Effective Date: 14/02/2026

1. Purpose and intent

This policy explains how I work with people.

As a Fractional Managing Director, leadership consultant and Senior Leaders ADHD Coach, my work is fundamentally human. It sits at the intersection of people, systems, decision-making, and change. Equality, diversity, and inclusion are not add-ons to that work. They are core to doing it well.

Although I operate as a company of one, I hold myself to the same standards I would expect of the organisations and leaders I work with.

2. Scope

This policy applies to:

• All client engagements and advisory work
  
  
• Marketing, communications, and events
  
  
• Relationships with suppliers, partners, associates, and subcontractors
  
  
• Any future recruitment or contracting activity
  
  

3. My commitment

I am committed to:

• Treating people with dignity, respect, and fairness
  
  
• Creating psychologically safe professional relationships
  
  
• Designing ways of working that recognise difference rather than ignore it
  
  
• Actively reducing barriers where I can
  
  
• Challenging behaviour or systems that cause harm, exclusion, or inequity
  

This commitment applies equally to how I behave and to what I am willing to be part of professionally.

4. What equality, diversity, and inclusion mean in practice

• Equality means fair access, fair treatment, and fair opportunity.
  
  
• Diversity recognises that people bring different identities, experiences, strengths, and perspectives.
  
  
• Inclusion means creating conditions where people can contribute fully without having to mask, conform, or justify their right to be there.
  

In practice, inclusion is not about special treatment. It is about thoughtful design, curiosity, and respect.

5. Legal context

This policy aligns with the principles of the Equality Act 2010, which protects individuals from discrimination related to protected characteristics, including age, disability, race, sex, sexual orientation, religion or belief, and gender reassignment.

This policy supports good practice and ethical leadership. It does not replace legal advice.

6. Standards of conduct

I do not tolerate discrimination, harassment, bullying, or victimisation in any aspect of my work.

This includes, but is not limited to:

• Offensive or dismissive language
  
  
• Stereotyping or assumptions based on identity or background
  
  
• Unwelcome sexual behaviour or remarks
  
  
• Exclusion from discussions, decisions, or information without justification
  
  
• Retaliation against anyone who raises a concern
  Where I work alongside partners or associates, I expect equivalent standards to be upheld.

7. Inclusive ways of working

I design my work to be accessible, structured, and respectful of how different people think, communicate, and process information.

This may include:

• Clear agendas, outcomes, and written follow-ups
  
  
• Plain language rather than unnecessary jargon
  
  
• Flexible meeting formats and pacing
  
  
• Advance sharing of materials where helpful
  
  
• Practical, human-centred expectations rather than unrealistic productivity norms
  

These are not accommodations. They are good leadership habits.

8. Accessibility and reasonable adjustments

I aim to make reasonable adjustments to support accessibility and inclusion wherever practical.

Examples may include:

• Adjusting meeting length or format
  
  
• Providing written summaries or action notes
  
  
• Allowing breaks or additional processing time
  
  
• Using accessible technology or communication tools
  
  You do not need to disclose personal or medical details unless you choose to. If you tell me what helps you work well, I will take that seriously and respond with respect.

9. Professional boundaries and values alignment

I reserve the right to decline or end work where:

• I am asked to act unlawfully or unethically
  
  
• The work would undermine equality, inclusion, or human dignity
  
  
• There is persistent abusive, discriminatory, or unsafe behaviour
  
  This is not about ideology. It is about professional integrity and psychological safety.

10. Confidentiality and data

Any personal or equality-related information shared with me is treated as confidential and handled in line with data protection principles. I collect only what is necessary and retain it only for as long as needed.

Further detail is available in my Privacy Policy.

11. Raising concerns

If you experience or observe behaviour connected to my work that feels discriminatory, exclusionary, or unsafe, you can raise this with me directly.

Email: info@fractional-md.com

Subject: EDI concern (confidential)

I will:

• Acknowledge concerns promptly
  
  
• Listen without defensiveness
  
  
• Seek to understand impact as well as intent
  
  
• Agree proportionate next steps
  
  
• Act where action is required
  
  As a solo practitioner, I do not have an internal HR function. Where appropriate, concerns can be supported through an independent mediator or adviser by mutual agreement.

12. Review and accountability

This policy is reviewed annually and following any significant incident or change in how the business operates. I view this as a living commitment, not a static document, and I welcome constructive feedback.