Contents. 1.0 Scope of this Policy. 2.0 Introduction. 3.0 Equal Opportunities. 4.0 Job Description and Selection Criteria. 5.0 Approval to Recruit

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2 Page 2 Contents 1.0 Scope of this Policy 2.0 Introduction 3.0 Equal Opportunities 4.0 Job Description and Selection Criteria 5.0 Approval to Recruit 6.0 Advertising Internally 7.0 Recruiting Externally 8.0 Shortlisting 9.0 Selection Procedure 10.0 Reference Checks 11.0 Making an Offer 12.0 Advising Unsuccessful Candidates 13.0 Retention of Records 14.0 Family Members INTERNAL VACANCIES 15.0 Introduction 16.0 Who May Apply for An Internal Vacancy 17.0 Applying for an Internal Vacancy 18.0 Suitability for Interview 19.0 Procedure 20.0 If an Internal Candidate is Not Appointed to the Role 21.0 Further Information on Recruitment

3 Page Scope of this Policy 1.1 This Recruitment Policy (the Policy ) applies throughout The Walt Disney Company Limited (UK) and Associated Companies (UK only), including: The Walt Disney Company (all Lines of Business) The Disney Store ESPN Magical Cruise Company (collectively the Company ) 1.2 The Policy applies to all employees and workers at the Company, whether permanent, full time, part time, fixed term, home workers, agency workers, contractors or consultants. 1.3 The Policy does not form part of the Company s contracts of employment. The Company reserves the right to withdraw or modify this Policy at any time and reserves the sole right of interpretation. 2.0 Introduction 2.1 The Company recognise that a thorough and consistent recruitment and selection process to employ the best and most appropriate people is fundamental to the Company s ongoing success. 2.2 To this end, the Company seeks to ensure that all recruitment results in the appointment of employees who have the skills and competencies necessary to allow them to contribute to its strategic direction and objectives. 2.3 Recruitment and selection are to be conducted in a fair and equitable manner to ensure legal obligations are met and best practice upheld. The Company is committed to ensuring that all forms of unlawful discrimination on the grounds of sex (including sex change status), marriage, colour, race, nationality, ethnic or national origin, disability, age, sexual orientation or religion or philosophical belief do not occur throughout the recruitment and selection procedure or at any time during employment.

4 Page The Human Resources Department should be consulted throughout the recruitment and selection process. 3.0 Equal Opportunities 3.1 The recruitment and selection process is designed to be fair, equitable, and should result in a new appointment of the most suitable person for the job. 3.2 To ensure that equal opportunities practices are adhered to through the recruitment and selection processes the following principles should apply: the Company will normally advertise jobs internally as well as externally; the Company will normally advertise jobs with agencies or in the appropriate press and should encourage a diverse range of applicants; no job advertisement should be placed without the prior approval of the relevant Human Resources Manager or a member of the Human Resources recruitment team. The Company will ensure that the advertisement complies with Equal Opportunities legislation; job descriptions and associated conditions must relate to the particular job; qualifications, experience and competencies required by the applicant should only make reference to necessary and objective criteria which are required for satisfactory performance of the role; all job descriptions once written should be given to the relevant Human Resources Manager or a member of the Human Resources recruitment team so that an appropriate salary and title can be benchmarked; shortlisting for the selection process must be based on fair and objective criteria as specified in the job description and should focus solely on the applicant's ability to perform the duties outlined in the selection criteria; questions asked at interview should be relevant to the position being recruited for and the capability of the individual to meet the requirements of the role. Questions which relate to disability may be asked if they affect an applicant's ability to perform the role, but advice should always be sought from a Human Resources Manager or a member of the Human Resources recruitment team; selection tests, if used, should not discriminate against any group and should be consistent throughout the selection process.

