Annual Publication DSR for Morganable
Reporting Period: 2025
Website: morganable.com
Publication: Morganable
Diversity Staffing Report
At Morganable, we believe transparency about workforce inclusion helps build institutional trust and supports better journalism. This report is intended to give readers, staff, partners, and applicants a clearer picture of how Morganable is approaching diversity in recruitment, staffing, progression, retention, and newsroom culture.
1. Reporting Statement
This report summarises Morganable’s diversity and staffing position for the reporting period stated above. It should be read alongside our:
- Ethics Policy
- Diversity Policy
- Actionable Feedback Policy
- Editorial Standards / Corrections pages
This report is designed to support transparency and accountability. Google’s news transparency guidance values clear information about the publisher and contact information, while Acas recommends monitoring equality, diversity, and inclusion through forms and surveys where appropriate.
2. Reporting Scope
This report covers, where data is available:
- permanent employees;
- part-time employees;
- editorial staff;
- commercial and administrative staff;
- contractors or regular freelance contributors, where included in internal reporting;
- recruitment and hiring activity during the reporting period.
Total workforce headcount: 18
Editorial headcount: 4
Non-editorial headcount: 14
3. Data Collection Method
Morganable’s diversity data is based on:
- recruitment records;
- voluntary staff self-identification data;
- internal HR records;
- anonymised aggregate reporting.
Participation in diversity monitoring should be voluntary where required, and reported in aggregate form to protect privacy. Acas recommends monitoring forms and surveys as one way to check whether equality, diversity, and inclusion efforts are working.
4. Privacy and Data Protection Note
Morganable does not publish personally identifiable employee diversity information in this report. Data should be presented in aggregated categories and, where sample sizes are small, suppressed or combined to avoid identifying individuals.
5. Workforce Profile
18
Gender Representation
- Women: 40%
- Men: 60%
- Non-binary / self-described: 0%
- Prefer not to say: 0%
Ethnic / Racial Representation
- Black: 95%
- Asian: 0%
- White : 0%
- Mixed / multiple ethnic groups: 5%
- Other ethnic group: 0%
- Prefer not to say: 0%
Disability Representation
- Disabled staff: 5%
- Non-disabled staff: 95%
- Prefer not to say: 0%
Age Bands
- 18–24: 11%
- 25–34: 50%
- 35–44: 17%
- 45–54: 17%
- 55+: 5%
6. Leadership and Decision-Making Roles
Morganable believes inclusion must be visible not only across the workforce, but also in positions of responsibility.
- editors and senior editors: 11%
- team leads / managers: 5%
- board or ownership-level roles, where applicable: 11%
7. Recruitment and Hiring
For the reporting period,
- total vacancies advertised: 2
- total applicants: 13
- shortlisted candidates: 6
- hires made: 1
Morganable reviewed recruitment outcomes to understand whether particular groups were disproportionately underrepresented at application, shortlist, or hiring stage. Where gaps were identified, we considered whether job design, advertising channels, criteria, interview structure, or outreach methods contributed to those outcomes
8. Progression and Promotion
- total promotions during period: 3
- internal promotions by category: 67%
- leadership promotions by category: 67%
Morganable is working to ensure progression opportunities are fair, transparent, and based on role requirements, performance, and development potential. We recognise that inclusion must extend beyond entry-level hiring into retention, progression, and decision-making influence.
9. Retention and Turnover
- total staff departures: 1
- voluntary departures: 0
- involuntary departures: 1
- turnover rate: 4%
Retention data can reveal inclusion issues that hiring figures alone do not show. Morganable reviews turnover patterns, exit feedback, and workplace culture indicators to understand whether some groups experience barriers, exclusion, or weaker progression opportunities.
10. Pay and Opportunity Review
Pdf to be attached soon.
During this reporting period, Morganable reviewed pay consistency, job level distribution, freelance commissioning patterns, and access to visible assignments. Any material disparities identified are being reviewed through management and policy processes.
11. Editorial Representation and Newsroom Inclusion
Morganable’s diversity work is not limited to staffing numbers. It also includes editorial practice.
For the reporting period, Morganable reviewed:
- range of voices quoted in coverage;
- diversity of contributors and commissioned writers;
- representation in opinion and analysis sections;
- newsroom access to inclusive sourcing and commissioning practices.
We aim for a newsroom culture and editorial output that better reflects the communities we cover. This includes widening sourcing networks, challenging blind spots, and reducing over-reliance on narrow expert or elite voices.
12. Inclusion Actions Taken This Period
During this period, Morganable took the following inclusion actions :
- updated recruitment language and job descriptions;
- expanded vacancy distribution channels;
- introduced structured interview scoring;
- reviewed contributor commissioning pools;
- reviewed and updated all extant policies
- updated anti-harassment procedures;
- introduced manager guidance on inclusive leadership;
- improved accessibility on selected internal and publishing systems.
13. Key Gaps Identified
Morganable identified underrepresentation in the disability employment opportunity drives, weaker progression in global scaling, and limited disclosure rates in our climate change participation. These findings will guide the next phase of our inclusion work.
14. Commitments for the Next Reporting Period
In the current period, Morganable is already implementing actions, such as:
- improve voluntary diversity data completion rates;
- broaden candidate pipelines for editorial roles;
- track promotion and retention patterns more closely;
- review representation in leadership roles;
- strengthen mentoring and development pathways;
- publish the next annual staffing report on a fixed cycle.
15. Governance and Accountability
This report was reviewed by:
- senior editorial leadership;
- management and HR lead;
- publisher / executive editor
The executive editor, Vincent Elegbeleye is responsible for coordinating future updates and ensuring the report is published consistently.
16. Contact
For questions about this report, please contact:
Morganable
Website: morganable.com
Email: hr@morganable.com
Editorial standards: editorial@morganable.com
Address: Petrone House, 31 Church Street, London. United Kingdom. RM10 9UR
