Diversity & Inclusion Policy

This policy reflects the shared values and inclusive standards of Burnthebook Ltd and its subsidiary Design for Change. While each brand delivers distinct services, our approach to equity, inclusion, and justice is unified across the organisation.

1. Our Commitment

At Burnthebook, we believe that diversity, equity, and inclusion (DEI) are essential to creating exceptional digital experiences that are innovative, ethical, and impactful. As the parent company of Design for Change and a leader in digital transformation, we are committed to building a business that is equitable, inclusive, and reflective of the diverse communities we serve.

We specialise in transforming complex business challenges into elegant, intuitive digital solutions—always with customer experience at the core. In doing so, we recognise that equity and inclusion must be embedded in everything we create, from how we lead and collaborate, to how we design and deliver.

2. Principles That Guide Us

• Equity: We promote fair treatment and access to opportunity across our team, clients, and projects.
• Representation: We seek to reflect the diversity of the world around us in our workforce, leadership, and partnerships.
• Accessibility: We design inclusive and accessible digital experiences and work environments for people of all abilities.
• Belonging: We foster a culture that embraces difference, promotes psychological safety, and values each person’s lived experience.
• Justice: We actively challenge discrimination, bias, and systemic barriers within our company and through our work.

3. Employment & Recruitment

We are committed to equitable and inclusive hiring and employment practices:

• All job descriptions are written using inclusive, accessible language and distributed through diverse channels.
• We use structured interviews and equitable selection processes to reduce bias.
• We welcome and encourage applications from underrepresented and marginalised groups, including but not limited to people of colour, LGBTQIA+ individuals, disabled people, neurodivergent people, and people from working-class backgrounds.
• We offer flexible work arrangements and reasonable adjustments to ensure inclusion and equity at every stage of employment.

4. Equal Opportunity Statement

Burnthebook Ltd is an Equal Opportunity Employer. We do not discriminate on the basis of race, ethnicity, religion, gender, gender identity or expression, sexual orientation, age, disability, marital status, socio-economic background, or any other protected characteristic.

5. Inclusive Culture and Training

We are committed to building a culture of continuous learning, safety, and shared responsibility. This includes:

• Annual DEI training on topics including unconscious bias, inclusive design, allyship, anti-racism, and accessibility.
• Cultural recognition and celebration of diverse events and holidays.
• Opportunities for employees to share lived experiences, suggest improvements, and participate in shaping our inclusion work.
• Promoting wellbeing and mental health through an inclusive and flexible working culture.

6. Inclusive Design and Creative Practice

Our client work reflects our belief in ethical and inclusive design:

• Inclusion is embedded in our research, strategy, and development processes.
• We actively engage diverse user voices in shaping digital experiences.
• We follow accessibility standards (e.g. WCAG) and prioritise ethical storytelling and inclusive language.
• We avoid tokenism, stereotypes, and exploitative narratives in all forms of content and creative delivery.

7. Governance and Leadership

We ensure DEI is a strategic priority throughout the organisation:

• Our directors and senior team are responsible for embedding DEI across governance, hiring, partnerships, and delivery.
• All team members are empowered to contribute to inclusion efforts through open forums, structured feedback, and collaborative planning.
• We are working to increase diversity at board and leadership levels through intentional outreach and internal progression.

8. Transparency, Measurement, and Accountability

To ensure transparency and continuous progress, we:

• Collect and review anonymised demographic data across gender, ethnicity, disability, and socio-economic background (where consent is provided).
• Conduct regular reviews of pay equity, promotion, and progression practices.
• Set and evaluate DEI goals annually and share key outcomes internally and through our wider impact reporting.
• Review and update this policy annually with input from the team.

9. Reporting and Grievance Process

We maintain a safe, confidential process for raising concerns:

• Any issues relating to discrimination, bullying, harassment, or bias can be raised directly with Phillip Newson, DEI Lead and HR Contact, via this email.
• All reports will be handled respectfully, confidentially, and in accordance with our grievance procedure.

10. Supplier and Partner Expectations

We expect our values to be reflected across our extended ecosystem. We:

• Prioritise partnerships with businesses led by underrepresented groups and purpose-driven organisations.
• Seek local, ethical, and inclusive suppliers wherever possible.
• Reserve the right to disengage from clients, suppliers, or partners whose actions or values conflict with this policy.

11. Policy Accessibility and Transparency

This policy is published publicly on our website.

It is included in employee onboarding materials and reviewed during induction.

Accessible versions (e.g. large-print, plain language) are available upon request.

12. Continuous Improvement

Diversity, equity, and inclusion are ongoing commitments. We will continue to evolve our practices by listening to our team, learning from our communities, and adapting to reflect emerging best practice and social justice movements.