5 Page Job Description and Selection Criteria 4.1 Selection of the most suitable candidate is to be based on an ability to meet the selection criteria as described in the job description. 4.2 Before the process to recruit candidates for a new role can begin, where appropriate, the Hiring Manager must ensure that the job description and internal job advertisement are posted on the JOBS website. The Human Resources Department is available to provide assistance in doing this. 4.3 If intending to recruit candidates for an existing role, the duties or accountabilities may have changed since the last job description and selection criteria were reviewed. The Hiring Manager should review these existing documents to ensure they accurately reflect the current direction for the role. 5.0 Approval to Recruit The Hiring Manager must obtain approval to recruit using the relevant Line of Business new hire form. This must be done before the recruitment process can be finalised and an offer made. To facilitate the recruitment process, approval should be sought as early as possible. No verbal or written offer of employment may be made before approval is obtained. 6.0 Advertising Internally It is the Company s Policy to advertise vacant roles, where appropriate, on the JOBS website for a standard period of two weeks. For further information, refer to the Internal Vacancies Policy and Procedure. 7.0 Recruiting Externally 7.1 The Human Resources Department will work with the Hiring Manager to determine the most effective method of recruitment for the role and to facilitate the resulting course of action. 7.2 If placing an external advertisement the Company must ensure that applicants are aware who they are applying to and how any information they supply will be used. In addition, a closing date must be clearly displayed on each advertisement.

6 7.3 All branded advertising must be managed through the Company s appointed agency for job advertisements. The Human Resources Department can provide the relevant contact details and information. 7.4 The following statement must accompany every external advertisement: All data processed will be in accordance with the provisions of the Data Protection Act For further information on the Company s obligations under the Data Protection Act 1998, refer to the Data Protection Policy and Procedure. 7.5 At no time during the process may the information supplied be used other than for the selection of a specific role. 8.0 Shortlisting 8.1 Candidates will be shortlisted against the requirements established in the job description and selection criteria. 8.2 No applications will be accepted after the closing date unless those received do not meet the needs of the role. Shortlisting will only take place once the closing date has passed. 9.0 Selection Procedure Page Depending on the Hiring Manager s interviewing experience and availability, the Human Resources Department may participate in the first or second round of interviews with the Manager. The Human Resources Department will guide the Manager to ensure that the Company complies with legal acts throughout the interview process and that candidates are treated in a professional, efficient and consistent manner. 9.2 Throughout the interview process best practice will be observed at all times, any information obtained will be used fairly and lawfully and only for the purpose of sourcing the best candidate for the open role. Questions asked must relate only to the skills, qualifications and experience required for the role. 9.3 If information is volunteered that has no relation to the role this must not be recorded and must not be taken into consideration when selecting the best candidate for the role.

7 Page Reference Checks 10.1 All offers of employment are subject to receiving two satisfactory reference checks. The referees must have had previous reporting responsibility for the candidate in an employment situation For further information on reference checks, refer to the Third Party Reference Policy Making an Offer 11.1 Once approval has been given to hire, the Hiring Manager or the Human Resources Department will contact the selected candidate to make a verbal offer. No offer should be made, either verbally or in writing, without this approval If accepted, this offer will be followed by a formal letter of offer prepared by the Human Resources Department, confirming the employee s start date, salary and other terms and conditions of employment Advising Unsuccessful Candidates 12.1 Once an offer of employment has been accepted by the preferred candidate, the Hiring Manager or the Human Resources Department will contact all unsuccessful candidates to advise them they have not been successful Candidates who have been interviewed will receive verbal feedback from the Hiring Manager as to their unsuitability for the role Candidates not shortlisted for an interview will receive a letter from the Human Resources Department advising them that they have not been successful If the candidate has been recommended by a recruitment consultant, the Hiring Manager or the Human Resources Department will brief the consultant as to the candidate s unsuitability and the consultant will talk to the candidate.

8 Page Retention of Records 13.1 Records relating to candidates applications will only be held for the following periods; Applicants who are not shortlisted for the role - 4 months following the closing date of the advertisement Applicants who are shortlisted but are not successful - 4 months following the successful appointment of a candidate All details held as part of the recruitment process must be removed at the same time All information recorded as part of the selection process will be removed on receipt of two satisfactory references or completion of the successful candidate s probation period. Satisfactory references will be removed 1 year following the commencement of employment. All that will be held is the check-list stating that references were sought at the offer of employment Where a candidate has been unsuccessful but the Hiring Manager wishes to retain details for future consideration, the candidate must be informed in writing and afforded the opportunity to object Family Members The Company will permit a relative of a current employee to be appointed where the relative is the most suitable candidate for the role. However, appointing a candidate to a role where he or she is required to supervise or be supervised by a family member is to be discouraged. INTERNAL VACANCIES 15.0 Introduction 15.1 The Walt Disney Company Limited and Associated Companies (collectively the Company ) are committed to developing their staff by providing opportunities for employees to advance their careers within and across the various Business Areas.

