Fair treatment and inclusion for everyone we work with
Last updated: 23 January 2026
EEW Design Limited (“EEW Design”, “we”, “us”) is committed to providing equal opportunities and promoting diversity and inclusion in all aspects of our work. We want everyone we work with – employees, freelancers, contractors, suppliers and clients – to be treated fairly and with dignity and respect.
This policy explains our approach to equality, diversity and inclusion (D&I) and the standards of behaviour we expect. It supports our wider commitments to safe, inclusive and professional working relationships.
This policy applies to all work carried out under the EEW Design brand, including projects delivered by employees, directors, freelancers, contractors and approved suppliers acting on our behalf.
The aims of this policy are to:
Ensure that no one working with or for EEW Design is unlawfully discriminated against.
Promote a working environment that is inclusive, supportive and free from harassment or victimisation.
Make sure decisions about recruitment, engagement, development and collaboration are based on merit, skills and business needs.
Explain how concerns about discrimination, harassment or unfair treatment can be raised and will be handled.
This policy applies to:
Employees, directors and officers of EEW Design.
Freelancers, contractors and consultants engaged by EEW Design.
Applicants and candidates for roles or freelance opportunities.
Suppliers and partners working on our behalf.
We comply with relevant UK equality and anti-discrimination legislation, including (but not limited to):
The Equality Act 2010.
Related regulations and guidance that may apply to small businesses and service providers.
Under this framework, individuals are protected from discrimination, harassment and victimisation on the basis of “protected characteristics”, which include:
Age.
Disability.
Gender reassignment.
Marriage and civil partnership.
Pregnancy and maternity.
Race (including colour, nationality and ethnic or national origin).
Religion or belief.
Sex.
Sexual orientation.
We also recognise that people may experience disadvantage or exclusion in other ways (for example, socio-economic background or caring responsibilities) and we seek to take a fair and sensitive approach to these factors as well.
In practice, EEW Design will:
Treat everyone with dignity, courtesy and respect.
Make decisions about recruitment, engagement, promotion and project allocation based on skills, experience, merit and business needs.
Encourage a culture where different backgrounds, perspectives and working styles are valued.
Take allegations of discrimination, harassment or victimisation seriously and act on them promptly.
Provide flexibility where possible to support work-life balance and caring responsibilities.
Work with clients and suppliers who share our commitment to fair and inclusive working practices, wherever reasonably possible.
We do not tolerate:
Direct or indirect discrimination.
Bullying, harassment (including sexual harassment) or victimisation.
Unwanted conduct that violates someone’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.
When we recruit employees, appoint freelancers or select suppliers, we will:
Define roles and briefs based on the work that needs to be done, not on assumptions about who should do it.
Use fair, objective and relevant criteria when assessing candidates, portfolios or proposals.
Avoid specifying unnecessary requirements that could disadvantage particular groups, unless they are genuinely essential for the role or project.
Make reasonable adjustments to the recruitment or engagement process for candidates with disabilities or other needs, where requested and feasible.
Opportunities for training, development and progression (where offered) will be made available based on merit, interest and business needs, not on protected characteristics or personal connections.
We aim to maintain a working environment – whether in person or remote – that is:
Professional, inclusive and respectful.
Free from offensive, intimidating or discriminatory behaviour.
Supportive of open, constructive communication.
Everyone working with or for EEW Design is expected to:
Treat colleagues, clients, suppliers and other stakeholders with respect, regardless of their background or personal characteristics.
Avoid jokes, comments or behaviour that could reasonably be seen as offensive, exclusionary or demeaning.
Challenge (or report) inappropriate behaviour where it is safe to do so, rather than ignoring it.
Use inclusive language and be mindful of different cultures, identities and experiences.
Harassment – including sexual or racial harassment – and bullying are never acceptable and may lead to termination of a contract or working relationship.
As a small, independent studio, we understand the importance of balancing work with family and caring responsibilities.
Where operationally feasible, we will:
Consider flexible working patterns, including adjusted hours and remote working.
Take into account school runs, caring commitments and reasonable personal circumstances when agreeing deadlines and meeting times.
Avoid penalising people for making reasonable requests related to childcare, caring or health.
Any arrangements must remain compatible with client expectations, deadlines and project requirements, but we will always look for practical, fair solutions.
We expect freelancers, suppliers and other partners representing EEW Design to:
Follow the principles set out in this policy and in our Supplier Code of Conduct.
Treat our team members, clients and other stakeholders fairly and without discrimination.
Refrain from any behaviour that could be considered harassing, offensive or discriminatory.
Raise any concerns about equality, diversity or inclusion promptly with EEW Design.
If we become aware that a freelancer, supplier or partner is acting in a way that conflicts with this policy, we may:
Discuss the concern and agree corrective actions.
Remove them from a project or from our preferred supplier list.
Terminate our relationship where necessary and proportionate.
We are committed to making reasonable adjustments to support people with disabilities, health conditions or other specific needs, for example in relation to:
Communication formats (for example, accessible document formats or captioned video).
Meeting arrangements (for example, online meetings instead of in-person where that is more accessible).
Working patterns (for example, flexible hours around medical appointments).
Where you need an adjustment or support:
Please let us know as early as possible so we can explore options together.
We will consider requests carefully and implement reasonable measures that do not compromise project delivery or legal obligations.
If you experience or witness discrimination, harassment, bullying or other behaviour that appears to breach this policy, you are encouraged to raise it.
Concerns can be raised by:
Speaking directly with the Director, or
Emailing: policy@eew-design.com
We will:
Take all concerns raised in good faith seriously.
Treat information sensitively and, where possible, confidentially.
Investigate proportionately and fairly, giving people an opportunity to respond.
Agree appropriate next steps, which may include training, process changes or ending a working relationship.
We will not tolerate victimisation of anyone who raises a genuine concern or supports someone else in doing so.
This policy is reviewed periodically and may be updated to reflect:
Changes in UK equality or employment law.
Developments in good practice around diversity and inclusion.
Feedback from employees, freelancers, clients or suppliers.
Changes in the size, structure or services of EEW Design.
The most recent version of this policy is always available in the Legal section of our website.
If you have any questions about this policy, or suggestions for how we can improve our approach to equality, diversity and inclusion, please contact:
Emile Wendling
Director, EEW Design Limited
policy@eew-design.com