Justice, Equity, Diversity and Inclusion (JEDI) Commitment Statement

Core business and impacts

Belvoir Farm Drinks is a manufacturer of premium soft drinks, we employ people in production, warehouse, finance, sales and marketing, and we work with suppliers and customers across several communities across the world. Our decisions about hiring, pay, promotion, sourcing, and customer service affect people’s opportunities, safety, and day-to-day experiences.

Stakeholders and power dynamics

In our JEDI work, we are especially accountable to our frontline workers, small suppliers, and customers who may face barriers related to income, disability, language, or migration status. We recognise that many of these stakeholders have less power to influence our decisions or easily choose a different employer or service provider.

What JEDI means for this company

For us, Justice, Equity, Diversity, and Inclusion mean: – Identifying and addressing unfair barriers in and around our business; – Working towards equal access to opportunities and outcomes; – Valuing a wide range of identities and experiences; – Creating conditions where people can participate and speak up with dignity and without fear of retaliation.

We are committed to operating in a just, equitable, and inclusive way in our operations, for our customers, and in the communities we impact. While we actively appreciate and value diversity throughout.

Accountability

Our executive team and board are responsible for approving this commitment, overseeing it, and ensuring it is reflected in our policies and practices across our operations, our products and services, and our relationships with customers and communities. They are accountable for explaining this commitment to our stakeholders and for reviewing it when needed.

Action Plan
The JEDI plan 2026 is led by our HR Manager and sponsored by the managing director, three additional staff members are also be part of the team. These have been recruited on a volunteer basis. The team will meet once every quarter, commencing May 2026, and focus on the two areas of underrepresentation that have been identified from the JEDI survey conducted in 2026. These areas are neurodiversity and disability. Our aims for 2026 are:
•Educate the business on neurodiversity and disability through training on our LMS
•Share the resources available to staff from Grocery Aid
•Review lines of communication such as Townhall slides, and consider how they could be improved for those who are neurodiverse or have a disability
•Introduce a mentoring scheme that is available to all staff at all levels to support the JEDI principles, cross functional working and employee training and development

•Mentors will undertake training on mentoring, understanding neurodiversity and disability in the workplace, before they embark on the mentoring programme
•Integrate neurodiversity and disability into health and safety bi-monthly safety walks. Include a section where questions are asked to consider the needs of neurodiverse and disabled employees
•Report findings through the H&S forum and track trends
•The JEDI team will attend the D&I in Grocery learning labs to further support
•The action plan and commitment statement will be reviewed annually

Signed
Peverel Manners
Managing Director