Blurred

Blurred has demonstrated a relentless commitment to diversity and inclusion in its team through various initiatives and transparent reporting – regarding the latter, it measures/reports on a six-monthly basis across a number of data points beyond just race and gender. Last year it launched internal project ‘I Am Not a Typo’, addressing inequalities in autocorrect, and it collaborates with the Fashion Minority Alliance on a pro bono basis to help improve diversity in the wider industry. 

Blurred’s approach to recruitment, meanwhile, has significantly increased diversity, highlighted by the fact that in 2024 the number of ethnic minority candidates applying for permanent roles rose to 51 per cent, compared with 39 per cent in the previous period. This strategy has also extended to its clients (for which Blurred provides a recruitment service) by offering diverse candidate longlists.

As well as 100 per cent of Blurred’s workforce agreeing with the statement “I believe as a team we live our value of Diverse”, its DEI credentials are further bolstered by having a neurodivergent CEO and an in-house recruiter who is tasked with, and reviewed against, building diversity in the staff team.

The judges were impressed with Blurred’s deeply embedded approach to DEI and the broad scope of its initiatives, which span age, disability and neurodivergence alongside race and sexuality, among other factors. The company’s staff training on issues such as ADHD was also earmarked for praise.

Judges comment: “This is clearly a business that puts DEI right at its heart.”