Dust London Ltd
1. Introduction and Purpose
Dust London Ltd is committed to promoting equality, diversity, and inclusion across all its activities. This Gender Equality Plan (GEP) sets out the principles, objectives, and measures through which the company ensures fair treatment and equal opportunities for all, and actively supports gender balance in recruitment, decision-making, and professional development.
As a small consultancy, Dust London adopts this plan in a proportionate and appropriate manner, reflecting both the scale of the organisation and its commitment to the values of equality and inclusion that underpin all of its work, including research, innovation, and design activities.
2. Governance and Accountability
Overall responsibility: Alasdair McPhail, Managing Director
Oversight and reporting: Annual internal review of diversity-related data and progress against actions set out in this plan
Scope of application: This GEP applies to all employees, directors, contractors, and collaborators engaged by Dust London Ltd
3. Key Objectives
Dust London’s Gender Equality objectives are to:
- Ensure equal opportunities in recruitment, pay, training, and professional development
- Support work–life balance for all staff, regardless of gender
- Prevent gender-based discrimination, bias, and harassment
- Promote gender balance in leadership, decision-making, and project roles
- Encourage the integration of the gender dimension in research, innovation, and design activities, where relevant
4. Actions and Measures
| Area | Actions | Indicators / Monitoring |
| Recruitment & Career Development | Use gender-neutral language in job adverts; shortlist balance considered where possible; provide equal access to training and mentoring. | % women in recruitment pools and senior roles |
| Work–Life Balance & Flexible Working | Offer hybrid/flexible working options; ensure parental leave policies are inclusive; support return-to-work after leave. | Uptake of flexible/parental leave |
| Gender Balance in Leadership | Monitor gender composition of decision-making bodies; encourage balanced representation on project teams. | Gender ratio in management/project leadership |
| Safe & Inclusive Workplace | Maintain anti-harassment policy; provide confidential reporting mechanisms. | Policy existence, training sessions held |
| Gender Dimension in R&I | Ensure gender relevance is considered in project proposals and design processes. | Number of projects including gender analysis |
| Training & Awareness | Provide diversity and unconscious bias awareness sessions at least once per year. | Staff attendance and feedback |
5. Data Collection and Monitoring
Dust London will collect and review gender-disaggregated data on an annual basis, including data relating to recruitment, training, pay levels, and professional development. This information will be used to monitor progress, identify areas for improvement, and inform future updates to this Gender Equality Plan. Findings will be shared internally to support transparency and accountability.
6. Publication and Review
This GEP is:
- Published: on Dust London’s website
- Effective from: 25/09/2025
- Next review: 10/09/2027
7. Contact
For questions or feedback about this plan, please contact:
Alasdair McPhail Managing Director
Judit Kimpian Director