Equality, diversity and inclusion policy

TurboKast Ltd is a very small company. This policy says plainly how we treat people fairly, how we make our work accessible, and how to raise a concern. It does not claim anything we have not done.

Who this covers

TurboKast Studio is a trading name of TurboKast Ltd (company number SC881077), 29 Commercial Street, Dundee DD1 3DG. Client work is delivered by one person, the director, Liam Humphreys, who is responsible for this policy. It applies to everyone we work with or for: customers, people who contact us, anyone we employ or engage, suppliers and partners, and visitors to this website.

Our commitment

We will not discriminate against, harass or victimise anyone because of a characteristic protected by the Equality Act 2010: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation. We aim to treat everyone fairly and with respect, and we will not accept an instruction from anyone to treat a person unfairly for one of those reasons.

Working for public bodies

Public bodies have a legal duty, the public sector equality duty (section 149 of the Equality Act 2010, with specific duties for Scottish bodies set by the Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012), to have due regard to the need to eliminate discrimination, advance equality of opportunity and foster good relations between different groups. We are not a public body ourselves. When we work for one, we will follow its equality requirements for the contract, give it the information it reasonably needs to meet its duty, and consider the effect of our work on people who use its services and on its staff.

Accessible delivery

Meetings. We offer meetings in person or online, at times that suit people, and we ask before a meeting whether anyone needs something to take part fully. We make reasonable adjustments where we can.
Documents. We write in plain English, with clear headings, a readable font size and good contrast, and we do not rely on colour alone to carry meaning. We can provide a document in another format, such as large print or plain text, if you ask.
Software we build. We aim to make what we build usable with a keyboard and a screen reader, and readable on a phone. We do not hold an accessibility certification, and we will tell you what we have and have not tested.
This website. If something on it is hard to use, tell us at [email protected] and we will help you another way and fix it where we can.

Customers, suppliers and partners

We offer our services to any business or person within the scope of what we do, without regard to a protected characteristic. We choose suppliers and partners on suitability, cost and quality, and we expect them to obey the law on equality.

If we recruit or engage people

We do not recruit regularly. If we hire an employee or engage a contractor, we will advertise the role openly where practical, describe it in terms of what the job needs, choose on skills, experience and ability to do the work, and make reasonable adjustments in the process and in the role. Pay is set by the job, not by a personal characteristic, and everyone we pay is paid at least the real Living Wage. We will give a copy of this policy to anyone who joins us.

Training

We have not run formal equality training and do not claim any. If we take on staff, we will go through this policy with them when they start.

Raising a concern or complaint

Email [email protected] with "Equality concern" in the subject line, or ring 01382 787280. Tell us what happened; you can ask for the details to be kept confidential.
We will reply within 5 working days to say we have it, and give you a full written answer within 20 working days.
Because we are very small, the director would normally look into it. If that is a problem, say so, and we will agree with you another way to have it reviewed, for example by an independent person you and we both accept.
We will not treat anyone worse for raising a concern in good faith.
You can also get advice from the Equality Advisory and Support Service, the Equality and Human Rights Commission, or, for work matters, Acas. If we are working for a public body, you may also use its own complaints process.

Review

The director reviews this policy once a year, and also after any complaint, any hiring, or any change in the law that affects it. We keep a short record of concerns raised and what we did about them.

First published 3 November 2026. Next review due by 3 November 2027. This policy is not part of any contract of employment.