Organisation: Indigital XYZ Limited, trading as Favoured
Company number: 10869455
Registered office: 446 Uxbridge Road, London, W12 0NS
Version: 1.0
Date of adoption: 25 September 2026
Review date: 25 September 2027
Approved by: Andrew Willers, Co-founder and Commercial Director
Responsible officer: Danielle Huddlestan, Head of Operations
Purpose and scope
This policy sets out Favoured’s commitment to equality, diversity and inclusion in recruitment and in employment, and the practices by which that commitment is met. It applies to every employee, to the directors, and to contractors and freelancers engaged to work on our behalf. It covers recruitment, selection, terms of employment, pay, development, promotion, conduct at work, and the ending of employment.
Favoured is a fully remote business of 21 employees. Our obligations under the Equality Act 2010 are the floor this policy sits on, not the extent of it.
Our commitment
Favoured does not discriminate against any person on the grounds of age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex, or sexual orientation. These are the protected characteristics defined in the Equality Act 2010, and the commitment covers direct discrimination, indirect discrimination, harassment and victimisation.
We extend the same commitment to characteristics the Act does not protect but which affect who gets hired in our industry, including socio-economic background, caring responsibilities, and whether a person holds a degree.
Recruitment and selection
Roles are advertised against the skills and experience the work actually requires. We do not require a degree for any role unless the work genuinely demands one, and we do not treat unpaid internships or unpaid work experience as a qualification, because both select for family income rather than ability.
Selection is made against criteria set before applications are read. Interviews for the same role use the same questions and are conducted by at least two people wherever practical.
We advertise every role as remote. Remote working widens the field to people who cannot relocate to a city, who have caring responsibilities, or for whom a daily commute is a barrier, including many disabled applicants. We treat that as one of the more effective inclusion measures available to a business of our size, and it is a structural feature of how we operate rather than a concession.
We make reasonable adjustments at every stage of recruitment and employment. Candidates are told before interview that adjustments are available and are not required to give a reason.
In employment
Pay and progression are set against role, responsibility and evidenced performance.
Favoured has been owned by an Employee Ownership Trust since 2025. Every employee holds an interest in the business through the Trust on the same terms, which is a structural equality in how the benefit of the company’s success is shared.
Flexible working requests are considered from the first day of employment, not after a qualifying period.
Harassment, bullying and victimisation are disciplinary matters. A concern may be raised with any director or with the Head of Operations, and a person who raises one in good faith will not be disadvantaged for having done so.
Training
All employees are briefed on this policy on joining and whenever it is revised.
From January 2027 every employee will complete a short annual equality, diversity and inclusion session, delivered in paid working time and minuted. This commitment is new and is recorded here as a commitment rather than as current practice, because until it has run we will not claim it as one.
Monitoring, responsibility and review
The Head of Operations is responsible for this policy day to day and reports to the Co-founder and Commercial Director, who holds board-level responsibility for it.
We are a small employer and we do not publish gender pay gap figures, because we are well below the 250-employee threshold at which that reporting is required and figures drawn from a workforce of this size would identify individuals rather than describe a pattern.
This policy is reviewed annually, and sooner if the law changes or if an incident shows it is not working.
Our supply chain
Contractors and freelancers engaged by Favoured are expected to meet the standards in this policy while working on our behalf. Where we work as part of a client’s supply chain we will comply with the client’s own equality and diversity requirements in addition to this policy.
Signed:
Name: Andrew Willers
Position: Co-founder and Commercial Director
For and on behalf of: Indigital XYZ Limited trading as Favoured
Date: 25 September 2026