our commitment to diversity, equity, and inclusion (DEI)
under+beneath limited is founded on the principle that the future of fashion-tech must be inclusive. We are a pre-seed company today, but our commitment to Diversity, Equity, and Inclusion (DEI) is foundational, informing every decision we make—from our hiring practices to the design of our products and services. We view DEI not as a program, but as the essential bedrock of our innovation and company culture.
Our Core Principles
We commit to building an environment where every employee and partner feels valued, respected, and empowered to bring their authentic selves to work. This means acting intentionally across the following areas:
1. Diversity (Representation)
We are committed to building a workforce that reflects the global communities we serve. As we grow, we will actively combat underrepresentation across all protected characteristics, including (but not limited to):
- Gender and Gender Identity: Achieving gender balance at all levels, as detailed in our Gender Equality Plan (GEP).
- Race and Ethnicity: Ensuring equitable representation across all teams.
- Age, Disability, Sexual Orientation, Religion, and Belief: Actively welcoming individuals from all backgrounds protected by the UK Equality Act 2010.
2. Equity (Fairness and Justice)
We are committed to ensuring fair treatment, access, opportunity, and advancement for all, while striving to identify and eliminate barriers that have historically prevented the full participation of some groups.
- Fair Pay: We are committed to equal pay for equal work and will proactively conduct pay analyses as we scale to ensure complete equity.
- Impartial Processes: All future recruitment, promotion, and performa
3. Inclusion (Belonging and Voice)
We commit to creating a culture of belonging where differences are celebrated, and all voices are heard and respected.
- Inclusive Design: We commit to embedding an inclusive lens into our technology and design processes, ensuring our fashion-tech solutions are accessible and relevant to diverse user groups.
- Zero Tolerance: We enforce a zero-tolerance policy against all forms of discrimination, bullying, harassment, and victimisation, ensuring clear and confidential reporting mechanisms are in place.
Our Strategy for Action
Though currently small, our actions are structured to scale seamlessly:
- Executive Ownership: Our Founder + CEO, Amelia Tombs, directly oversees and is accountable for the implementation and monitoring of our DEI goals.
- Gender Equality Plan (GEP): Our GEP serves as a specific, action-oriented document focusing on gender equity, covering work-life balance, leadership parity, and measures against gender-based violence. This plan is reviewed and updated annually.
- Training: All current and future employees are required to complete regular training on unconscious bias, inclusive communication, and anti-harassment policies.
- Accountability: We commit to monitoring our progress using data relevant to our size and publicly reporting on our DEI efforts and lessons learned as we grow.