Last Updated : April 2nd, 2026
Website: morganable.com
Publication: Morganable
Diversity Policy
At Morganable, we believe a strong newspaper should reflect the society it serves. Diversity strengthens journalism, improves decision-making, broadens perspective, deepens public trust, and helps a newsroom cover communities with greater intelligence, fairness, and relevance.
Morganable is committed to building and maintaining an inclusive workplace and editorial culture in which people are treated fairly, heard respectfully, and given equal opportunity to contribute and progress.
Acas advises employers to have an equality, diversity and inclusion policy, and notes that inclusive workplaces can help organisations better serve a diverse range of customers, improve ideas and problem-solving, and attract and keep good staff.
1. Purpose
This policy sets out Morganable’s commitment to:
- equal opportunity in recruitment, training, promotion, and retention;
- a workplace free from unlawful discrimination, bullying, harassment, and victimisation;
- inclusive newsroom culture and management practice;
- fair and respectful treatment of staff, freelancers, contributors, and applicants;
- better representation in editorial thinking and organisational decision-making.
2. Legal and Standards Commitment
Morganable is committed to complying with applicable equality and anti-discrimination law. In the UK, the Equality Act 2010 legally protects people from discrimination and identifies protected characteristics including age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.
Nothing in this policy limits Morganable’s broader commitment to fairness, dignity, accessibility, and inclusion beyond minimum legal compliance.
3. Scope
This policy applies to:
- employees;
- editors and managers;
- freelance contributors and contractors where relevant;
- interns, trainees, and work-experience participants;
- job applicants;
- anyone representing Morganable in a professional capacity.
4. Equal Opportunity
Morganable aims to make employment-related decisions on merit, role requirements, competence, conduct, and legitimate business needs.
We do not permit unlawful discrimination in relation to:
- recruitment and selection;
- pay and terms;
- assignments and opportunities;
- promotion and progression;
- training and mentoring;
- disciplinary treatment;
- dismissal or termination;
- workplace benefits and participation.
5. Recruitment and Hiring
Morganable aims to recruit from the widest appropriate talent pool and to reduce avoidable barriers in hiring.
We will seek to:
- use fair, role-relevant job descriptions;
- avoid discriminatory wording or unnecessary criteria;
- encourage broad and inclusive outreach;
- assess candidates against genuine role requirements;
- handle reasonable adjustments appropriately where applicable;
- document hiring decisions consistently.
6. Inclusive Workplace Culture
Morganable aims to foster a workplace culture where:
- all staff are treated with dignity and respect;
- differences in background, perspective, and lived experience are valued;
- exclusionary behaviour is challenged;
- staff can raise concerns without fear of retaliation;
- managers take responsibility for inclusive leadership.
Acas recommends creating ways for staff to be heard and making clear how staff can complain if discrimination happens.
7. Bullying, Harassment, and Victimisation
Morganable prohibits bullying, harassment, victimisation, and discriminatory conduct.
This includes conduct based on protected characteristics or conduct that creates an intimidating, hostile, degrading, humiliating, or offensive environment. Complaints will be taken seriously and reviewed through appropriate internal procedures.
8. Accessibility and Reasonable Inclusion Measures
Morganable aims to improve accessibility in both workplace practice and publishing operations where reasonably practicable.
This may include:
- accessible recruitment communication;
- reasonable adjustments in work processes;
- inclusive meeting and communication practice;
- consideration of accessibility in digital publishing and internal systems.
9. Editorial Diversity
Morganable recognises that diversity is not only an HR issue but also an editorial strength.
We therefore aim to:
- widen the range of voices quoted and commissioned;
- avoid lazy stereotypes and one-dimensional representation;
- build coverage that reflects the breadth of the communities we serve;
- improve diversity in commissioning, sourcing, and editorial leadership over time.
10. Training and Awareness
Morganable may provide training, guidance, or managerial support on equality, diversity, inclusion, respectful conduct, and complaint handling.
Policies alone are not enough; managers and teams are expected to apply them in practice.
11. Monitoring and Review
Morganable may monitor diversity and inclusion indicators in lawful and proportionate ways, including workforce composition, hiring patterns, retention, progression, and staff feedback.
Acas recommends using monitoring forms and surveys to check how equality, diversity, and inclusion are working in a workplace.
Where data is collected, Morganable aims to use it responsibly, confidentially, and in aggregate form wherever possible.
12. Reporting Concerns
Any staff member, contributor, or applicant who believes they have experienced discrimination, harassment, victimisation, or unfair exclusion should be able to report it through Morganable’s internal channels.
Morganable will aim to review such concerns fairly, confidentially where appropriate, and without retaliation.
13. Responsibility
Inclusion is a shared responsibility, but leadership carries particular responsibility.
Editors, managers, and decision-makers are expected to:
- model respectful conduct;
- make fair decisions;
- respond appropriately to complaints;
- support inclusive participation;
- help ensure this policy is not merely symbolic.
14. Enforcement
Breaches of this policy may result in internal action, including investigation, training, disciplinary measures, reassignment of responsibilities, or termination of engagement, depending on the seriousness of the breach.
15. Changes to This Policy
Morganable may update this Diversity Policy from time to time to reflect changes in law, operational practice, or organisational structure.
16. Contact
Questions about this policy or concerns relating to workplace inclusion may be directed to:
Morganable
Website: morganable.com
Email: hr@morganable.com
Standards contact: editorial@morganable.com
Address: Petrone House, 31 Church Street, London, United Kingdom. RM10 9UR
