People

All Staff must be treated with dignity and respect, free from harassment or other forms of bullying at work and out of the workplace, such as on business trips or at work-related events or social functions.

CMC does not tolerate harassment and bullying in any form. In certain circumstances such actions may also amount to unlawful discrimination, such as discrimination on grounds of gender, sexual orientation, marital or civil partner status, gender reassignment, race, colour, nationality, ethnic or national origin, religion or belief, disability or age. Employees may also, in some cases, be held legally liable for harassing their colleagues or third parties (including Customers) and may be ordered to pay compensation by a court or employment tribunal.

CMC Markets Plc and all its subsidiaries, is committed to promoting equal opportunities in employment. CMC Markets’ Staff and job applicants will receive equal treatment regardless of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation (Protected Characteristics). Our internal policy sets out our approach to equal opportunities and the avoidance of discrimination at work. It applies to all aspects of employment with us, including recruitment, pay and conditions, training, appraisals, promotion, conduct at work, disciplinary and grievance procedures, and termination of employment.

Our Group Equal Opportunities policy is supported by specific elements within several other key policies and procedures as follows:

Group Grievance Procedure - we believe that all employees should be treated fairly and with respect. A grievance is a complaint by an employee about an issue that arises out of the employment relationship. This procedure applies to all employees regardless of length of service. Issues that may cause grievances include:

Terms and conditions of employment; health and safety; work relations; bullying and harassment; new working practices; working environment; organisational change; and discrimination.

We recognise that a formal grievance procedure can be a stressful and upsetting experience for all parties involved. Everyone involved in the process is entitled to be treated calmly and with respect.

Our aim is to deal with grievances sensitively and with due respect for the privacy of any individuals involved. All employees must treat as confidential any information communicated to them in connection with any grievance.

Group Diversity and Inclusion Statement and Policy - in line with CMC’s Diversity and Inclusion Statement CMC Markets plc and all its subsidiaries, associated entities and branch offices, is committed to creating an environment that ensures people are treated fairly and with dignity and respect in all dealings. We firmly believe that fostering a diverse and inclusive organisation creates stronger foundations, a more engaged workforce and in turn enables greater connections with our clients and the wider market in which we operate.

Our Group Diversity & Inclusion policy applies to all persons working for, or on behalf of, CMC Markets plc or any of its subsidiaries (“CMC”) in any capacity, including each director, senior officer, employee (fixed term and permanent), contractor, worker (including agency worker) and intern/trainee. This also applies to Staff who work offsite, e.g. where the workplace is not under the control or management of CMC. Our values are applied in the context of all aspects of the Staff cycle. It also applies outside of work when socialising with colleagues, attending work related events and when representing the Company externally.

CMC Markets recognise that people are the most important asset and have the potential to differentiate us from our competitors. We are therefore committed to promoting a culture that actively values difference and recognises that every member of Staff has the right to be treated with dignity and respect in a culture which is free from discrimination, bullying, harassment and victimisation. We provide equal employment and working opportunities for all our Staff and we want to continue to develop this culture to create a working environment that allows us to attract, develop and retain high calibre candidates. Our focus is to ensure that all Staff understand the importance of equality and diversity, and to outline the role in which we have in cultivating inclusive and diverse working conditions.

We operate a zero tolerance policy on discrimination, bullying, victimisation and harassment. We will not tolerate any conduct that is intended to, or has the effect of, discriminating against, victimising or harassing any applicant or Staff. This also extends to suppliers, customers or clients of CMC Markets.

The Grievance Procedure is available to Staff who believe they have been unfairly discriminated against. Similarly, the Anti-Harassment and Bullying Procedure is available to Staff who believe they may have been harassed or bullied. Our values mean that staff will not be victimised in any way for making such a complaint in good faith. Complaints of this nature will be dealt with seriously, sensitively, and in confidence.

We believe that all employees should be treated fairly and with respect. A grievance is a complaint by an employee about an issue that arises out of the employment relationship. This procedure applies to all employees regardless of length of service. Issues that may cause grievances include:

Terms and conditions of employment; health and safety; work relations; bullying and harassment; new working practices; working environment; organisational change; and discrimination.

We recognise that a formal grievance procedure can be a stressful and upsetting experience for all parties involved. Everyone involved in the process is entitled to be treated calmly and with respect.

