DE&I POLICY

FEBRUARY 2025

1. Purpose & Commitment

1.1 At The Beacon, we believe that diversity, equity, and inclusion (DEI) are essential to fostering a creative, dynamic, and innovative workplace. As a PR and communications agency, we recognise the power of diverse perspectives in shaping compelling narratives, engaging audiences, and delivering exceptional client work.


1.2 We are committed to ensuring that our workplace is inclusive, respectful, accessible and free from discrimination. We actively seek to promote equality of opportunity for all employees, freelancers, clients, and partners, regardless of background,  identity or circumstance. 


1.3 In addition, we acknowledge that neurodiversity adds unique value to our team. We also recognise the intersection between sustainability and inclusion, ensuring our business practices benefit both people and the planet.


2. Scope

This policy applies to all employees, freelancers, contractors, interns, and stakeholders working with The Beacon, covering:

  • Recruitment & hiring

  • Career development & promotions

  • Client & supplier relationships

  • Day-to-day workplace culture


3. Our Commitments

3.1 The Beacon’s prides itself on prioritising Accessible & Inclusive access to flexible working arrangements as part of its Brand Mission & values. We strive to create an environment where everyone feels valued and heard, ensuring:

  • Zero tolerance for discrimination based on age, gender, ethnicity, disability, religion, sexual orientation, socioeconomic status, or any other characteristic.

  • Flexible working arrangements to support diverse needs, including but not exhaustive to parental leave, carers leave, mental health support and disability accommodations

3.2 Respect for all identities and cultural backgrounds in workplace interactions both internally and client-facing work.

3.3 Neurodiversity support, including quiet working spaces, alternative communication methods, and flexible deadlines when needed and where possible.

3.4 To ensure fairness and accessibility during recruitment and career development, The Beacon:

  • Has an in-house certified DE & I Officer

  • Uses inclusive recruitment practices, including anonymised CV reviews where possible.

  • Partners with diverse talent networks to broaden candidate outreach.

  • Provides equal access to training, mentorship, and career progression opportunities.

  • Supports internal promotions and skills development for underrepresented groups.

  • Offers DE&I and neurodiversity awareness training to employees and managers

  • Ensure job descriptions focus on skills rather than unnecessary qualifications to remove barriers for neurodivergent candidates.

3.5 As an agency that shapes public narratives, we have a responsibility to champion diverse voices and avoid stereotypes in our work. To ensure diverse and equal representation we will:

  • Proactively seek diverse spokespeople and experts for projects, events, campaigns, etc.

  • Advise clients on inclusive and authentic messaging that represents varied communities.

  • Conduct regular audits of our client portfolio and campaign content to ensure inclusive representation.

  • Prioritise partnerships with minority-owned and women-owned businesses.

  • Ensuring diverse representation in external collaborations ?

  • Support sustainable and ethical storytelling, ensuring that our campaigns promote responsible business practices and avoid greenwashing and cultural appropriation. 

  • Prioritise partnerships with sustainable and inclusive suppliers, such as social enterprises and B Corps.


4. Addressing Discrimination, Harassment & Reporting Concerns

4.1 The Beacon has a zero-tolerance policy towards discrimination, bullying, and harassment.

4.2 Any concerns should be reported confidentially to a Line Manager or a Founding Partner

4.3 All complaints will be investigated fairly, sensitively, and in a timely manner.

4.4 Employees who violate this policy may face disciplinary action, including termination.


5. Monitoring & Accountability

5.1 We will regularly:

  • Collect anonymous diversity data to track our progress annually.

  • Conduct staff feedback surveys to assess inclusivity.

  • Review this policy annually to ensure ongoing effectiveness.

  • Measure the sustainability impact of our supplier and client choices, ensuring our business aligns with ethical, sustainable practices.


6. Approval & Review

6.1 This policy has been approved by The Beacon’s Leadership Team and will be reviewed annually to align with best practices and legal requirements.