What we said we’d do

What we did

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

Collaboratively explored the needs of our clients and how William Joseph might create social and environmental impact

At our summer away day our team explored the creation of the William Joseph mission statement together.

We stepped through a series of activities that offered us the opportunity to highlight the work that we do, how we do it and the contribution it makes to social and environmental impact.

Our next steps are to create some options for our new mission statement and then run a collaborative session to refine the wording and develop our organisational goals.

Implementing Sociocracy circles

As we grow our team, we want to ensure decisions are made equitably - with the ability for a wide range of perspectives to feed into them. We believe that sociocracy is the method for making this happen at scale - and are focusing on how to create various ‘circles’ that deploy this way of working across the team.

We have used consent based decision making extensively across William Joseph and with our clients. ✅

While we experimented with the principles of sociocracy, we strategically paused the full-scale implementation of sociocracy circles.

This decision aligns with our approach to ensure inclusivity and equitable decision-making, waiting for the right team dynamics and size to fully embrace this method.

Examples of proposals using consent based decision making include:

• Choosing who we work with

• Professional development frameworks

• 360 degree feedback

Create a freelancer Onboarding process & Handbook

We created a comprehensive freelancer onboarding handbook to foster a supportive, inclusive, and productive working environment for short-term collaborators. By offering clarity and promoting trust, the handbook ensures freelancers can integrate seamlessly into our team and deliver their best work.

Key impacts:

• Building trust: The handbook introduces freelancers to our culture and values, emphasising open communication, collaboration, and respect.

• Clarity and efficiency: It outlines processes, tools, and expectations, reducing confusion and enabling freelancers to contribute effectively from day one.

• Inclusive practices: Resources such as the “Manual of Me” and flexible policies help freelancers feel seen and supported, aligning with our B Corp commitment to equity.

• Professional growth: Opportunities like participation in “Lunch and Learn” sessions and access to mental health support reflect our investment in the well-being and development of every team member, regardless of contract length.

This handbook has strengthened our partnerships with freelancers, ensuring their contributions align with our mission to create accessible and inclusive digital products and services. It exemplifies our commitment to fostering equity and trust across all working relationships.

Spill & bereavement therapy

The impact of continued use of Spill therapy services and bereavement specialists

We continue to offer access to Spill, a professional and confidential therapy service, as part of our commitment to supporting the mental health and well-being of our team. The recent addition of bereavement specialists has further enhanced the service, providing targeted support during difficult times.

Key impacts:

• Mental health support: Spill ensures every team member has free access to therapy, removing barriers to seeking help and promoting a healthier workplace culture.

• Specialised care: The introduction of bereavement specialists addresses a critical need, offering compassionate and expert guidance for individuals coping with loss.

• Inclusivity and equity: Spill’s flexibility and confidentiality cater to diverse needs, ensuring all team members feel supported, regardless of their circumstances.

• Fostering resilience: By prioritising well-being, we’ve cultivated an environment where our team feels valued, empowered, and better equipped to thrive in their roles.

This initiative reflects our dedication to creating a workplace that prioritises people, aligning with our B Corp values of fostering trust, equity, and care for our team.

Write a non-discrimination statement

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

Writing a non discrimination statement and anti racism statement

Equal opportunities and diversity policy

William Joseph is based on the idea of designing for equity. However we also need to ensure that there are policies which bring this to life for our team and help new team members understand this principle in practice.

The non-discrimination policy of William Joseph Ltd is comprehensive and aligns with the objectives of creating an inclusive work environment.

It emphasizes equality and opposes unlawful discrimination based on race, sex, and other characteristics, in accordance with the Equality Act 2010.

The policy covers various aspects like recruitment, employment conditions, and handling of personal data. It defines different forms of discrimination, including direct and indirect discrimination, harassment, and victimization, and outlines measures for positive action in recruitment and reasonable adjustments for disabled employees.

Additionally, it specifies responsibilities for policy implementation and procedures for addressing discriminatory behavior.

What we said we’d do

What we did

Provide specific training or support to organisations on how to best serve underserved populations

Working with sector leaders such as Hera and Jenny from Cheyn, we’ve refined our trauma-informed research approach to help organisations design and deliver more inclusive services that address the needs of underserved populations. By prioritising safety, trust, equity, empowerment, and hope, our methodology ensures research is accessible, respectful, and impactful.

Key principles for engaging underserved populations

• Safety: Prepare participants with clear information and frequent check-ins to create a secure environment.

• Trust and accountability: Be transparent about processes and follow through on commitments to rebuild trust in systems and services.

• Collaboration and equity: Actively involve marginalised groups and offer flexible participation options.

• Empowerment: Provide choices and validate experiences to foster dignity and confidence.

• Hope: Show participants how their input shapes services that positively impact their communities.

Practical steps for organisations

• Before sessions: Use participant-friendly information sheets, outline expectations, and plan manageable schedules.

• During sessions: Use empathetic, inclusive language, ensure ongoing consent, and avoid personal disclosures. Focus on understanding participants’ needs, not their past trauma.

• After sessions: Accurately represent participants’ lived experiences and share findings to demonstrate meaningful action.

Underserved populations often face compounded barriers and inequities. Adopting trauma-informed research practices helps organisations design better solutions by truly listening to and respecting the voices of those they aim to support.

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.

Our Managing Director, Chris, implements satisfaction surveys at the start, middle, and end of each project.

These surveys assess various aspects like professionalism, idea contribution, product effectiveness, and the nature of the client-partner relationship.

We also conduct ongoing satisfaction surveys for retainer clients.

The collected data allows us to set specific targets for customer satisfaction, with a focus on standardizing feedback across different client engagements and improving areas like digital skills.