Our aim is to deal with grievances sensitively and with due respect for the privacy of any individuals involved. All employees must treat as confidential any information communicated to them in connection with any grievance.

In line with CMC’s Diversity and Inclusion Statement CMC Markets plc and all its subsidiaries, associated entities and branch offices , is committed to creating an environment that ensures people are treated fairly and with dignity and respect in all dealings. We firmly believe that fostering a diverse and inclusive organisation creates stronger foundations, a more engaged workforce and in turn enables greater connections with our clients and the wider market in which we operate.

Our core value of Group Diversity & Inclusion applies to all persons working for, or on behalf of, CMC Markets plc or any of its subsidiaries (“CMC”) in any capacity, including each director, senior officer, employee (fixed term and permanent), contractor, worker (including agency worker) and intern/trainee. This also applies to Staff who work offsite, e.g. where the workplace is not under the control or management of CMC. Our values are applied in the context of all aspects of the Staff cycle. It also applies outside of work when socialising with colleagues, attending work related events and when representing the Company externally.

CMC Markets recognise that people are the most important asset and have the potential to differentiate us from our competitors. We are therefore committed to promoting a culture that actively values difference, and recognises that every member of Staff has the right to be treated with dignity and respect. A culture which is free from discrimination, bullying, harassment and victimisation. We provide equal employment and working opportunities for all our Staff and we want to continue to develop this culture to create a working environment that allows us to attract, develop and retain high calibre candidates. Our focus is to ensure that all Staff understand the importance of equality and diversity, and to outline the role in which we have in cultivating inclusive and diverse working conditions.

We operate a zero tolerance policy on discrimination, bullying, victimisation and harassment. We will not tolerate any conduct that is intended to, or has the effect of, discriminating against, victimising or harassing any applicant or Staff. This also extends to suppliers, customers or clients of CMC Markets.

The Grievance Procedure is available to Staff who believe they have been unfairly discriminated against. Similarly, the Anti-Harassment and Bullying Procedure is available to Staff who believe they may have been harassed or bullied. Our values mean that staff will not be victimised in any way for making such a complaint in good faith. Complaints of this nature will be dealt with seriously, sensitively, and in confidence.

We seek to attract applications from a diverse talent pool and encourage applications both from within and outside of the financial services industry. Our aim is to ensure that all applicants are treated fairly at every stage of the recruitment process and that we make any reasonable adjustments to accommodate individual requirements where appropriate.

We recognise the need to attract and retain talented, skilled individuals and are committed to the ongoing development of Staff, based on individual and business requirements. Training delivery methods are taken into consideration to ensure equal access for all Staff, enabling them to develop their careers and enhance their contribution to the Company. Training on topics covered in the scope of diversity and inclusion will be provided from time to time to raise awareness of Staff responsibility for promoting equality, diversity and inclusion in their work and ensure constant improvement of our company culture.

We will consider all individual requests for reasonable adjustments to support effective performance management. Reward Salary and bonus criteria will be carefully monitored and, if it appears that any group of Staff are disadvantaged, the criteria will be checked to make sure that this is not due to any hidden or indirect discrimination. Our reward and benefits package will be reviewed regularly, to ensure they are provided in a way that is free from unlawful discrimination. Part time Staff should receive reward and benefits on a pro-rata basis to their full time equivalent unless otherwise objectively justified. Staff on fixed term contracts should also be treated no less favourably than permanent Staff.

CMC is committed to the continuous development of its people by leveraging a range of channels and approaches. Needs are identified through several mechanisms including, but not limited to the annual appraisal process, self-nomination and assessments on promotion or business change events.  Over the period of the pandemic we have enhanced our capabilities to deliver remote learning and continue to look for innovative delivery methods. Where appropriate we also support relevant vocational development and professional studies from NVQ’s to degree level professional qualifications. Our needs-based approach means we don’t set targets but focus on delivering the best solution to address the need.

CMC is a firm that values loyalty and as such focuses its contracts of employment around a permanent relationship. Temporary contracts, contract and consultant relationships are kept to a minimum and used to provide cover for absences, work peaks and to provide specialist knowledge.  CMC does not use zero-hour contracts in any location or situation.

CMC will always strive to limit the impact of any business restructure on its employees. As such we will always seek appropriate redeployment opportunities, retraining initiatives and other means to minimise any need for compulsory redundancies.