Equality, diversity and inclusion
An equal opportunity employer, meant operationally
Every firm says this. The question worth answering is what it changes about how we actually recruit, interview and structure work, so that is what this page is about.
Where we start
We do not discriminate on any of the nine characteristics protected by the Equality Act 2010: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. That is the legal floor rather than a policy achievement, and any employer describing it as a commitment is describing compliance.
The duty to make reasonable adjustments for disabled workers is also law rather than courtesy. Again, the floor. What follows below is what we do beyond it, and it is deliberately written at the scale of a firm our size rather than dressed up as a programme.
What it changes in practice
We recruit where the people are, not where it is easy
Bid and proposal work recruits overwhelmingly through personal networks, which is the single biggest reason the profession stays closed. We work with London local authorities on apprenticeship routes, and more than twelve students have spent a summer doing real work with us, precisely because those routes reach people who would never otherwise find a consultancy in SE1. A young person already connected to someone who knows us does not need our help.
We interview for demonstrated ability, not polish
Interview performance rewards people who have been coached in it, usually at home. That is a proxy for background rather than for capability, and in a profession about clear writing and careful thinking it is a poor one. We assess what someone can actually do, and we treat an unpolished answer to a hard question as more informative than a fluent answer to an easy one.
A lifelong condition is a fact about someone, not a limit on them
We employ people managing lifelong illness. That means flexibility around treatment and bad days, honesty about capacity in both directions, and judging output rather than presence. Bid work is deadline-driven and we do not pretend otherwise, but a fluctuating condition does not have to end a career in it, and too often it does because nobody was willing to structure the work differently.
Adjustments are a normal conversation, not a difficult one
Under the Equality Act 2010 an employer has a legal duty to make reasonable adjustments for disabled workers. The duty is not the hard part. The hard part is that people do not ask, because asking has cost them before. We raise it rather than waiting to be asked, at application stage and again in work, and we would rather over-offer than have someone struggle quietly.
If you need an adjustment to apply
Tell us and we will arrange it. You do not need to justify it, disclose a diagnosis, or provide evidence to ask. Examples of things people commonly need and often do not request: questions in advance, extra time, a written exercise instead of a timed interview, a break part way through, a different format for materials, or a conversation by phone rather than video.
If you are not sure what would help, say that instead and we will work it out together. We ask about this at application stage rather than waiting, because the usual failure is not an employer refusing an adjustment, it is a candidate deciding not to ask.
Contact us at info@glaxtons.co.uk or 020 3668 5488, or through the contact page.
What we have not done yet
We do not hold Disability Confident status. It is a government scheme with defined levels, holding it is a fact rather than an intention, and we are not going to imply it. It is worth obtaining and it is on our list.
We are a small firm and we do not publish workforce diversity statistics, because at our headcount the numbers would identify individuals rather than inform anyone. That is a genuine constraint rather than an excuse, but it does mean you should judge this page on what it describes rather than on data we are not going to publish.
We also do not yet track what happens after people leave us. We know more than twelve students have come through and that the four whose tutoring we funded all achieved three A stars, but not where they ended up. We should, and we have said the same on our social value page. Naming the gap is more useful than estimating around it, and it is exactly what we tell clients to do in the same position.
Common questions
Is Glaxtons an equal opportunity employer?
Yes. We do not discriminate on any of the characteristics protected under the Equality Act 2010: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. We treat that as a set of operating decisions about where we advertise, how we interview and how we structure work, rather than as a statement at the bottom of a job advert.
Do you make reasonable adjustments for disabled applicants and staff?
Yes, and it is a legal duty under the Equality Act 2010 rather than a discretionary benefit. We ask about adjustments at application stage rather than waiting for someone to raise it, because the common failure is not refusal, it is that people do not ask. If you need something to take part in a process on equal terms, tell us and we will arrange it. If you are not sure what would help, we will work it out with you.
Can I work at Glaxtons if I have a long-term health condition?
Yes. We employ people managing lifelong conditions and structure work around treatment, fluctuating capacity and bad days. We will be straight with you about the parts that are genuinely hard: this is deadline-driven work and submission dates do not move. What we can do is be flexible about how and when work happens around those fixed points, and be honest in both directions about capacity.
Do you hold Disability Confident status?
Not currently. Disability Confident is a government scheme with defined levels and holding it is a matter of fact rather than intent, so we are not going to imply it. It is worth obtaining and it is on our list. In the meantime what we can tell you is what we actually do, which is set out on this page, and you should judge us on that rather than on a badge.
Why does a consultancy publish this at all?
Two reasons. Clients and evaluators increasingly ask for a supplier's own equality position during due diligence, particularly in public sector supply chains where it is scored. And candidates read it before deciding whether to apply, which matters most to exactly the people we are trying to reach. A vague page tells a disabled applicant nothing useful, so this one tries to answer the questions people actually have.
Reviewed 22 August 2026. Glaxtons Consulting, 3 More London Place, London SE1 2RE.
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Equality, diversity and inclusion
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