Accessibility Policy

Bradshaw Taylor is committed to creating an inclusive environment where people can access opportunities, information and support fairly and without unnecessary barriers.

We will take reasonable and practical steps to improve accessibility across recruitment, employment, communication, meetings, systems and workplace arrangements. Anyone who experiences a barrier or needs support is encouraged to speak with their manager, the People Team or another appropriate contact. Requests will be treated seriously, respectfully and confidentially where possible.

VALUE IN ACTION — Collaboration: we build an inclusive environment where everyone can access opportunities, information and support fairly.

This policy applies to employees, job applicants, temporary workers, contractors and agency workers. It also applies, where relevant, to customers, partners and visitors, and to the work environments, processes, communications, meetings and systems under Bradshaw Taylor's control.

Accessibility is part of treating people fairly and with dignity. We will work to remove avoidable barriers and support people to participate fully in working life and business interactions. We will not tolerate discrimination arising from inaccessible practices, environments or communications where these can reasonably be addressed.

Our approach is based on inclusion, fairness, respect and practical improvement. We recognise that people experience barriers in different ways, so support and adjustments will be considered sensitively and on an individual basis. Accessibility is an ongoing responsibility, and we will make proportionate improvements over time.

Bradshaw Taylor will consider accessibility throughout recruitment and employment, including job advertising, applications, interviews, onboarding, day-to-day work, training and progression. Candidates and employees may request reasonable adjustments, which will be considered fairly and promptly.

We will also consider accessibility in meetings, training, written communications, policies, digital tools, workplace arrangements and events. This may involve changing the way information is provided, adapting a process or environment, or using a different method of participation.

Customer-facing marketing documents and the company website will be subject to proportionate accessibility audits, particularly after significant changes or where concerns are identified. Findings and agreed actions will be recorded and monitored.

VALUE IN ACTION — Growth: we invest in training, progression and accessible digital tools so barriers are designed out, not worked around.

Anyone who experiences an accessibility barrier, or who needs an adjustment or other support, should raise it with their line manager, the People Team, a relevant manager or another appropriate contact involved in the activity. Alternatively, via our Grievance and Whistleblowing procedure available on our website. This can be completed anonymously if you so wish. Concerns and requests will be handled respectfully, and Bradshaw Taylor will aim to respond in a timely and practical way.

All employees are expected to contribute to a respectful and inclusive environment, consider accessibility in their day-to-day work and raise barriers where appropriate.

Managers are responsible for listening to concerns, considering reasonable adjustments and practical solutions, and escalating issues when necessary. The People Team will provide guidance, help ensure consistency, coordinate accessibility audits where appropriate and maintain records of findings and actions.

The Senior Leadership Team will support accountability, promote continuous improvement and formally approve this policy and any material revisions.

Bradshaw Taylor will not tolerate discrimination, unfair treatment or victimisation linked to disability, accessibility needs, requests for adjustments or the raising of accessibility concerns. No one should be disadvantaged for raising a genuine concern or asking for support.

VALUE IN ACTION — Responsibility: we protect people from discrimination and retaliation linked to accessibility needs or concerns raised.

We will review feedback, recurring barriers, reported concerns, accessibility audit findings and progress against agreed actions. We will use this information to improve recruitment, workplace practices, communications, marketing materials, digital systems and the company website where appropriate.

VALUE IN ACTION — Pride: we keep improving — reviewing feedback and audit findings so our commitments translate into real progress.

This policy will be reviewed at least once a year and sooner if there are significant legal, organisational, technological or operational changes, or if an accessibility audit identifies a material issue. The People Team will coordinate the review and the Senior Leadership Team will provide formal sign-off. The approval date and next review date will be recorded on the controlled version of the policy.

Approved by: [Individuals Name, Job Title]
Signature:
Date approved: [DD Month YYYY]
Version: 1.0
Next scheduled review: [DD Month YYYY]