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Sustainability & ESG Commitments

We believe that creativity should go hand-in-hand with responsibility. At Mad About Design, we actively integrate sustainable practices and ESG principles into our work, including:

  • Reducing environmental impact in our operations and projects

  • Supporting ethical sourcing and partnerships

  • Championing inclusive, diverse, and socially responsible design practices

Our commitment isn’t just a checkbox, it’s part of who we are, influencing how we create, collaborate, and contribute to a better future. We’re proud of all our accreditations:

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MAD ABOUT DESIGN LTD

Health & Safety General Policy Statement

 

Mad About Design Ltd recognises that it has responsibilities for the health and safety of our workforce whilst at work and others who could be affected by our work activities. We will assess the hazards and risks faced by our workforce in the course of their work and take action to control those risks to an acceptable, tolerable level.

 

Our managers and supervisors are made aware of their responsibilities and required to take all reasonable precautions to ensure the safety, health and welfare of our workforce and anyone else likely to be affected by the operation of our business.

 

This business intends meeting its legal obligations by providing and maintaining a safe and healthy working environment so far as is reasonably practicable. This will be achieved by;

 

  • providing leadership and adequate control of identified health and safety risks;

  • consulting with our employees on matters affecting their health and safety;

  • providing and maintaining safe plant and equipment;

  • ensuring the safe handling and use of substances;

  • providing information, instruction, training where necessary for our workforce, taking account of any who

do not have English as a first language;

  • ensuring that all workers are competent to do their work, and giving them appropriate training;

  • preventing accidents and cases of work-related ill health;

  • actively managing and supervising health and safety at work;

  • having access to competent advice;

  • aiming for continuous improvement in our health and safety performance and management through

regular (at least annual) review and revision of this policy; and

  • the provision of the resource required to make this policy and our health and safety arrangements effective.

 

We also recognise:

 

  • our duty to co-operate and work with other employers when we work at premises or sites under their

control to ensure the continued health and safety of all those at work; and

  • our duty to co-operate and work with other employers and their workers, when their workers come onto our premises or sites to do work for us, to ensure the health and safety of everyone at work.

 

 

 

To help achieve our objectives and ensure our employees recognise their duties under health and safety legislation whilst at work, we will also remind them of their duty to take reasonable care for themselves and for others

who might be affected by their activities. These duties are explained on first employment at induction and also set out in an Employee Safety Handbook, given to each employee, which sets out their duties and includes our specific health and safety rules.

In support of this policy a responsibility chart and more detailed arrangements have been prepared.

 

This policy was prepared by Stuart Clark Director, and last updated January 2026.

Next update due January 2027.

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MAD ABOUT DESIGN LTD

Environmental Policy

 

Corporate Overview

Mad About Design Ltd (MAD) is a retail design agency based in central London, specialising in the design, build, and execution of bespoke, premium in-store retail environments.

We recognise that the retail design sector often involves short-term installations and frequent material use. As part of our business activities, we accept responsibility for minimising our environmental impact and continuously improving the sustainability of our operations, designs, and supply chain.

This Environmental Policy outlines our commitments, achievements, and ongoing approach to reducing environmental impact, increasing responsible material use, and promoting more sustainable design and manufacturing solutions.

Environmental Mission Statement

MAD is committed to delivering sustainable outcomes that contribute positively to the Retail Design sector. Our approach focuses on realistic, measurable, and continuously reviewed environmental goals, ensuring ongoing reductions in our environmental footprint while actively engaging and educating our clients.

In 2026, MAD is proud to have achieved:

  • Carbon Neutral status

  • POPAI PASS accreditation

  • EcoVadis Silver rating

These achievements reflect our commitment to responsible environmental management, ethical supply chains, and continuous improvement.

Our environmental strategy includes, but is not limited to, the following principles:

  • Minimising carbon emissions through careful partner selection, material choice, and logistics planning

  • Reducing waste by evaluating operations and implementing improved policies and procedures

  • Actively promoting recycling and sustainable practices internally and with clients

  • Measuring, reducing, and offsetting unavoidable emissions through accredited environmental programmes

 

Environmental Goals

Short-Term (Ongoing)

MAD continuously reviews and improves its internal working practices to ensure sustainable day-to-day operations. Our office environment incorporates green initiatives, including energy-efficient systems such as motion-sensor lighting.

Our short-term commitments include:

  • Maintaining a paper-light working environment, with digital processes as standard

  • Using biodegradable and sustainable packaging and office materials wherever possible

  • Monitoring waste streams and consumption to identify opportunities for improvement

  • Implementing and enforcing a clear travel policy, encouraging lower-carbon transport options for commuting and business travel

The MAD Material Bible serves as a live library of sustainable and alternative materials, used to promote responsible choices to clients wherever feasible. All projects are approached with a preference for reusable design, and MAD offers storage facilities to enable clients to reuse installations where possible.

Monthly sustainability meetings provide a forum for the entire team to share knowledge, review developments in sustainable materials and practices, and ensure our policies remain current.

