DIVERSITY & INCLUSION

Moving forward together.

Frame has always intended to be a community where ALL feel welcome and valued, we respect and value individuality and diversity, and this has been written in our Company Values since day one. As a business, we are committed to creating positive change at Frame and across the Fitness industry. As we looked within we had a realisation of the discrepancy in equality, not just within society, but within Frame. We want to provide an inclusive space and we realise we can do more and we want to make a stand and be better in terms of diversity & inclusion across the board.

We still have a long way to go and continue to be committed to listening and growing. Below, we have set out our pledge, and followed each point with commentary as to what has been achieved. We follow this with additional steps forward that were outside our initial pledge and highlighted areas where we could have done better.

THE PLEDGE

Reviewing our diversity & inclusion policy as well as our employee handbook to ensure inclusivity.

WHAT HAS HAPPENED?

Although we have not yet been able to update our diversity and inclusion policy, we are in the process of amending and updating our Employee Handbook to ensure inclusive language and suitability for all employees. This will be distributed to all employees by the end of August.

THE PLEDGE

Set Training schedule in regards to D&I across the business for the coming year.

WHAT HAS HAPPENED?

Due to budget constraints and sale of business, we have been unable to set up a training schedule in the way we would have liked to. We continue to keep diversity and inclusion within our ongoing onboarding process.

THE PLEDGE

Set up Scholarship program for Frame Academy.

WHAT HAS HAPPENED?

We are excited to announce that we have offered our first Scholarship to our September Fitness course and will continue to work hard to bring Scholarships across our Frame Academy courses.

THE PLEDGE

Continue to hold monthly diversity committee meetings.

WHAT HAS HAPPENED?

We continued or D&I committee across this year with new committee members.

THE PLEDGE

Keep updating and looking at our recruitment process with a D&I lens. Create sustainable strategy focusing on genres where we have work to do in order to have a diverse workforce as well as implement a recruitment tracker to better benchmark and set goals

WHAT HAS HAPPENED?

We have continued our strategy that was set up last year and use our D&I survey to understand how our employees identify so we can work on more specific benchmarking.

THE PLEDGE

Hold projects and tasks to the Framework standard.

WHAT HAS HAPPENED?

We continue to look at the Framework standards when deciding on projects etc. We want to make sure we are sticking to our diversity pillars and have this at the forefront when making decisions.

THE PLEDGE

Stick to our agreed cultural calendar for the year and make sure this is reviewed yearly.

WHAT HAS HAPPENED?

We have continued to highlight the events that were decided to be a part of our cultural calendar across the year.

THE PLEDGE

Finalise the benchmarking for the business and openly produce the results

WHAT HAS HAPPENED?

We have just gotten our new D&I survey results and will spend the next few months analysing results compared to last year to set a benchmarking goal for the business.

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Additional improvements from the last year:

After feedback of showcasing more genres in our marketing, we have had more specific posts across different genres in the business.
Internal sharing of information across our cultural calendar events to continue to provide our internal Framers with resources to learn and grow, these resources are continuously available through our communications app.
Decided to link all our charity to Mental Health Charities, working with Black Minds Matter and Mind Out.
Continue to find ways to have more stable diversity committee meetings where more people can join more often.

AREAS WHERE WE COULD HAVE DONE BETTER / MADE BETTER DECISIONS

Although we have D&I as a part of our onboarding our D&I pillars and Frame work should be covered more in this process.
Work more to attract more diverse talent across our Sculpt/Sweat and Party genres. While some of our diversity pillars are included we see a big gap in others.
Keep working on music choices and playlists to ensure all are inclusive.

We now re-pledge how we will make positive change over the next 12 months. Below are our focuses to work on ongoing in 2024.

Finalise Benchmarking across the business
Aim to have 2 scholarship students across the year in our academy courses.
Work with the D & I committee to ensure D&I lens on internal and external communication.
Hold projects and tasks to the Framework standard
Set up more D&I training across the year
Keep updating and looking at our recruitment process with a D & I lens. Create sustainable strategy focusing on genres where we have work to do in order to have a diverse workforce as well as implement a recruitment tracker to better benchmark and set goals
Review and keep up cultural calendar
Hold regular Diversity committee meetings