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Diversity and inclusion policy

MLT Digital is committed to fostering, cultivating, and preserving a culture of diversity, equity, and inclusion. Our strength lies in the collective and unique array of backgrounds, experiences, perspectives, and talents of our team.

Policy statement

We embrace and encourage our employees’ differences in age, colour, disability, ethnicity, family or marital status, gender identity or expression, language, national origin, physical and mental ability, political affiliation, race, religion, sexual orientation, socio-economic status, veteran status, and other characteristics that make our employees unique.


Having gone through a major restructuring and relaunch in 2023, MLT is on a solid track for developing the next prosperous era of the business through its people. We are committed to creating a safe, respectful, fun and enriching culture and environment to work in. This policy outlines how we implement and uphold diversity and inclusion practices in the recruitment, retention, and development of our team, ensuring a respectful, supportive, and inclusive environment that reflects the diverse world in which we live and work.

This policy applies to all employees, contractors, volunteers, and partners of MLT Digital, encompassing all aspects of employment, including hiring, training, promotion, and termination. 

Policy objectives

  1. To promote equality and prevent discrimination: We are committed to ensuring equal opportunity for all employees and applicants. We strive to create a work environment free of discrimination and harassment, where everyone is treated with respect and dignity.

  2. To enhance diversity and inclusion: We aim to build a diverse workforce that reflects the communities we serve. We believe that diverse teams generate innovative solutions and a superior service for our clients.

  3. To foster a culture of inclusion: We endeavor to create an environment where everyone feels valued, included, and empowered to contribute to their fullest potential.

Implementation strategies

Recruitment and selection:

  • Implement fair recruitment practices to attract a diverse range of candidates
  • Ensure that job descriptions are inclusive and accessible to all


Training and development: Regular diversity and inclusion training is ongoing, driven by the Managing Director, Gavin Clark through all employees to foster understanding and respect for differences.

Workplace adjustments: This has been an ongoing process of review and development to strike the right balance for the business and employees. Currently the following have been agreed and accepted as fair state of play at this stage:  4 day week where preferred Hybrid working to include only 3 days in the office where preferred A compassionate and accommodating approach to short notice flexibility for the purposes of wellness, health and out of work commitments.

Employee support and networks:

  • A ‘Culture Committee’ was established in 2023 to include a small group of diverse staff from across the team. This is led and driven by an external, non-exec female Director (Mary Moore) to manage and drive all aspects of team culture and development

  • Since 2022, the Managing Director, Gavin Clark has been hands on in creating and implementing a clear and regular system of Personal Development Reviews to encourage an open, respectful and enriching approach to personal development, review and support The Managing Director leads all D&I training that is then cascaded down through all team members. Gavin also attends all PDR sessions with line managers and drives an open-door policy for all staff to feel supported and heard up to the most senior level

  • The Managing Director attends every PDR personally to support every team member in their review, development and personal needs

Communication: A new organisational structure with clear lines of communication, comms platforms and protocols allow the culture and environment to be free flowing, supportive and dynamic. At a department level, one-to-one and weekly meeting schedules allow complete feedback and support loops across all staff. This promotes an open and inclusive communication environment, encouraging feedback and dialogue on diversity and inclusion issues.

Monitoring and evaluation: Regularly review and assess the effectiveness of D&I initiatives and policies, making adjustments as needed to improve outcomes.


Leadership: The Managing Director maintains the lead role on all HR including D&I. He champions the diversity and inclusion policy to ensure implementation at all levels of the organisation. This ensures that D&I values are reflected in decision-making and organisational practices.

HR and management: In addition to the MD lead, the Culture Committee and an external HR consultancy called Resolve Human Resources Ltd collectively plan, implement and review D&I strategies and initiatives. Line managers are trained and included throughout the business to ensure support and resources for staff to help them understand their roles and responsibilities in promoting inclusivity.

Employees: Participate in diversity and inclusion training and activities Respect the diversity of colleagues and contribute to an inclusive work environment.

Reporting and resolution

We encourage any employee who experiences or witnesses any form of discrimination or harassment to report it immediately to their manager, Mary Moore, or the Managing Director.

We are committed to investigating all complaints promptly and confidentially, taking appropriate action to remedy any breaches of this policy.

Review and approval

This policy will be reviewed annually by the lead stakeholders – Culture Committee, Managing Director and Resolve Human Resources. It will be updated in accordance with legal and social developments and the needs of our employees and business.