Equality, diversity and inclusion policy

Our commitment

We want a workplace where everyone is treated with dignity and respect, and where decisions are based on skills, effort and results. We will not tolerate discrimination, harassment, bullying or victimisation of any kind.

We are a small team, so this policy is about everyday behaviour and fair decisions rather than formal programmes. We will keep it practical and act on it.

Who this policy covers

This policy applies to:

• employees, workers, interns and anyone on work experience
• freelancers and contractors who work with us
• job applicants
• anyone acting on our behalf when dealing with clients, suppliers, customers and the public

It applies wherever work happens: at home, at a client’s premises, at events, while travelling for work, and online, including email, messaging apps, video calls and social media.

Protected characteristics

Under the Equality Act 2010, it is unlawful to discriminate against someone because of a protected characteristic. These are: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality and ethnic or national origin), religion or belief (including no belief), sex, and sexual orientation.

We will also treat people fairly regardless of things the law does not list, such as background, accent, caring responsibilities or working pattern.

What we do not accept

• Direct discrimination: treating someone less favourably because of a protected characteristic.
• Indirect discrimination: a rule or practice that applies to everyone but puts people with a protected characteristic at a disadvantage without good reason.
• Harassment: unwanted conduct related to a protected characteristic that violates someone’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment. This includes “jokes”, comments, messages and images. Sexual harassment is covered in our separate sexual harassment policy.
• Victimisation: treating someone badly because they raised a concern, made a complaint or helped someone else to do so.
• Failing to make reasonable adjustments for a disabled person.

These rules also cover how our team treats clients, suppliers and customers.

Fair decisions at work

Recruitment. We advertise roles in plain language, describe the skills that are really needed and assess candidates on those skills. We will make reasonable adjustments to the application and interview process if asked.

Pay and progression. We set pay and offer development, promotion and work opportunities on the basis of role, skills and performance.

Flexible working. Much of our work can be done online, and we will consider flexible working requests fairly and give reasons for our decision.

Reasonable adjustments. If you are disabled or have a health condition, tell Andrew Todd what would help. We will talk it through with you and make reasonable adjustments to equipment, hours or ways of working.

Religion and belief. We will try to accommodate requests for time off for religious festivals and for flexibility around prayer or fasting, where the work allows.

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.

Training

Everyone who works for us, including freelancers who work closely with the team, will receive equality, diversity and inclusion training:

• Induction: within their first month, covering this policy, the sexual harassment policy, what discrimination and harassment look like, and how to raise a concern.
• Refreshers: at least once a year, and sooner if the law or this policy changes or if a concern shows that more training is needed.
• Extra training for anyone who recruits, manages people or handles complaints.

Training may be delivered in person, online or through written material with a short check of understanding. We keep a record of who completed what training and when. Records are kept securely for as long as the person works with us and for six years after they leave.

Raising a concern

If you experience or see behaviour that goes against this policy, please raise it. You can speak to Andrew Todd directly or email info@powerfuldigitalmarketing.com, marking your message “Private”. You can raise a concern informally first, or make a formal complaint.

If your concern is about Andrew Todd, you can ask for it to be handled by an independent external adviser, such as an HR consultant or an Acas-trained mediator, appointed for that case.

We will deal with every concern promptly, fairly and as confidentially as we can. Nobody will be treated badly for raising a genuine concern, even if it is not upheld. Breaches of this policy may lead to disciplinary action, up to and including dismissal, or to the end of a freelance or supplier contract.

Responsibilities and review

Andrew Todd, CEO, is responsible for this policy and for making sure it is followed. Everyone who works with us is responsible for their own behaviour and for speaking up when something is wrong.

We will review this policy at least once a year, and sooner if the law changes or a concern shows it needs to be updated.

Policy details

• Policy owner: Andrew Todd, Director and CEO
• Approved by: Andrew Todd, Director and CEO
• Effective date: 27 October 2026
• Last reviewed: 27 October 2026
• Next review: 27 October 2027