9 Page Where appropriate, vacancies will be advertised internally before recruiting externally. However on some occasions it may be necessary to run internal and external recruitment simultaneously. Our aim is to advertise all vacancies on the Disney website and recruitment is managed by the Human Resources Department in conjunction with the Hiring Manager for the vacant role The Company s approach to internal recruitment supports movement between Business Areas with a view to retaining and developing employees and in recognition of the synergy between our businesses Who May Apply for an Internal Vacancy? 16.1 Any Company employee (permanent or fixed term) who has successfully completed their probationary period is permitted to apply for a vacancy advertised on Disney. In addition, temporary agency staff may apply or, if employees have a friend or contact whom they think would be suitable, they may submit their CV. For further information see the Refer A Friend Policy and Procedure (currently only applicable in the UK and Italy) It is recommended that candidates should have been in their current role for at least 12 months. This may however be waived. In all instances an employee must have successfully completed their probationary period to be considered for any internal role For anyone applying for an internal vacancy who is not an employee, e.g. temporary staff, the Company s external Recruitment process will apply The Human Resources Department does not hold CVs on file for speculative applications. Therefore, employees should not send in CVs of friends or colleagues unless it is for an advertised vacancy Applying for an Internal Vacancy 17.1 The Company encourages internal movement, be it lateral or promotional, between the different Business Areas. Therefore, employees should inform their Line Manager of any internal application they make upon submitting their application.

10 Page If an employee does not feel comfortable doing this at the outset, they may wait until they have been invited to interview. At this stage, the employee will have more indication about their suitability for the role and should inform their Line Manager. Under no circumstances should an employee attend an interview without having first informed their Line Manager. This is important, as the Line Manager will need to plan for the employee s potential departure and should also be prepared to provide a reference to the Hiring Manager Applications should be submitted direct to the Recruitment contact as indicated on the internal jobs board, indicating the position applied for. Applications should not be sent direct to the Hiring Manager Suitability for Interview All internal candidates will be interviewed, except where: The candidate has not successfully completed their probationary period; or The candidate does not have the essential qualifications or experience for the role; or There is an overwhelming response to the role and it is impractical to interview all candidates. In this situation, only the most suitable candidates will be shortlisted Procedure 19.1 The internal candidate submits their application to the Recruitment contact as indicated on the internal jobs board and informs their Line Manager of their application 19.2 The Human Resources Department will contact the internal candidate to arrange an interview or to explain why the candidate s application will not be pursued any further If an interview is to be arranged then the internal candidate must inform their Line Manager, if they have not done so already, before the Human Resources contact can confirm an interview date and time Details of a candidate s application for a role will be kept confidential and shared only with the Hiring Manager or others directly involved in the recruitment process.

11 Page Following the interview, either the Human Resources Department or the Hiring Manager will contact the internal candidate to advise them of the progress of their application If an employee is the preferred candidate for the role, the Hiring Manager may contact the employee s current Line Manager for a verbal reference Upon appointment to a new role, both Managers should agree between themselves a mutually agreeable start date. If this is not possible, the employee is expected to give their contractual notice and must agree this with their current and prospective Line Managers. The employee may negotiate a shorter notice period only if acceptable to both Managers If an Internal Candidate is Not Appointed to the Role 20.1 If the candidate is not successful, the candidate will receive written confirmation of this The Hiring Manager will provide feedback to the employee regarding their performance in the interview and why they are not suitable for the role at this stage. If the employee wishes to discuss their application further, a meeting may be arranged Further Information on Recruitment For further information on recruitment, refer to the Company s Recruitment Policy and Procedure or please contact the Recruitment Manager.... If you have any queries about this, or any other Policy, please contact a member of the Recruitment Team on ext. 2777, or HRLondon. Human Resources Policies can be obtained from the HR SharePoint using the following link: HR SharePoint - Policies