Last reviewed: May 2026.
Telos Studio Ltd is committed to equity, diversity and inclusion. We believe a small business is improved — and the things we make are improved — when the people who work on it bring different backgrounds, experiences and perspectives. This policy sets out what that means in practice for our staff, contractors, suppliers and customers. It applies across our atelier in Gloucestershire and our remote colleagues, and it sits alongside our obligations under the Equality Act 2010.
1. Our commitment
We treat people fairly. We do not tolerate harassment, bullying or victimisation. We do not discriminate on the basis of any of the nine protected characteristics under the Equality Act 2010: age; disability; gender reassignment; marriage and civil partnership; pregnancy and maternity; race (including colour, nationality and ethnic or national origins); religion or belief; sex; or sexual orientation. We also do not discriminate on the basis of socio-economic background, caring responsibilities, neurodivergence beyond what is captured by disability, or trade union membership.
2. Recruitment and selection
Our recruitment process is structured to give every applicant a fair chance. Job descriptions list only the skills we genuinely need. We anonymise CVs at the screening stage where possible. Interview panels include at least two people. We use role-relevant tasks and offer adjustments for any candidate who needs them. Where two candidates are equally strong we favour the one who would add to the diversity of our small team. We welcome applications from candidates of all backgrounds; if you would like to discuss any aspect of an application or working with us, contact careers@teloswellness.co.uk.
3. Pay and progression
We publish a salary range with every role and we will not negotiate below the bottom of that range with any candidate. Pay decisions are reviewed annually against role and external benchmarks rather than against tenure or charisma. Progression criteria are written down and shared. We do not have an annual gender pay-gap reporting obligation while we are below 250 employees, but we will publish a like-for-like pay summary internally each year.
4. Supplier diversity
We seek out suppliers and contractors who reflect a range of backgrounds and ownership types, including makers and small businesses owned by women, people of colour and disabled people. Where we have a credible alternative we prefer suppliers who pay the Real Living Wage. We will not work with suppliers who discriminate against any protected characteristic.
5. Reasonable adjustments
We make reasonable adjustments for candidates and colleagues with a disability or long-term condition, in line with section 20 of the Equality Act 2010. Adjustments may include flexible hours, adjusted equipment, quiet space at the atelier, written follow-ups to verbal instructions and additional time on tasks.
6. Inclusive culture day-to-day
We expect everyone at Telos to: speak respectfully; assume good faith; check in when something has not landed well; and raise concerns early. Banter that excludes people, or jokes that rely on stereotypes, are not part of how we work. We do not require people to disclose any protected characteristic but we make space for people to do so if they wish.
7. Customer experience
This policy applies to how we treat customers as well as colleagues. Our customer-care team will not tolerate abuse — racist, sexist, homophobic, transphobic, ableist or otherwise — directed at any of our staff. We reserve the right to refuse service in these cases.
8. Reporting and grievances
If you experience or witness discrimination, harassment or bullying at Telos, you can:
- Speak to your line manager;
- Speak to a Director;
- Email ethics@teloswellness.co.uk in confidence; or
- Use the formal grievance procedure set out in your contract of employment.
Reports will be taken seriously and handled confidentially so far as possible. We will not victimise anyone for raising a genuine concern. You also have the right to take a complaint to an employment tribunal where the law allows.
9. Training
Everyone at Telos completes EDI induction training in their first month and a refresher each year. Hiring managers receive additional training on inclusive recruitment.
10. Review and accountability
This policy is owned by the Operations Director and is reviewed annually. We measure progress through a small number of indicators: workforce composition by gender and ethnicity (where colleagues choose to disclose); pay by quartile; supplier diversity; and any reports raised under section 8. The board reviews these indicators each year and agrees actions for the next 12 months.