All employees have signed the MAD Sustainability Pledge, committing to actively supporting and implementing our environmental policies.

Medium-Term (By Autumn 2026)

As part of our design and technical process, MAD incorporates sustainability considerations into material specification and project documentation.

By autumn 2026, MAD has committed to:

  • Including a sustainability material breakdown as a standard element of all projects, where relevant

  • Highlighting recycled content, reusability, traceability, and end-of-life considerations

  • Maintaining a physical material sample library available for client engagement

  • Ensuring the MAD team is fully trained on materials within the MAD Material Bible, with a clear understanding of benefits, limitations, and appropriate use cases

Long-Term (Achieved & Maintained)

In line with global climate objectives, MAD achieved Carbon Neutral status in 2026.

This is maintained through:

  • Measurement and reduction of operational and project-related emissions

  • Use of accredited carbon offsetting programmes

  • Responsible logistics planning and supplier engagement

MAD conducts annual supplier audits, reviewing environmental and ethical policies with the aim of working with partners who share similar sustainability values. Where possible, MAD prioritises local suppliers to reduce transport-related emissions.

Future Focus Areas

While significant progress has been made, MAD recognises that the retail design industry continues to evolve. Our future focus areas include:

  • Materials: Increasing the proportion of materials sourced from sustainable and responsible origins

  • End-of-Life Planning: Reducing landfill waste through reuse, repurposing, and second-life solutions

  • Disposal & Recycling: Improving dismantling processes and identifying appropriate recycling routes as infrastructure and green landfill options continue to develop

These areas will be reviewed regularly and adapted as more viable solutions become available.

Monitoring, Auditing & Review

MAD applies the SMART principle when setting and assessing environmental objectives:

  • Specific

  • Measurable

  • Attainable

  • Relevant

  • Time-based

 

Review Schedule

Monthly

  • Sustainability knowledge sharing led by a nominated team member

  • Internal communication of new materials, suppliers, or best practices

  • External promotion of sustainable practices via social media

Quarterly

  • Carbon offset calculations and accredited offset activities

  • Distribution of certificates to clients where applicable

Every Six Months

  • Review and update of internal environmental policies

Annually

  • Supplier sustainability audits

Each MAD team member holds individual responsibility for sustainability, either through internal policy ownership or project-specific objectives.

This Environmental Policy and all supporting documentation are available electronically on MAD’s internal shared drive. All employees receive annual environmental training, and any updates are communicated through sustainability meetings and internal communications.

 

This policy was prepared by Fiona Cooke Director, and last updated January 2026.

Next update due January 2027.

MAD ABOUT DESIGN LTD

Anti-Bribery and Corruption Policy

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1.              About this policy

1.1           It is our policy to conduct all of our business in an honest and ethical manner. We take a zero-tolerance approach to bribery and corruption and are committed to acting professionally, fairly and with integrity in all our business dealings and relationships.

1.2           Any employee who breaches this policy will face disciplinary action, which could result in dismissal for gross misconduct. Any non-employee who breaches this policy may have their contract terminated with immediate effect.

1.3           This policy does not form part of any employee's contract of employment and we may amend it at any time. It will be reviewed regularly.

2.              Who must comply with this policy?

2.1           This policy applies to all persons working for us or on our behalf in any capacity, including employees at all levels, directors, officers, agency workers, seconded workers, volunteers, interns, agents, contractors, external consultants, third-party representatives and business partners.

3.              What is bribery?

3.1           Bribe means a financial or other inducement or reward for action which is illegal, unethical, a breach of trust or improper in any way. Bribes can take the form of money, gifts, loans, fees, hospitality, services, discounts, the award of a contract or any other advantage or benefit.

3.2           Bribery includes offering, promising, giving, accepting or seeking a bribe.

3.3           All forms of bribery are strictly prohibited. If you are unsure about whether a particular act constitutes bribery, raise it with your line manager or Director.

3.4           Specifically, you must not:

(a)       give or offer any payment, gift, hospitality or other benefit in the expectation that a business advantage will be received in return, or to reward any business received;

(b)       accept any offer from a third party that you know or suspect is made with the expectation that we will provide a business advantage for them or anyone else;

(c)       give or offer any payment (sometimes called a facilitation payment) to a government official in any country to facilitate or speed up a routine or necessary procedure;

3.5           You must not threaten or retaliate against another person who has refused to offer or accept a bribe or who has raised concerns about possible bribery or corruption.

4.              Gifts and hospitality

4.1           This policy does not prohibit the giving or accepting of reasonable and appropriate hospitality for legitimate purposes such as building relationships, maintaining our image or reputation, or marketing our products and services.

4.2           A gift or hospitality will not be appropriate if it is unduly lavish or extravagant, or could be seen as an inducement or reward for any preferential treatment (for example, during contractual negotiations or a tender process).

4.3           Gifts must be of an appropriate type and value depending on the circumstances and taking account of the reason for the gift. Gifts must not include cash or cash equivalent (such as vouchers), or be given in secret. Gifts must be given in our name, not your name.

