suppliers are aware of thisPolicy and operate within it as appropriate.

Report & Record
Any colleague who believes they have suffered from or witnessed discrimination, bullying or harassment
should speak to a line manager, HR or Group Compliance as soon as they can, or make a report inconfidence through Speak Up.

Success is a partnership: allcolleagues should feel confident
that they are respected andincluded

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Policy Framework and Support
Policy Framework
Informa’s Code of Conduct: How We Work At Informa, provides the framework to all Informa’s GlobalPolicies, supports the achievement of an organisational culture free from unfair bias, discrimination andharassment.

Communication
This Policy will normally be available on Portal and will also be available, if requested from HR, in different
formats such as large print, audio recording, or in braille.
This Policy will be included in colleague induction and new starter processes.

Policy Review
This Policy will be reviewed at least annually to ensure it remains in line with legislation and the Group’s
organisational principles.

Policy Governance
Policy Owner:Group HR

Applicable:

This policy is mandatory for all colleagues, contractors and those with accessto Informa systems

Classification:

Internal Policy

Last updated:

January 2020

Additional info:

Please visit AllInforma on Portal for further information

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We want to know about any issues in our business, so we can take steps tomake them right.
If you see any action or behaviour that is unethical, dangerous or inappropriate,
we’re here to listen.
It could be a potential conflict of interest, a case of harassment, suspected fraud orsomething else. If you are genuinely concerned, or even if you are unsure and justwant to check, you can feel confident speaking up at Informa.

Speaking to colleagues
If you feel comfortable doing so,
speak to:Your senior leader or manager, orUsing our Speak Up service

HR, orHosted by an external third party:

Group Compliance

The service is available 24/7
in multiple languages
Go to informa.com/speak-up foryour regional phone number

Zero Retaliation
We do not tolerate retaliation in any form against
anyone who raises a genuine concern.