1. Purpose

This policy sets out the values that shape how Woodfall operates, who we work with, and how we expect to be held to account. It is a public statement of intent, not a marketing exercise. We publish it because we think the people who engage us, work with us, or supply us are entitled to know where we stand.

2. Our position

We believe that a fair society distributes the rewards of economic activity in proportion to the contribution people make to it. Effort, skill, judgement, risk and time invested should be reflected in what people receive in return. Where that link is broken — by exploitation, by accident of birth, by the structural advantages of incumbency, or by the deliberate suppression of wages and conditions — we regard the outcome as unjust regardless of whether it is lawful.

We hold this view consistently. It applies to how we run Woodfall, how we choose clients and suppliers, and how we engage with the wider community.

3. Fair pay and labour rights

Within Woodfall, and as a stated preference for the organisations we work with, we expect:

• Pay at or above the real Living Wage as set by the Living Wage Foundation, not merely the statutory National Minimum Wage or National Living Wage.
• Compliance with the Modern Slavery Act 2015 across the supply chain, including organisations that fall below the statutory reporting threshold.
• Recognition of the right to organise, to bargain collectively, and to raise grievances without retaliation.
• Stable, predictable contracts in preference to zero-hours arrangements where the work itself is stable and predictable.
• Pay transparency sufficient to allow workers to understand how their compensation is determined.

We will not knowingly engage suppliers or partners whose business model depends on suppressing any of the above.

4. Environmental responsibility

We prefer to work with organisations that can demonstrate measurable environmental commitment, evidenced by one or more of:

• ISO 14001 certification or an equivalent environmental management system.
• Published Scope 1, 2 and where material Scope 3 emissions data and a credible reduction trajectory.
• Membership of a recognised scheme such as Science Based Targets initiative (SBTi) or the UN Global Compact.
• B Corp certification or comparable third-party assessment.

We recognise that smaller suppliers may not hold formal certifications. In those cases we look for plain evidence of intent: stated commitments, supplier choices, energy and travel decisions, and willingness to discuss the question seriously.

5. Equality, diversity and inclusion

We engage on merit, judged against the contribution a person or organisation can make to the work in hand. We reject discrimination on the grounds protected by the Equality Act 2010, and we reject the use of personal background — protected or otherwise — as a substitute for assessing actual contribution.

We expect the organisations we work with to take this seriously in practice rather than in policy documents. That means visible representation across seniority levels, transparent recruitment, and a willingness to look at outcomes rather than only intentions.

6. Wealth distribution and worker ownership

We have a stated preference for organisational structures that distribute the rewards of work more equitably than the conventional shareholder model permits. This includes:

• Employee ownership trusts and worker cooperatives.
• Profit-sharing schemes that reach the whole workforce, not only senior staff.
• Equity arrangements that include people whose work creates value, not only those who hold capital.

We are not doctrinaire about structure. A privately held company that pays well, distributes profit fairly, and treats its staff as adults sits comfortably within the spirit of this policy. A worker cooperative that pays poorly does not.

We also note, candidly, that pay ratios between the highest and lowest paid people in an organisation are a useful signal. Ratios above roughly 20:1 warrant explanation; ratios above 50:1 warrant scepticism.

7. Community and societal impact

We prefer to work with organisations that contribute positively to the communities in which they operate. This is partly about charitable activity, but more importantly about the day-to-day decisions an organisation makes: where it locates, who it employs, how it treats its neighbours, and whether it pays its taxes in the jurisdictions where it generates value.

We regard aggressive tax avoidance — distinct from legitimate tax planning — as inconsistent with this policy. Organisations that structure themselves primarily to extract value from one jurisdiction while paying tax in another are not natural partners for Woodfall.

8. Supply chain transparency

We expect suppliers and partners to be able to answer reasonable questions about their own supply chains. Specifically:

• The origin of significant inputs, particularly where those inputs are associated with known human rights or environmental risks.
• The labour conditions under which work in the supply chain is performed.
• The use of subcontractors, and the extent to which the principal contractor takes responsibility for their conduct.

An inability to answer these questions is not automatically disqualifying, but an unwillingness to engage with them is.

9. How this policy works in practice

This is a preference policy, not a procurement audit. We apply it in proportion to the size and nature of the engagement.

• For significant or long-term engagements, we discuss this policy with the other party at the outset and ask for evidence in the areas relevant to the work.
• For smaller engagements, we apply judgement based on what is reasonably knowable.
• Where a supplier or partner falls short of these expectations, we will say so directly. Where the shortfall is material and the willingness to address it is absent, we will decline the engagement or end it.

We do not claim to apply this policy perfectly. We claim to apply it honestly, and to be open to challenge where we fall short.

10. Accountability

This policy is reviewed annually. Concerns about its application, or about specific engagements, can be raised directly at warwick@woodfall.uk.

We welcome challenge from clients, suppliers, employees and members of the public. We treat such challenge as a normal part of operating in line with what we publicly claim to believe.