1. Purpose

Woma Woma Ltd is committed to embedding justice, equity, diversity and inclusion across the way we operate, make decisions and build relationships.

As Woma Woma Ltd does not currently employ direct employees, this action plan reflects the company’s current structure and focuses on our relationships with contractors, consultants, freelancers, suppliers, partners, advisory board members, clients and the wider coffee supply chain.

If Woma Woma employs staff in the future, this action plan will be reviewed and expanded to include appropriate employee-related measures.

2. Our Current Approach

Woma Woma’s approach to justice, equity, diversity and inclusion is rooted in practical action, not box-ticking.

• Act fairly and without discrimination in business relationships
• Work with suppliers and partners who share our values
• Champion women in coffee from crop to cup
• Support female farmers through mentoring, sponsorship and development opportunities
• Seek diverse perspectives through our advisory board and stakeholder relationships
• Build a responsible supply chain that reflects fairness, transparency and long-term partnership

3. Advisory Board and External Oversight

Woma Woma Ltd is supported by an advisory board of respected industry professionals who provide strategic guidance and external oversight.

Our advisors bring expertise across the coffee supply chain, ethical sourcing and hospitality, and include Masteroast, one of the UK’s most experienced specialty roasters; Bean Voyage, an organisation dedicated to supporting women farmers at origin; and Talkington Bates, a leading catering and hospitality partner.

Their involvement reflects our commitment to informed, accountable decision-making and our broader mission to champion women throughout the coffee industry.

4. Female Farmer Mentoring and Producer Support

Through our partnership with Bean Voyage, Woma Woma mentors and supports female farmers by helping provide access to farmer education, development opportunities and practical sponsorship.

This includes sponsoring producer participation in mentoring programmes and helping remove barriers to access, including contributing towards travel costs such as flights where appropriate.

Our aim is to ensure women coffee producers are not only recognised in the story behind coffee, but actively supported through mentoring, sponsorship, visibility and long-term partnership.

5. Data, Measurement and Transparency

Because Woma Woma does not currently employ direct employees, the company does not currently undertake employee diversity surveys, pay equity audits, employee engagement surveys or recruitment funnel tracking.

Instead, Woma Woma will focus on proportionate and relevant measures, including:

• Maintaining records of key suppliers and partners
• Reviewing supplier responses to sustainability and ethical trading questionnaires
• Tracking supplier code of conduct completion where applicable
• Recording sponsorship and mentoring activity linked to women coffee producers
• Reviewing feedback from clients, suppliers, partners and advisory board members
• Monitoring opportunities to increase spend with diverse and values-aligned suppliers over time, where commercially and operationally viable

If Woma Woma employs staff in the future, the company may introduce appropriate workforce measures, such as employee feedback, inclusive hiring reviews and pay fairness reviews, where practical and proportionate to the size of the business.

6. Inclusive Procurement and Supplier Relationships

Woma Woma aims to increase spend with diverse and values-aligned suppliers over time, where commercially and operationally viable.

Supplier diversity will be considered alongside quality, reliability, service, compliance, ethical standards, sustainability, value for money and customer needs.

Woma Woma does not currently commit to a fixed procurement percentage target, but will review opportunities to strengthen supplier diversity as the business grows.

7. Future Hiring

Woma Woma does not currently employ direct employees.

If Woma Woma recruits employees in the future, the company will aim to use fair, inclusive and non-discriminatory recruitment practices. This may include:

• Inclusive job descriptions
• Accessible recruitment channels
• Fair selection criteria
• Blind recruitment where practical and proportionate
• Reasonable adjustments where required by law
• Equal opportunity regardless of protected characteristics

8. Training and Awareness

Woma Woma will promote awareness of justice, equity, diversity and inclusion through its leadership, advisory input, supplier relationships and impact partnerships.

If Woma Woma employs staff in the future, the company may introduce appropriate training or guidance on inclusive working practices, unconscious bias and anti-discrimination.

9. Accountability

Responsibility for this action plan sits with Woma Woma’s management and board of directors.

The advisory board may provide guidance and external perspective where appropriate.

10. Review

This action plan will be reviewed annually or sooner if Woma Woma’s structure changes, including if the company employs direct staff.

11. Policy Queries

Questions relating to this action plan should be directed to: beans@womawoma.co.uk

Formalised and approved by the board of directors on 1st June 2026.