EDI Policy

Purpose of This Policy

This policy outlines Coldr’s approach to equality, diversity and inclusion (EDI) within our workplace and across everything we do — from hiring and internal culture to the work we deliver and the partners we choose. It is designed to guide team behaviours, leadership accountability, and company practices, and reflects our legal obligations under the Equality Act 2010 as well as our deeper, purpose-led commitment to equity and impact.

Our Commitment

Coldr is a purpose-driven communications agency built on the belief that diversity drives progress. We are committed to creating a workplace that is inclusive, equitable and free from discrimination — where everyone feels valued, respected and supported to thrive.

We adopt a zero-tolerance approach to any form of discrimination, harassment or victimisation on any of the following protected characteristics:

  • Age

  • Disability

  • Sex

  • Sexual orientation

  • Gender reassignment / identity

  • Race or ethnicity

  • Religion or belief

  • Pregnancy and maternity

  • Marriage or civil partnership

We go beyond legal compliance to actively embed equity, access and representation in our policies, partnerships, and day-to-day operations.

Scope

This policy applies to:

  • All COLDR employees (full-time, part-time, freelance or contract)

  • Contractors and suppliers

  • Clients, partners and collaborators

  • All work-related settings, events, and digital spaces

Policy Principles

A. Inclusive Hiring

We are committed to fair and inclusive hiring practices that reduce bias and support access for underrepresented talent:

  • Clear, inclusive job descriptions and language

  • Anonymous application processes where possible

  • Diverse interview panels and structured interview formats

  • Positive action in outreach and sourcing

b. Workplace Culture

We aim to create a psychologically safe and empowering environment by:

  • Providing regular DEI and unconscious bias training

  • Creating space for open conversations and learning

  • Encouraging flexible, inclusive working arrangements

  • Zero tolerance for bullying, harassment or discrimination

c. Learning & Development

We support the growth and progression of all team members by:

  • Offering mentoring and sponsorship opportunities

  • Championing underrepresented team members and perspectives

  • Ensuring equitable access to development resources and projects

d. Representation in Our Work

We reflect our EDI values in every output by:

  • Designing campaigns that centre lived experience and cultural insight

  • Including diverse perspectives at all stages of project planning and delivery

  • Applying inclusive language, visuals and storytelling in all content

e. Suppliers & Partners

We work only with partners and suppliers who align with our values:

  • Conducting ethical supplier screening

  • Avoiding partnerships with industries or brands that contribute to harm

  • Prioritising diverse-owned businesses in our procurement practices

Roles & Responsibilities

Leadership & Directors are accountable for embedding this policy, resourcing DEI efforts, and leading by example.

People Managers are expected to uphold inclusive practices and support all team members equitably.

All Staff are responsible for treating others with respect, speaking up when they witness discrimination, and engaging with learning opportunities.

Reporting & Feedback

We are committed to addressing concerns quickly and fairly.

  • Any team member who experiences or witnesses discrimination, harassment or inappropriate behaviour should raise it with their line manager, a member of leadership, or through our designated anonymous reporting channel.

  • All concerns will be taken seriously and investigated sensitively and confidentially.

  • Retaliation against anyone who raises a concern in good faith will not be tolerated.

Monitoring & Review

  • This policy is reviewed annually by the leadership team.

  • DEI progress will be monitored via internal data, team feedback, and external benchmarking.

  • Updates will be communicated clearly to all staff, with opportunities for input.

Related Resources

  • COLDR Code of Conduct

  • Ethical Supplier Screening Policy

  • Employee Handbook

  • DEI Learning & Development Plan

Final Note

This policy reflects who we are and who we aspire to be. Inclusion isn’t a checklist — it’s a culture. At Coldr, we’re committed to listening, learning and evolving together to build an agency where everyone can show up, speak up, and succeed. If you have any questions about this policy, or want to get involved in shaping our EDI efforts, please reach out to your manager or the leadership team.