Justice, Equity, Diversity and Inclusion & Human Rights Policy

Status: Adopted. Version 1.0, in effect as of October 3, 2026. Reviewed annually at the executive review.

Purpose and scope

This policy sets out how Quarry Design Group, LLC (DBA Quarry, “the Company”) respects human rights and advances justice, equity, diversity, and inclusion (JEDI) in how it works, who it works with, and the software it crafts.

It applies to:

• Everyone who does work for Quarry, whether as a member, employee, or contractor (together, “workers”).
• Every stage of the worker lifecycle: sourcing, hiring, onboarding, pay, feedback, advancement, and offboarding.
• The software Quarry crafts for clients and the people who use it.
• The clients Quarry chooses to work with and the vendors Quarry relies on to run the business.

The policy supports the JEDI and Human Rights impact topics of the B Lab Standards and gives the Company a working structure that fits its size and operating model. It is a living document maintained by the Managing Member.

Commitment

Quarry exists to build software that respects the humans on both sides of the screen. That purpose only holds if the people who craft the software are treated with the same respect as the people who use it.

The Company commits to:

• Respect all internationally recognized human rights, as set out in the International Bill of Human Rights and the ILO Declaration on Fundamental Principles and Rights at Work, and to follow the UN Guiding Principles on Business and Human Rights in how it identifies, prevents, and addresses impacts.
• Treat every worker fairly, pay equitably for equal work regardless of location or identity, and maintain a workplace free of discrimination, harassment, and retaliation.
• Craft software that is accessible, protects privacy, and does not discriminate against or manipulate the people who use it.
• Choose clients and vendors whose practices are consistent with these commitments, and decline work that would require Quarry to act against them.
• Provide a way for anyone affected by Quarry’s work to raise a concern and have it addressed.
• Review this policy at least annually at the executive review and update it as the Company learns.

Operating profile

Quarry’s human rights and JEDI context is shaped by how it works:

• Distributed collective. Quarry is fully remote. Workers operate from home offices across multiple countries and time zones, under different legal systems and labor norms.
• Senior practitioners. The team is small and made up of experienced strategists, designers, engineers, and data practitioners engaged as members, employees, or independent contractors.
• Software is the product. Quarry’s work reaches people through the products it crafts for clients. The most significant human rights impacts sit with those end users, not in physical operations.
• Vendor-dependent infrastructure. Hosting, compute, collaboration tools, and AI services are purchased from vendors rather than operated in-house.
• No owned facilities. There are no Company-controlled buildings, so site-based risks (physical safety, local community impact) are minimal.

The practical result: the risks that matter most are fair treatment of a cross-border team, the rights of people who use the software Quarry crafts, and the labor and data practices of Quarry’s vendors. This policy concentrates effort there.

Definitions

• Justice: Correcting the systems and practices that have excluded people, not just avoiding harm in the present.
• Equity: Giving people what they need to do their best work, recognizing that needs and starting points differ. Equity is about outcomes, not identical treatment.
• Diversity: The range of identities, backgrounds, and experiences represented on the team, among the people Quarry designs for, and among the vendors and clients it works with.
• Inclusion: The everyday practices that make people feel they belong and can contribute fully.
• Human rights: The rights and freedoms every person holds, including the right to fair work, privacy, non-discrimination, freedom of expression, and freedom of association.
• Salient human rights risks: The potential harms to people that are most severe and most likely across Quarry’s operations, products, and value chain.

Principles

1. People over process. Rules exist to protect people. When a rule produces an unfair result, the Company fixes the rule.
2. Equal work, equal pay. Pay is tied to the role and the work, not to geography, negotiating leverage, or identity.
3. Accessible and inclusive by default. If a person cannot use it, it is not finished. This applies to Quarry’s software and to Quarry’s own tools and practices.
4. Privacy is a human right. Quarry collects the minimum data it needs, from workers and from end users, and protects it.
5. Nothing about us without us. People affected by a decision are consulted on it, whether they are workers, end users, or community members.
6. Say what we do, do what we say. JEDI and human rights claims are backed by practices the Company can show.

Human rights: salient risks and due diligence

Salient risks

Quarry has identified the following as its salient human rights risks. The table is reviewed annually and whenever the Company takes on a materially different kind of work.

