How we’re going to get better

When we originally certified, our overall B Impact Score 98.9 - the threshold for certification being 80 and the average for a business around 50.

  • Governance 16.9

  • Workers 24.8

  • Community 14.4

  • Environment 10.6

  • Customers 32.0

Our B Impact Score Target for re-certification is 109 - which will. be driven from all five areas of B Corp.


As we have grown we have increasingly realised the importance of a set of processes that ensure all members of the team are treated equitably. It’s so easy to slip into a situation where those that have been a part of the team for a long time have different knowledge, standing and rewards to those that have joined more recently.

We have grown the team by over 30% in the last 18 months so these challenges have become a real focus for the leadership team.

The specific steps that we are looking to improve in this area include:

Writing a formal mission statement including:

  • A commitment to a specific positive social impact

  • A commitment to a specific positive environmental impact

  • A commitment to serve a target beneficiary group in need

Building a formal onboarding process for new employees

We want this activity to do more than simply explain how we do things - it should focus on why certain choices are made and the culture that we’re trying to create.


We are trying to build a team that genuinely trusts one another and has a culture of psychological safety. This is not just an ethical choice - we also know it means better work is delivered for our community, customers and stakeholders.

If people know they can make suggestions knowing they’ll be respected - even when people disagree with them, then better conversations happen all round.

We have always had this goal, but as we have grown the team and our customer base, we need to take different approaches to ensure it is achieved.

The specific steps that we are looking to improve in this area include:

Regularly (at least once a year) conduct employee satisfaction or engagement surveys

We want this to be done in a people-centric way that ensures it’s not seen as being ‘checked up on’ and really understood to be the supportive mechanism that it is intended to be.

Once we have these measures, we will benchmark employee satisfaction to relevant industry benchmarks and hope to outperform on attrition and satisfaction.

Socially responsible pensions promotion through Nest

Our pension provider allows people to switch to a more ethically responsible pension fund. We want to make sure that everyone has access to this and understands how to make the switch.

Write a non-discrimination statement

This simple statement will bring to life our approach to equality in our team

Socioeconomic analysis for workforce

The social mobility commission has published detailed guidance on how to measure the social background of people. Their key question asks ‘What was the occupation of your main household earner when you were about aged 14?’. They then break down answers into three main categories:

  • Professional backgrounds

  • Intermediate backgrounds

  • Lower socio-economic backgrounds

Which allows comparison across different teams, industries and communities. This is the measure we will investigate and hopefully measures as part of our ongoing team development.


We have always seen the community of agencies, charities and people as a significant driver of our success as a business. We spend time building relationships with a wide range of groups that we think improve the access to our industry and want to do more in this area.

The specific steps that we are looking to improve in this area include:

Offer training for all employees on topics related to diversity, equity, and inclusion

Whilst we have always supported elements of training in these topics, there has been little formal programme ensuring that everyone has access to it. We will build this timetable to ensure that we build the capabilities of the whole team in creating equality.

We have set specific, measurable diversity improvement goals

Our equity based recruitment processes have driven a significant improvement of the diversity of our team. However we do not have specific targets around these goals.


As a relatively small team, working in a professional service industry the opportunity for us to improve our own environmental impact is relatively limited. We have got better at understanding our carbon footprint and the changes we can make since becoming a remote team to further reduce our emissions.

When in the office our emissions were around 30,000kg - whereas now, even with a significantly increased team size we are closer to 15,000kg - a significant reduction. However, where we want to do more is through our clients - to reduce the impact of the digital products that we build for them.

The specific steps that we are looking to improve in this area include:

Highlight green credentials our hosting and measure the overall carbon savings on websites launched

We always use a verified green host Krystal, to deploy our clients’ websites. This combined with our modern web design and development techniques, usually delivers a significant improvement on their websites’ environmental impact.

We want to make measurement of this improvement a core part of our website delivery process and aggregate our reductions to see the full impact.

Template for 360 feedback review that includes questions on environmental and social impact

Whilst we have limited ability to impact on our own environmental outcomes, we can still promote this kind of thinking in our team. By ensuring that environmental and social impact is a key part of our feedback processes this will enable that to happen.


Our customers have always been the driving force behind our social impact. By only delivering accessible digital products for charities and universities we have been able to improve outcomes for a wide range of stakeholders and beneficiaries.

As we continue to grow the size of our team and projects, we want to continue to ensure this impact happens at an even greater scale.

The specific steps that we are looking to improve in this area include:

Monitor customer satisfaction & share internally within the company and publicly

We have always spent time understanding our customers by building relationships with them and our team. Whilst this continues to be our focus for ensuring satisfaction, we also want to create a process to gather satisfaction insight and data from the wide range of people we now work with. Once we have this we want to share it wider than just the people who have collected it so everyone can benefit from it.

Set specific targets for customer / client satisfaction

Having collected standardised data about satisfaction, we then want to ensure that we have specific targets across our one of project clients and those whom we have an ongoing relationship with.