Last updated: 28 April 2026
1. Introduction
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, professionally and with dignity and respect.
This policy explains our approach to equality, diversity and inclusion, and the standards of behaviour we expect.
2. Purpose and scope
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, respectful and free from harassment or victimisation;
make decisions about recruitment, engagement, development and collaboration based on skills, merit, experience and business needs; and
explain how concerns about discrimination, harassment or unfair treatment can be raised.
This policy applies to:
directors, employees 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; and
interactions with clients and other stakeholders.
3. Legal framework
We comply with relevant UK equality and anti-discrimination legislation, including the Equality Act 2010 where applicable.
Protected characteristics under the Equality Act 2010 include:
age;
disability;
gender reassignment;
marriage and civil partnership;
pregnancy and maternity;
race, including colour, nationality and ethnic or national origins;
religion or belief;
sex; and
sexual orientation.
We also recognise that people may experience disadvantage or exclusion in other ways, including socio-economic background, caring responsibilities, neurodiversity or health-related needs. We seek to take a fair and practical approach to these factors where relevant.
4. Our commitment
EEW Design will:
treat people with dignity, courtesy and respect;
make work-related decisions based on objective and relevant criteria;
encourage a culture where different backgrounds, perspectives and working styles are valued;
take allegations of discrimination, harassment or victimisation seriously; and
work with clients and suppliers who share our commitment to fair and inclusive working practices where reasonably possible.
We do not tolerate:
direct or indirect discrimination;
bullying, harassment or victimisation;
unwanted conduct that violates someone’s dignity; or
behaviour that creates an intimidating, hostile, degrading, humiliating or offensive environment.
5. Recruitment, engagement and progression
When we recruit employees, appoint freelancers or select suppliers, we will:
define roles and briefs based on the work required;
use fair, objective and relevant criteria;
avoid unnecessary requirements that could disadvantage particular groups unless genuinely required for the role or project;
consider reasonable adjustments where requested and feasible; and
make decisions based on skills, experience, merit, availability, quality and business needs.
6. Working environment and behaviour
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; and
supportive of clear and constructive communication.
Everyone working with or for EEW Design is expected to:
treat colleagues, clients, suppliers and stakeholders with respect;
avoid jokes, comments or behaviour that could reasonably be seen as offensive, exclusionary or demeaning;
use inclusive language where practical; and
raise inappropriate behaviour where it is safe and appropriate to do so.
Harassment, including sexual or racial harassment, and bullying are not acceptable and may lead to termination of a contract or working relationship.
7. Flexible working and caring responsibilities
As a small independent studio, we understand the importance of balancing work with family, health and caring responsibilities.
Where operationally feasible, we will consider:
flexible working patterns;
remote working arrangements;
adjusted meeting times; and
reasonable requests relating to caring, childcare or health.
Any arrangements must remain compatible with client expectations, deadlines and project requirements.
8. Freelancers, suppliers and partners
We expect freelancers, suppliers and other partners representing EEW Design to:
follow the principles in this policy and our Supplier Code of Conduct;
treat our team, clients and other stakeholders fairly and without discrimination;
refrain from harassing, offensive or discriminatory behaviour; and
raise concerns promptly where appropriate.
If we become aware that a freelancer, supplier or partner is acting in a way that conflicts with this policy, we may agree corrective action, remove them from a project or terminate the relationship where necessary and proportionate.
9. Reasonable adjustments
We are committed to considering reasonable adjustments to support people with disabilities, health conditions or other specific needs. Examples may include:
accessible document formats;
captioned video or transcript options where agreed;
online meetings instead of in-person meetings;
adjusted communication methods; or
flexible working arrangements where compatible with project delivery.
Requests for adjustments should be raised as early as possible so that practical options can be considered.
10. Raising concerns
Concerns about discrimination, harassment, bullying or unfair treatment can be raised by:
We will take concerns raised in good faith seriously, treat information sensitively and consider appropriate next steps.
11. Review and contact
This policy is reviewed periodically and may be updated to reflect changes in law, good practice, client expectations or the way EEW Design operates.
Questions about this policy can be directed to:
Emile Wendling
Director, EEW Design Limited
policy@eew-design.com