Project and client screening

Before Quarry takes on a new client or a materially new kind of project, the Managing Member (or a lead they delegate to) runs a short screen covering:

• Who will use the product and whether they include minors or people in vulnerable circumstances.
• What personal data the product will collect and why.
• Whether the product involves automated decisions, profiling, biometrics, or location tracking.
• Whether any requested feature could manipulate, exclude, or discriminate.
• Whether the client’s business or the product’s purpose conflicts with Quarry’s commitments.

Concerns are recorded and resolved before work starts. Quarry declines or exits work that would require it to craft software that violates human rights, and includes a right to do so in its engagement terms.

Vendor screening

For core infrastructure, SaaS, and AI vendors, Quarry checks for a published human rights commitment, supplier code of conduct, and modern slavery or responsible sourcing statement where the vendor’s size or jurisdiction would call for one. The result is recorded in the Company’s vendor register. Preference is given to vendors that disclose, and the screen is a factor in purchasing decisions alongside security, privacy, and climate criteria.

Remediation

Where Quarry causes or contributes to a human rights harm, it will stop the harmful activity, correct it, and provide appropriate remedy to those affected. Where Quarry is linked to a harm through a client or vendor, it will use its influence to seek correction and will end the relationship if the harm continues. Concerns can be raised through the stakeholder grievance mechanism.

Justice, equity, diversity, and inclusion commitments

Hiring and engagement

• Open roles are described by the outcomes the person will own and the skills needed, not by credentials, years, or culture-fit language that narrows the pool.
• Roles are advertised beyond the team’s existing network, including to communities and job boards that reach underrepresented practitioners.
• Interviews follow a structured format with the same core questions and a written rubric for every candidate. At least two people take part in hiring decisions where the team size allows.
• Quarry does not ask for salary history. Pay for the role is shared with candidates before the interview stage.
• Candidates are offered accommodations for the interview process and may complete it asynchronously where practical.
• Contractors receive written terms that state scope, rate, payment timing, and how either party can end the engagement.

Pay equity

• Pay is set by role and level against US and global market rates for that work, which the Company tracks and reviews. Quarry does not use pay bands. Workers doing equal work receive equal pay regardless of location, identity, or employment type; pay is not adjusted downward for lower-cost locations.
• The Managing Member reviews pay for the whole team at least annually, compares pay within each role and against current market rates, and corrects unexplained gaps.
• Workers are free to discuss their pay with each other.
• The market rates used for each role and the results of the annual review (in aggregate) are shared with the team.

Inclusive culture and ways of working

• Async-first. Decisions and work are documented in writing so that people in any time zone can contribute. Meetings are scheduled to share the burden of inconvenient hours fairly, recorded, and summarized.
• Accessible internal tools. Quarry’s own tools, documents, and processes meet the same accessibility standard the Company applies to client work.
• Accommodations. Workers can request adjustments to tools, schedule, or workload for disability, health, caregiving, religious observance, or other needs. Requests are handled privately and granted where reasonable.
• Language. Working language is English, and the Company writes in plain language. No one is judged on accent or fluency, and workers are encouraged to ask for clarification.
• Respect for identity. Workers’ names, pronouns, and chosen forms of address are used as they ask.
• Feedback. Every worker receives regular, documented feedback and has a clear path to raise concerns with leadership.

Inclusion feedback

• Quarry gathers feedback on inclusion through its existing channels: the quarterly staff survey, regular one-to-one conversations, and a facilitated team discussion at least annually.
• The Company does not run demographic surveys or collect demographic data beyond what law requires. With a small team, such data cannot be reported without identifying individuals.
• Feedback is reviewed at the annual executive review and used to choose the following year’s JEDI actions.
• If the Company grows into a size tier where B Lab requires workforce demographic data, it will add a voluntary, anonymous collection method with safeguards against identifying individuals.

Development and advancement

• Growth opportunities (lead roles, client-facing work, conference talks, learning budget) are offered openly rather than by default to the same people.
• Promotion and level changes follow the same written rubric for everyone, and the reasons are documented.
• Quarry supports mentoring and knowledge sharing across the team so that senior practitioners pass skills on rather than gatekeep them.

Vendors, partners, and suppliers

• When purchasing services, Quarry considers businesses owned by people from underrepresented groups and businesses with strong JEDI practices, and tracks this in its vendor register.
• Quarry expects partners it brings into client work to meet the standards in Non-discrimination, anti-harassment, and accommodation.

