Inclusive Recruitment & Hiring Policy

1. Purpose & Scope

At Brew, we balance purpose and profit. As a business working towards B Corp certification, we are dedicated to building a workplace that is just, equitable, diverse, and inclusive (JEDI). This policy exists to break down structural barriers and reduce unconscious bias throughout our hiring process. It applies to all internal and external recruitment, talent pools, and Expressions of Interest (EOI) across every part of Brew.

2. Equal Opportunity & JEDI Commitment

Brew is an equal-opportunity employer. We value, respect, and celebrate diversity in all its forms. We do not tolerate discrimination or harassment of any kind based on race, cultural background, religion, gender identity or expression, sexual orientation, age, disability, or any other protected characteristic.

Every job advertisement, vacancy notice, and Expression of Interest page we publish includes our JEDI Commitment Statement.

3. Fair Job Descriptions & Advertisements

Every role we advertise is reviewed for inclusive design before it goes live:

• No unnecessary barriers. We focus on the skills and transferable attributes the role actually needs. We don’t set arbitrary education requirements or inflate “minimum years of experience” unless the law requires it for that role.
• Inclusive language. We check all ad copy to remove gendered or exclusionary wording.

4. Our Hiring Process

We use a structured, three-step process designed to reduce bias:

• A. Blind reviewing. Before shortlisting, Shania Taylor redacts and prepares all CVs and cover letters, removing personal details including names, photos, gender identifiers, age or birth years, graduation years, and home addresses.
• B. No early background checks. We don’t request or carry out criminal history or credit checks during application, screening, or shortlisting. Background checks are only introduced at the offer stage, and only where the law, a regulator, or an industry framework requires it.
• C. Structured interviews. Every shortlisted candidate for a role is asked the same core questions, prepared by Shania Taylor, and assessed with the same scoring template, based on the skills the role needs rather than subjective “culture fit.”

5. Reasonable Adjustments

We want everyone to have a fair go at showing us what they can do. If you need any adjustments, physical modifications, or support during the application or interview process, let us know in your email or application, and we’ll work with you to make it happen.

6. Policy Review

This policy is owned by the Brew Leadership Team and reviewed every year alongside our B Impact Assessment, so it stays aligned with B Lab standards and evolving best practice.