Futureheads is a majority female-owned, award-winning digital and tech recruitment business on a mission to be a force for good. Specialising in Digital Design/UX, Creative, Product/Project Management, Tech/Engineering, Data/AI and Digital Marketing, they provide a seamless recruitment and talent solution to their customers, across contract, permanent and retained hiring, plus embedded recruitment and talent-acquisition strategies via their SyncD team. Futureheads strive to balance People, Purpose and Profit in their mission to raise recruitment standards and to be "your favourite digital recruiter”. Founded to put respect, trust and transparency at the heart of the recruitment process, the Futureheads brand, service and culture is built on integrity, equity and fairness. Their values are evident in how they recruit, onboard and nurture their greatest asset, their People, to deliver positive impact to each other, their customers, communities and the environment.

Futureheads has built People & Purpose into the business since it was founded in 2009, and formalised that commitment by becoming B Corp accredited in January 2023. Rather than treating this as a policy exercise, we try to make it visible in the day-to-day decisions we make — from how we hire to how we dispose of old laptops.

Some of the current ESG initiatives we have in place are listed below:

Governance:

• We are transparent with staff about business performance and goals, and work towards shared goals and rewards.

• We report formally on Purpose within quarterly board meetings — our highest level of governance.

• We are signatories to the Better Business Act, and believe that business should be a force for good.

• We review all business policies annually, and train all new joiners on key policies and their responsibilities, including anti-corruption and bribery.

• We have incorporated social and environmental responsibilities into all job specs across the business.

Workers:

• We are Living Wage accredited.

• We offer a range of enhanced employee policies, including:

o Non-gendered parental leave for primary and secondary carers

o Menopause and menstrual leave support

o A breastfeeding in the workplace policy

o Fertility support

o Re-set days for emotional health support

o A health cash plan, including EAP with face-to-face counselling provision

• We run biannual happiness/engagement surveys, giving staff the opportunity to contribute to the company's future goals. Results are shared with the whole team and inform our people strategy.

Community & DEI:

• We train staff on running diverse hiring processes with clients.

• We have documented and implemented an inclusive hiring process for all internal hires.

• We advertise all roles in a gender-neutral, inclusive way.

• We have a supplier code of conduct which we ask all suppliers to agree and adhere to. We assess their commitments via a supplier questionnaire and analyse our supplier spend, prioritising minority-owned, local, and B Corp/responsible suppliers. Where suppliers don't meet our code of conduct, we work to remediate; where that's not possible, we avoid partnering with them.

• We select a charity partner each year, committing to a fundraising target, awareness/amplification activity, and volunteering opportunities for staff.

• We run regular networking events for minority groups within our sector — for example, Product Pride drinks for LGBTQIA+ Product professionals.

• We offer expertise and advice to members of the community struggling to find work, even where we're not able to place them directly, via clinics and advisory sessions, with supporting content shared on public channels.

• We give all staff volunteering days each year, to use independently or via team volunteering days with charity partners such as The Felix Project.

• Measurement - We track supplier spend against our code of conduct annually, and measure progress against our charity partner's fundraising and volunteering targets at year end.

Environment:

• We have a robust environmental policy in place, with a zero-landfill approach to waste.

• We dispose of all end-of-life tech via our B Corp partner Klyk, who recycle, resell or reuse all materials.

• We are an Ecologi supporter, subscribing on behalf of every member of staff — to date, this has funded the planting of over 10,000 trees, avoiding 900 tCO2e.

• We select office providers with strong sustainability credentials and commitments, and work with them to understand our own impact.

• We encourage all staff to follow sustainable practices when working remotely, including selecting green energy electricity providers.

• We keep work travel to a minimum, with a commitment to sustainable transport methods wherever possible.

• Measurement — we track our environmental impact through Klyk and Ecologi reporting, and review our environmental policy annually alongside our other business policies.

Next-step commitment for the coming year:

Over the next year, our primary commitment is to review our banking and pension providers to ensure our financial partners are as committed to sustainability and ESG as we are. Alongside this, we're also working towards an 81%+ staff satisfaction/engagement target, selecting a 2026/7 charity partner we can support with our own skills and expertise in helping work-seekers who face barriers to employment, and placing a greater focus on local suppliers to minimise purchases from retail giants.