Software and design practice

• Every product is designed for the full range of people who will use it. Research and testing include people with disabilities and people from the communities the product serves.
• All work meets WCAG 2.2 Level AA at minimum.
• Any AI, machine learning, or automated decision feature is reviewed for biased or unequal outcomes before launch and periodically afterward, and the review is documented.
• Imagery, examples, defaults, and language in products reflect the diversity of users and avoid stereotypes.
• Quarry raises JEDI and human rights considerations with clients during discovery and design, and documents the client’s decisions.

Non-discrimination, anti-harassment, and accommodation

Quarry does not tolerate discrimination or harassment in any form, in any channel, by anyone, including clients and vendors.

• Protected characteristics include race, color, ethnicity, national origin, citizenship or immigration status, religion, sex, gender identity or expression, sexual orientation, age, disability, neurodivergence, pregnancy or parental status, caregiving responsibilities, marital status, genetic information, veteran status, political opinion, trade union membership, socioeconomic background, and any other characteristic protected by law where a worker lives or works. Where local law protects less, this policy applies.
• Harassment includes unwelcome conduct, comments, imagery, or messages, in person or online, that demean or intimidate a person, whether or not tied to a protected characteristic. Sexual harassment is harassment.
• Client and vendor conduct. If a client or vendor harasses or discriminates against a Quarry worker, the Company will act to protect the worker, including by removing them from the engagement at no cost to them and, if needed, ending the relationship.
• Reporting. Workers can report concerns to the Managing Member, to any other leader, or through the stakeholder grievance mechanism. Reports are handled promptly, confidentially where possible, and with the reporter’s safety as the priority.
• Non-retaliation. No one will face retaliation for reporting a concern, taking part in an investigation, or requesting an accommodation in good faith.
• Consequences. Breaches lead to corrective action up to and including termination of engagement or contract.

Governance and responsibilities

• Managing Member is accountable for this policy, maintains the market rate reference for each role, runs the annual pay equity review and inclusion feedback cycle, holds an annual team session on this policy and how to raise concerns, owns the project, client, and vendor screens, and reports results at the executive review.
• Engineering lead owns the accessibility, privacy-by-design, and AI bias review practices in client work.
• Key internal stakeholders (senior practitioners designated by the Managing Member) review progress at the annual executive review and advise on goals.
• All workers follow this policy, take part in inclusion feedback and JEDI and human rights learning, and raise concerns when something is wrong.

JEDI and human rights performance is a standing item at the annual executive review. The Managing Member records decisions in the executive review minutes.

Raising concerns and remedy

Any worker, client, end user, partner, or member of the public who believes Quarry has fallen short of this policy can raise it with leadership directly or through Quarry’s stakeholder grievance mechanism. Concerns are acknowledged, reviewed, and responded to. Where a concern is upheld, the Company corrects the issue, provides remedy where appropriate, and records what changed. No one will face retaliation for raising a concern in good faith.

Reporting and review

• Internal reporting: Pay equity results (aggregate), inclusion feedback (aggregate), screen outcomes, and progress against actions are presented at each annual executive review and summarized for the team.
• External reporting: Relevant results are included in the Company’s public impact reporting and submitted to standards bodies as required.
• Records: This policy, the market rate reference and the pay equity review summary, the hiring rubric, the inclusion feedback summary, the project and vendor screens, the engagement terms template, and executive review minutes.
• Policy review: Annually at minimum, and whenever Quarry materially changes headcount, enters a new country, takes on a materially different kind of work, or receives a grievance that reveals a gap.

Related documents

• Operating Agreement (Section 2.2 Public Benefit Purpose; Article V Managing Member standards of conduct)
• Responsible Marketing & Public Relations Policy
• Grievances & Concerns, Quarry’s stakeholder grievance mechanism
• Climate Action Plan
• Team Handbook (benefit policies)
• UN Guiding Principles on Business and Human Rights
• International Bill of Human Rights
• ILO Declaration on Fundamental Principles and Rights at Work
• B Lab Standards

This policy has been developed to support compliance with the requirements of the B Lab Standards Version 2.2 and to advance the Company’s commitment to sustainable business practices. It should be interpreted and implemented in a manner consistent with applicable B Lab Standards requirements and any future updates adopted by B Lab.