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.

The majority of scores are at the level that we would want them to be. Of particular note is the fact that 100% of our clients would recommend us as a partner to another organisation.

We have seen an improvement across all scores from 2023 to 2024 - with particularly pleasing rises in scores relating to creating more accessible products & services

However our focus on client upskilling is critical. We want to improve scores related to this area, recognizing its importance in fostering a deeper understanding and skillset in digital domains such as UX, Content Design, Agile, and Product Management.

This improvement will not only enhance our service delivery but also empower our clients, creating a more impactful and collaborative partnership.

What we said we’d do

What we did

Work to help make Electric Vehicles more accessible and inclusive to drive adoption: https://www.williamjoseph.co.u…

Our research indicates that current electric vehicle (EV) owners are primarily ‘innovators’ and ‘early adopters’. To encourage broader adoption among the ‘early majority’, it’s essential to address several key areas:

Enhancing public understanding
Many potential EV buyers lack basic knowledge about costs, charging processes, and vehicle range. Simplifying technical information and standardising terminology can make EVs more approachable. For instance, expressing charging speeds in terms of ‘time to charge to 100 miles range’ can be more relatable than technical jargon.

Standardising infrastructure and terminology
The current lack of standardisation in charging infrastructure and terminology creates confusion. Implementing uniform standards for charging connectors and payment systems can simplify the user experience. Additionally, developing a common vocabulary for EV specifications, similar to that used for traditional vehicles, can aid consumer understanding.

Inclusive marketing strategies
Marketing campaigns should reflect the diverse demographics of potential EV owners. Inclusive representation in advertising can make EVs more appealing to a broader audience. Emphasising that EVs are suitable for everyone, regardless of background or lifestyle, is crucial.

Addressing accessibility concerns
For individuals with mobility challenges, current EV designs and charging facilities often lack necessary accommodations. Designing vehicles with features like larger spaces for equipment, automated lifts or ramps, and wider door openings can make EVs more accessible. Improving charging infrastructure by reserving charging stations for blue badge holders and ensuring accessible placement can further support inclusivity.

Supporting older adults
Older individuals may face challenges with EV adoption due to unfamiliarity with new technologies and physical limitations. Developing user-friendly interfaces, providing comprehensive training, and designing ergonomic charging solutions can make EVs more appealing to this demographic.

By addressing these areas, we aim to make electric vehicles more accessible and appealing to a wider range of people, thereby accelerating the transition to sustainable transportation.

https://www.williamjoseph.co.uk/blog/beyond-early-adopters

Environmental details in our remote working policy

Our remote working policy supports environmentally sustainable practices by focusing on reducing energy consumption, minimising waste, and lowering the carbon footprint of home offices. Key recommendations include:

Reduce energy consumption

• Use energy-efficient equipment provided by the organisation.

• Enable power-saving modes and turn off devices when not in use.

• Maximise natural lighting and switch to LED bulbs.

• Consider a 100% renewable electricity tariff.

Minimise waste

• Prioritise digital files over printing.

• Recycle e-waste, paper, and old hardware through approved services.

• Use reusable office supplies like pens and notebooks.

Eco-friendly office supplies

• Choose sustainable or second-hand furniture.

• Opt for office supplies made from recycled materials.

Reduce carbon footprint

• Source supplies locally to reduce transport emissions.

• Use public transport, bike, or carpool for commuting to meetings or co-working spaces.

Conserve water

• Install water-efficient fixtures in home office spaces.

• Use water mindfully for drinks and cleaning tasks.

These measures aim to help team members work sustainably from home while contributing to a lower overall environmental impact.

What we said we’d do

What we did

Curate a seros of Lunch & learn events on topics related to diversity, equity, and inclusion

Lunch & learns that we had this year:

• Em Stroud - the comic coach

• Psychological Safety

• Humankind

• Daisy Handley - Inclusive Innovation

• Awareness of Domestic Abuse

Em Stroud – the Comic Coach

Em Stroud, known as the Comic Coach, shared her approach to coaching leaders to inspire, engage, and lead authentically. She discussed how her unique method helps individuals uncover and tell their stories, gain fresh perspectives, and rekindle joy and passion in their work.

Daisy Handley – inclusive innovation

Daisy Handley, a designer specialising in brand, UX, and innovation, spoke about her work with Studio Exception. She explained how the studio drives innovation by collaborating with marginalised communities to create inclusive and impactful solutions.

Dawn Velody – looking after yourself during domestic abuse

Dawn Velody delivered a session on the myths, facts, and risk factors surrounding domestic abuse. This awareness-raising session was designed to support inclusivity and encourage understanding. Participants were reminded of the sensitivity of the topic and signposted to the following resources:

Support resources:

• National Domestic Abuse Helpline: 0808 2000 247

• Men’s Advice Line: 0808 801 0327

• Galop LGBT+ Domestic Abuse Helpline: 0800 999 5428

Humankind – amplifying underheard voices

Humankind, a specialist research agency focused on accessibility and underrepresented voices, shared insights into their work. They discussed their DEI testing methods and provided practical approaches to help organisations improve accessibility and inclusivity.

Psychological safety – fostering inclusion and collaboration

Kirstie Sneyd, an organisational psychologist, facilitated a session on psychological safety and its role in creating a positive and inclusive organisational culture. The session covered:

• Understanding psychological safety: Its importance, its similarities and differences with trust, and its role in fostering learning and collaboration.

• The role of inclusion: Identifying biases and practical strategies for managing them.

• Building psychological safety: Actionable methods to embed psychological safety within teams and organisations.

Kirstie’s expertise in human behaviour provided participants with valuable tools to enhance inclusion and collaboration in their work. (LinkedIn)