Fair Work First- Golf Part of IMG Media Limited 

• We have an appropriate channel for effective employee voice

 Individual voices are heard through the relationship with management. Regular 1-1s are encouraged, along with annual goal setting/performance evaluations, and regular Town Halls. Individuals have access to a shared intranet and platforms for raising any concerns e.g. business ethics hotline. There are also related Employee Resource Groups within the Company for employees to participate in (e.g. WISE – Women In Sports and Events). 

• We invest in workforce development

 Development opportunities are regularly provided via a mixture of on demand e-learning resources, in person workshops, virtual webinars and bespoke learning programmes. All opportunities are published on our shared intranet and via our partnership with Udemy. We also have an informal mentoring scheme in place open to all employees (facilitated by Human Resources).  

• We do not use zero-hours contracts inappropriately

 All our employees are salaried. 

• We take action to tackle the gender pay gap and create a more diverse and inclusive workplace

 The company is committed to creating an environment of mutual respect that allows its employees to do their very best work and is committed to equal opportunities for all applicants and employees. This is set out in TKO’s employee handbook, which prohibits employment discrimination against any employee or applicant on the basis of any protected characteristic. The company seeks to recruit, develop, and retain the most talented people from a diverse candidate pool. Advancement at the company is based on talent and performance. TKO has a team dedicated to culture and employee engagement, which runs numerous initiatives throughout the year intended to foster inclusion. 

As referenced in our Gender Pay Gap Report, we have the following benefits and practices to support our Inclusion practices around gender: 

• Ongoing development of our Women’s Health Toolkit that provides guidance to employees and managers on all issues relating to women’s health, including premenstrual syndrome, menopause, fertility, and pregnancy. 

• Additional voluntary benefits to support Women including financial wellness benefits and advice to support working families & female health assessments. 

• Women’s Health Toolkit that provides guidance to employees and managers on all issues relating to Women’s Health, including premenstrual syndrome, menopause, fertility and pregnancy. 

• Succession planning with a focus on identifying and preparing women to move into senior roles. 

• We partner with external organisations to actively promote education and awareness of Inclusion matters through groups including Bright Network, The Brit School, and Stonewall UK. 

• We commit to paying the Real Living Wage

 As an organisation all our employees are on annual salaries which equate to more than the real Living Wage based on our contracted hours.  

• We offer flexible and family-friendly working practices for all workers from day one of employment.

 All employees are eligible to apply for flexible and family-friendly working practices via our flexible working policy. 

• We oppose the use of fire and rehire practice.

• We only consider effecting change where there is a legitimate business need. 

• We strive to achieve change through agreement. 

 We actively encourage third–party providers to adopt positive fair work practices. Where relevant and proportionate to do so, this may factor into the tender evaluation process.