corporate social responsibility


All complaints are recorded on a complaints form, logged on a complaints spreadsheet and will be reviewed by the Managing Director at various points throughout the process to ensure that they are investigated thoroughly, within specified deadlines, and that swift and effective action is taken wherever appropriate to address issues raised.

Tower Clicks Limited will endeavour to complete its investigations and inform the complainant of the outcome of these investigations within three weeks of receipt of the complaint. If this is not possible, we will contact the complainant to advise them of the delay.

As part of a quality review, the Managing Director will consider details of any complaints which have been received, root cause, action taken as a result and speed of response.

The Managing Director will inform the Board of any significant complaints and action taken.

All complaints should be made to: [email protected]

You will allow for at least 30 days (the day on which the complaint is made is day zero (0)), and at most 60 days, for a complaint to be reviewed and responded to.


Tower Clicks Limited 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.

The organisation – in providing goods and/or services and/or facilities – is also committed against unlawful discrimination of customers or the public.

Our policy's purpose

This policy's purpose is to:

  1. Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
  2. Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of: 
    • age
    • disability
    • gender reassignment
    • marriage or civil partnership
    • pregnancy and maternity
    • race (including colour, nationality, and ethnic or national origin)
    • religion or belief
    • sex
    • sexual orientation
  3. 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
    • selection for employment, promotion, training or other development opportunities
Our commitments

The organisation commits to:

  1. Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense.
  2. 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.
  3. 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.
  4. 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, customers, suppliers and the public.
  5. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation's work activities.
  6. Such acts will be dealt with as misconduct under the organisation's grievance or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.
  7. 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.
  8. 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.
  9. Make decisions concerning staff based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
  10. 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.
  11. 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.
  12. 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.
Agreement to follow this policy

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

Our disciplinary and grievance procedures

Use of the organisation's grievance or disciplinary procedures does not affect an employee's right to make a claim to an employment tribunal within 3 months of the alleged discrimination.

Modern Slavery and Human Trafficking Statement

This Modern Slavery and Human Trafficking Statement is in response to Section 54(1), Part 6 of the Modern Slavery Act 2015 and relates to actions and activities for the financial year ending 30th November 2021.

Tower Clicks Limited (the "Company", "we", "us", or "ours") is committed to preventing slavery and human trafficking violations in its own operations, its supply chain, and its products. We have a zero-tolerance policy towards slavery and require our supply chain to comply with our values.

Organisational Structure

Tower Clicks Limited has primary business operations in the United Kingdom.

We operate in the marketing and advertising sector. The nature of our supply chain is as follows:

Employing contractors in non-EU countries


We operate a number of internal policies to ensure that we are conducting business in an ethical and transparent manner.

These include the following:

Conducting due diligence on contractors to ensure such contractors are not trafficked or forced into labour.

Conducting due diligence on supply-chain businesses to ensure they are not at risk of employing trafficked or at risk persons.

Risk and Compliance

The Company has evaluated the nature and extent of its exposure to the risk of slavery and human trafficking occurring in its UK supply chain through:

Conducting due diligence on contractors to ensure such contractors are not trafficked or forced into labour.

Conducting due diligence on supply-chain businesses to ensure they are not at risk of employing trafficked or at risk persons.