4.4           Promotional gifts of low value such as branded stationery may be given to or accepted from existing customers, suppliers and business partners.

5.              Record-keeping

5.1           You must declare and keep a written record of all hospitality or gifts given or received. You must also submit all expenses claims relating to hospitality, gifts or payments to third parties in accordance with our expenses policy and record the reason for expenditure.

5.2           All accounts, invoices, and other records relating to dealings with third parties including suppliers and customers should be prepared with strict accuracy and completeness. Accounts must not be kept "off-book" to facilitate or conceal improper payments.

6.              How to raise a concern

6.1           If you are offered a bribe, or are asked to make one, or if you suspect that any bribery, corruption or other breach of this policy has occurred or may occur, you must notify your manager or Director or report it in accordance with our Whistleblowing Policy as soon as possible.

MAD ABOUT DESIGN LTD

Equality, Diversity and Inclusion

Policy

 

Mad About Design Ltd is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination.

The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.

 

The organisation - in providing goods and/or services and/or facilities - is also committed against unlawful discrimination of customers or the public.

 

Our policy’s purpose
 

This policy’s purpose is to:

 

1. Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time

 

2. Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:

·       age

·       disability

·       gender reassignment

·       marriage and civil partnership

·       pregnancy and maternity

·       race (including colour, nationality, and ethnic or national origin)

·       religion or belief

·       sex

·       sexual orientation

 

3. Oppose and avoid all forms of unlawful discrimination. This includes in:

·       pay and benefits

·       terms and conditions of employment

·       dealing with grievances and discipline

·       dismissal

·       redundancy

·       leave for parents

·       requests for flexible working

·       selection for employment, promotion, training or other developmental opportunities

 

Our commitments

The organisation commits to:
 

1. Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense
 

2. Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.

This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.

All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public
 

3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.

Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.
 

4. Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.

 

5. Make decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
 

6. Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
 

7. Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.

Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

Agreement to follow this policy

 

The equality, diversity and inclusion policy is fully supported by senior management and has been agreed employees.

 

Our disciplinary and grievance procedures
 

Details of the organisation’s grievance and disciplinary policies and procedures can be requested. This includes with whom an employee should raise a grievance – usually their line manager.

 

Use of the organisation’s grievance or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.

MAD ABOUT DESIGN LTD

Modern Slavery Policy

 

  1. Overview and how we define Modern Slavery

1.1  Slavery, child labour and human trafficking are serious crimes and a violation of fundamental human rights. There are various forms of this ‘Modern Slavery’ which deprives victims of their liberty and usually involves financial exploitation.

1.2  At MAD About Design Ltd  we conduct our business fairly, ethically and with respect to fundamental human rights. We are fully committed to the prevention of all forms of slavery, forced labour or servitude, child labour and human-trafficking, both in our business and in our supply chains. We will not tolerate it.

1.3  This policy does not form part of your contract of employment, and we reserve the right to amend this policy at any time.

1.4  You are required to read and comply with this policy if you work for, or on behalf of the Company in any capacity including as: an employee, director, officer, worker, consultant, volunteer, supplier or service provider.

1.5 The Company’s Anti-Slavery Officer Fiona Cooke - Director (‘ASO’) is responsible for this policy.

1.6  Failure to comply with this policy may result in disciplinary action, including dismissal, or termination of the contract between you and the Company. It could also involve other legal steps being taken against you.

 

  1. Preventing slavery and human-trafficking in our business

2.1  The Company makes appropriate checks on all employees, recruitment agencies and suppliers, to know who is working for, or on behalf of us.

2.2 The Company provides every employee with a written contract of employment. We pay every employee in accordance with the law. We comply with our legal obligations to ensure the health and safety of all of our employees and workers, including in relation to working hours, rest breaks and holidays.

2.3  All employees are required to sign a copy of this policy to show they have read and understood it. All managers are provided with training on this policy.

 

  1. If you are one of our Partners

3.1  If you supply the Company with goods or services, you must assess your business and supply chains and confirm to our ASO that you comply with your legal obligations, in relation to Modern Slavery, and are committed to ensuring there is no slavery, forced labour or servitude, child labour or human trafficking taking place in your business, or any of your supply chains.  You must also provide a copy of your anti-slavery policy.

 

 

3.2  If you breach this policy, or are found to have slavery or human-trafficking in your business, or knowingly in your supply chain, the Company may terminate the contract with you and pursue its legal remedies against you.

 

4. If you are an Employee or Worker providing services for us

4.1  You must immediately report any suspicions of Modern Slavery or human-trafficking in our business or supply chains to our ASO. Our ASO will investigate and report to our Board of Directors, within a reasonable time, on actions which may require to be taken.

4.2  You will not suffer any detrimental treatment as a result of reporting any genuine concerns, raised in good faith, under this policy. This applies, even if after investigation, they are found to be mistaken.  If you believe that you have suffered any such treatment, you should immediately inform our ASO and if you are an employee, refer to our Grievance and Whistleblowing Policies.

Additional corporate policy's available on request.

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