Our education marketing business was founded in 2006, and over a decade later our initial goals of absolute commitment to our clients and postgraduate student satisfaction are still very much at the forefront of our company ethos.

Our client promise

“We have held firm to all our initial goals and are always determined to make sure that our customers’ needs, satisfaction and success is at the centre of everything we do.

We continue to listen to the changing needs of our university clients and adapt our products accordingly, introducing innovative new ideas and products whenever we think it is necessary. Every year we meet over 150 marketing directors face-to-face, listening to their individual requirements and the changes taking place in the market. Changes are never made on a whim or in isolation, but don’t worry we continue to take a few ingenious (some may say crazy!) ideas to market to ensure Postgrad Solutions remains at the cutting edge of the latest trends.

Our student users are the centre of all our website changes and developments. They tell us what works and what doesn’t, what they love and what they hate. We get this crucial information from our student focus groups, analytics statistics, and of course from the comments we get directly from the horses’ mouths (the horses being our student ambassadors!). Students always have a strong viewpoint and we take note of this and aim to rectify anything that they think doesn’t work for them as the websites’ users

It is our secret recipe of listening intently to both our clients and our student users that gives Postgrad Solutions that added bit of magic to help universities to meet their postgraduate recruitment targets. We then throw some top customer service into the mix – the importance of which can often be underestimated in our sector. All of these ingredients are crucial to make working with us a pleasure and not a chore!”

Postgrad Solutions Ltd – Equality, Diversity & Inclusion Policy

Postgrad Solutions 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.

Postgrad Solutions Ltd – in providing educational marketing services – is also committed against unlawful discrimination of customers or the public.

The policy’s purpose is to:

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

• 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 and sexual orientation

• 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, and selection for employment, promotion, training or other developmental opportunities

Postgrad Solutions commits to:

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

• 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, clients and the public.

• Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, clients, the public and any others in the course of Postgrad Solutions’ work activities.

• Such acts will be dealt with as misconduct 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.

• 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.

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

• 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.

• 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.

The equality, diversity and inclusion policy is fully supported by senior management.