Equality, diversity and inclusion policy

1. Our commitment

We are committed to equality of opportunity, to valuing diversity and to treating everyone fairly and with respect. That includes our staff, freelancers, job applicants, clients, the audiences our campaigns reach, and our extended team of partners and suppliers. We will not tolerate unlawful discrimination, harassment or victimisation.

2. The law

We comply with the Equality Act 2010. We do not discriminate on the grounds of any protected characteristic: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality and ethnic or national origin), religion or belief, sex, and sexual orientation. We also take reasonable steps to prevent sexual harassment of our workers, as required by the Worker Protection (Amendment of Equality Act 2010) Act 2023. Our separate sexual harassment policy sets out how we prevent it and how to report it.

3. Scope

This policy covers everyone who works for or with us: employees, directors, freelancers, contractors, work-experience placements, and partners in our extended team when they work on our clients’ contracts.

4. What we do

1. Recruitment and work. We recruit, pay, train and promote on merit, ability and potential. Job adverts use inclusive language and are open to everyone. We make reasonable adjustments for disabled applicants and staff.
2. Flexible and remote working. We are remote-first and consider every request for flexible working on its merits.
3. Pay. We pay fairly for the role, regardless of protected characteristics, and everyone is paid at least the London Living Wage.
4. Inclusive work for clients. Our campaigns, websites and content are designed to be accessible and representative: plain English, websites we build that aim to meet WCAG 2.2 AA accessibility, representative imagery, and testing with the intended audience where the brief allows.
5. Partners and suppliers. We expect our extended team, including our specialist media partners for offline media, to meet the same standards.
6. Training. Everyone working on our contracts reads this policy at induction and completes short equality and anti-harassment awareness training every year.
7. Monitoring. Where it is proportionate for a business of our size, we monitor recruitment and complaints to spot and fix any unfairness. Any monitoring data is voluntary, anonymous and handled under UK GDPR.

5. Clients, suppliers and the public

We will not refuse or limit our services to anyone because of a protected characteristic. Our marketing, websites and content should not include discriminatory language or stereotypes, and we will raise it with a client if their brief asks for something that does.

We will not accept harassment of our team by clients, customers, suppliers or anyone else they deal with through work, including online. If it happens, we will take action, which may include a warning, removing someone from contact with the person, ending the work, or reporting it to the police.

6. Raising a concern

Anyone who feels they have been treated unfairly, harassed or discriminated against should raise it with Andrew Todd (CEO) directly or by email to info@powerfuldigitalmarketing.com, marking your message “Private”. Where the complaint concerns the CEO, we will ask an independent external adviser to investigate it, and the person raising it can also get free, confidential advice from Acas. Every complaint is taken seriously, handled confidentially and investigated promptly. Nobody will be victimised for raising a concern in good faith. Clients and members of the public can also use our complaints procedure.

7. Responsibility

The CEO is responsible for this policy and for making sure it is followed. Everyone who works with us is responsible for treating others with dignity and respect. Breaches may lead to disciplinary action or, for partners, termination of the arrangement.

8. Review

We review this policy at least once a year and after any complaint or change in the law.

Signed: Andrew Todd, Chief Executive Officer. Date: October 2026.