Diversity, Inclusion and Equity

Diversity, inclusion and equity are values we are committed to ensuring run through the fabric of our company and this is something we have been working on for many years, in particular through our gender pay report. But we recognise that we could – and should – do more as a global organisation to make an authentic, long-term contribution to our industry that aligns with our values.  

It goes without saying that Farrow & Ball will not tolerate discrimination on account of age, race, religion, ethnicity, sexual identity, gender identity, disability or nationality.

What are we doing?

  • Across Farrow & Ball, our team is made up of many different nationalities, and we are committed to making full use of the talents of all our employees.
  • As an equal opportunities employer, we don’t discriminate, and recruit, appoint, train, develop, assess, reward and promote on the basis of merit and ability/competency.
  • We have made great strides to ensure our gender pay report is in a good place and reflective of the regular pay audits we conduct. We offer flexibility in working hours, giving our employees more choice in their work life balance regardless of gender or circumstances.
  • We make adjustments to the working environment for employees with disabilities.

How are we going to improve?

  • In the past, we have not asked for ethnicity on our application forms in order to ensure that no discrimination takes place regarding background, and that all successful applications are based on skill. But to help us understand and measure how diverse our team is and identify where we need to improve, we will now give applicants the option to state their ethnicity.
  • We have updated the language on our careers pages to be more inclusive and to encourage applications from candidates of all backgrounds.
  • We want to open the conversation around diversity, equity and inclusion and are going to include a section on this in our next Employee Survey to find out what we can do better.
  • Like many others, the interior design industry lacks diversity, and we want to use our voice and presence to support the change we want to see. We began a series of interviews with Black designers to champion the work they do, and the first few interviews have been incredibly well received across our 1 million Instagram followers. We are committed to making sure that Black designers continue to have a voice on our channels in the months and years to come.
  • We are committed to ensuring that we continue to support women currently working with us while also attracting more women into senior roles. We will continue to review our approach to workplace flexibility at all levels of the organisation.
  • In the UK we took a pledge with ‘Design for Diversity’ set up by Kate Watson-Smyth and Rukmini Patel to show our support for underrepresented communities and use our brand to give those communities a voice.
  • Visibility: We will endeavour to ensure people of every race, gender identity and sexual identity are represented through our channels.
  • Opportunity: We will actively seek out Black, Asian and Minority Ethnic candidates to interview for roles in our organisation.
  • Accessibility: We will ensure that our events are open, accessible and inclusive for all prospective attendees and participants, regardless of race, gender identity, or disability.
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