Access,
by design.
What we mean by it, what we already do, what we have not yet done, and how to hold us to it.
We are a small company. That is the reason to publish this, not a reason to avoid it.
In a business of our size there are no committees, no diversity function and no process to hide behind. A handful of people make every decision about who is hired, what they are paid, whose brand gets backed and whose does not. Publishing what we hold ourselves to is the only meaningful check on that.
This applies to the whole of Praxis Brands Ltd — our manufacturing operation and our investment activity alike. It sits under our public purpose and is not a separate initiative.
What we mean
- Justice. Examining our own practices for the barriers they create, and changing the practice rather than asking people to overcome it.
- Equity. Recognising that identical treatment is not always fair treatment. Where someone needs something different in order to have the same opportunity, they get it.
- Diversity. Difference in background, experience and perspective — among our people, our suppliers, and the founders we back.
- Inclusion. Whether people can actually speak, be heard and progress here — not whether they are present.
Recruitment
- We advertise roles openly rather than filling them only through personal networks, because networks reproduce whoever is already here.
- We assess candidates against requirements defined in advance, and we do not ask for qualifications a role does not need.
- We do not ask for salary history. Asking it carries forward whatever unfairness a person has already experienced.
- We make reasonable adjustments at every stage, and we say so in the advert rather than waiting to be asked.
Pay and progression
- Pay is set by role band, assessed skills, experience and external benchmark — not by negotiation strength. Every worker receives a written explanation of how.
- We do not operate pay secrecy. Colleagues may discuss their pay.
- From Q1 2027 we publish internal wage bands and carry out an annual pay gap analysis, so equal pay is something we check rather than assume.
- Progression depends on assessed capability against a published skills list, so advancement does not depend on who notices you.
A workplace that fits everyone
- We make reasonable adjustments for disability, health conditions, neurodivergence, pregnancy and caring responsibilities.
- Protective equipment is provided in sizes and fits that work for the person wearing it. PPE designed around one body type is a safety failure as well as an inclusion one, and on a production floor it is one of the most concrete tests of whether a commitment like this is real.
- We take our proactive duty to prevent sexual harassment seriously, including harassment by clients, suppliers and other third parties.
Voice
- Anyone can raise a concern through our grievance procedure, with protection from retaliation. Discrimination and harassment are express grounds.
- From Q1 2027, an elected worker representative and a quarterly forum give workers a route into decisions that affect them.
- From Q2 2027, our annual culture survey examines whether experience here differs between groups, rather than reporting a single average.
Who we buy from, and who we back
This is where our commitment reaches furthest beyond our own payroll, and where we think it matters most.
Premium manufacture excludes people through minimum orders, terms and networks. Lowering that barrier is the commitment, not a programme beside it.
- Our purpose is to put quality manufacturing within reach of founders who could not otherwise access it. We keep meaningful capacity open to independent and emerging founders alongside established houses.
- We consider the labour practices of our suppliers, and the grievance route we publish extends to supplier workers.
What we do not yet do
Stating this is part of the commitment, not a qualification of it.
- We do not publish workforce demographic data. At our size a breakdown would identify individuals. We will publish when we are large enough for it to be meaningful and anonymous, and we will say when we reach that point.
- We have not yet measured whether experience here differs between groups. The first culture survey is targeted for Q2 2027.
- We have no formal supplier diversity programme. We are not going to describe an intention as a programme.
- Our Board is two people. A board that size cannot represent a range of perspectives, and we do not claim it does. Our Stakeholder Advisory Panel, convening from Q1 2027, is how perspectives other than our own reach our decisions — and where the Board declines a recommendation, it must record why.
Accountability
Accountability for this commitment is upheld by the Board of Praxis Brands Ltd, and the Board does not delegate it. There is no diversity function here to carry it, and we are not going to invent one.
The Board monitors how this commitment is implemented, reviews progress against the dated commitments above at least once a year, records where a commitment has been missed and why, and answers for that performance to anyone affected by it. Where work under this commitment is carried out by someone else, the Board remains accountable for it.
How to hold us to this
If you believe we have fallen short — as a worker, a candidate, a supplier, a client, a founder, or someone who applied to us and was turned down — raise it through our grievance procedure. You may do so anonymously. You will receive a written response within published deadlines, and no one who raises a concern in good faith will suffer any detriment for it.
Our annual impact report, first published in Q3 2027, will report progress against the dated commitments above, including where we have missed them.