About us

Director Craig Cowbrough has worked in the communications industry for 20 years and boasts short listings for awards from the Chartered Institute of Public Relations and the Institute of Practitioners in Advertising. 

He has a track record of success in delivering a range of communications support to help businesses and organisations become more effective at what they do.

With experience in the public and voluntary sectors and in supporting small and medium sized companies he has delivered impressive results for clients across Scotland, Europe and Africa.

Cowbrough Communications has expertise in a range of communication services, including:

Why not get in touch to see how we can help you.



Equal Opportunities Policy

Cowbrough Communications Ltd is an equal opportunities employer and is committed to providing equal treatment of all employees and potential applicants. The company is also committed to avoiding unlawful discrimination in employment to contractors, partners and other stakeholders.

The company complies with the requirements of current legislation on Age, Sex Discrimination, Race Relations, Disability Discrimination, Religion or Belief, Sexual Orientation and Civil Partnerships.

This statement is issued to everyone who contracts or is employed by either paid or voluntary and is set out in instructions to any associates appointed to project work on our behalf. The statement is also accessible to employees and non-employees via the Cowbrough Communications website.

The company supports the principle of equal opportunities in employment and opposes all forms of unlawful or unfair discrimination both direct and indirect on the grounds of age, colour, race, religion or belief, sexual orientation, nationality, ethnic or national origin, sex, marital status or disability.

Cowbrough Communications believes that the interests of the company and its members of staff will be best served by ensuring that all available talents and skills are given consideration when employment or promotion opportunities arise. Steps will be taken to ensure that individuals are treated equally and fairly, that decisions on recruitment, selection, training, promotion and career management are based on objective and job related criteria.

The company will promote and develop a working atmosphere in which employees, associates and partners have regard for each other’s rights and everyone is treated with respect and dignity. Eliminating discrimination and providing equality of opportunity requires the commitment of all members of staff.

We encourage all our stakeholders to: 

  • treat others with respect at all times
  • actively discourage discriminatory behaviour or practice
  • participate in training and learning opportunities that would enable them to adopt good practice

Accordingly, it is our practice to treat all people equally regardless of age, colour, race, religion or belief, sexual orientation, nationality, ethnic or national origin, sex, marital status, or disability in all aspects of employment including recruitment, training and promotion.

Craig Cowbrough
Cowbrough Communications
August 2009

Data Protection Policy


The Data Protection Act 1998 contains principles affecting employees’ and other personal records. Information protected by the Act includes not only personal data held on computer but also certain manual records containing personal data.  The purpose of this policy is to ensure that all employees are aware of the scope of the Act, responsibilities are outlined and to ensure that individuals do not breach the Act.

This policy applies to everyone working with or contracted to Cowbrough Communications Ltd


If you are in any doubt about what you can or cannot disclose and to whom, do not disclose the personal information until you have sought further advice from Director Craig Cowbrough. Individuals should be aware that they can be criminally liable if they knowingly or recklessly disclose personal data in breach of the Act.

Data protection principles

There are eight data protection principles that are central to the Act.

ensure an adequate level of protection for the processing of personal data. Processed fairly and lawfully and must not be processed unless certain conditions are met in relation  to personal data and additional conditions are met in relation to sensitive personal data. The conditions are either that the employee has given consent to the processing, or the processing is necessary for the various purposes set out in the Act. Sensitive personal data may only be processed with the explicit consent of the employee.  

  • Obtained only for one or more specified and lawful purposes, and not processed in a manner incompatible with those purposes. 
  • Adequate, relevant and not excessive. Cowbrough Communications will review personnel files on an annual basis to ensure they do not contain a backlog of out-of-date information and to check there is sound business reason requiring information to continue to be held.
  • Accurate and kept up-to-date. If your personal information changes, for example you change address, you must inform your line manager as soon as practicable so that records can be updated. We cannot be held responsible for any errors unless you have notified us of the relevant change.
  • Not kept for longer than is necessary. We will keep personnel files for no longer than ten years after termination of employment. Different categories of data will be retained for different time periods, depending on legal, operational and financial requirements. Any data which we decide does not need to hold for a period of time will be destroyed after one year. Data relating to unsuccessful job applicants will be retained for a period of one year.
  • Processed in accordance with the rights of employees under the Act.
  • Appropriate technical and organisational measures will be taken against unauthorised or unlawful processing of personal data and against accidental loss or destruction of, or damage to, personal data. Personnel files are confidential and are held electronically and securely.  Any personal data stored on discs, memory sticks, portable hard drives or other removable storage media will be kept in locked filing cabinets or locked drawers when not in use by authorised employees. We have a network backup procedures to ensure that data on computer cannot be accidentally lost or destroyed.
  • Not transferred to a country or territory outside the European Economic Area unless that country

Craig Cowbrough
August 2008

Environmental Policy

Cowbrough Communications Ltd is committed to minimising the environmental impact of its professional activities.

How will we do this:

  • By minimising waste through evaluating operations and ensuring they are environmentally efficient.
    By actively promoting reuse, reduce or recycle whenever possible both in the office and with suppliers and contractors
    By encouraging clients to be environmentally aware through all our work with them
    By using public transport whereever possible
    By using the train for medium distance travel rather than flying
    By sourcing recycled office supplies whenever possible
    By meeting or exceeding all the environmental legislation that relates to the company.
    By regulalry reviewing and assessing to improve our environmental polices

Craig Cowbrough
August, 2011

Health and safety policy

Cowbrough Communications is committed to ensuring the health, safety and welfare of its associates and partners working with the company and it will, so far as is reasonably practicable, establish procedures and systems necessary to implement this commitment and to comply with its statutory obligations on health and safety. It is the responsibility of each person contracted to familiarise themselves and comply with the company’s procedures and systems on health and safety.

While the company will take all reasonable steps to ensure the health and safety of its contractors and associates health and safety at work is also the responsibility of individuals; either working for, contracted to, volunteering with or in partnership with the company.

It is the duty of person working for or with Cowbrough Communications to take reasonable care of their own and other people’s health, safety and welfare and to report any situation which may pose a serious or imminent threat to the well being of themselves or of any other person. If anyone is unsure how to perform a certain task or feels it would be dangerous to perform a specific job or use specific equipment, then it is their duty to report this as soon as possible to Director Craig Cowbrough.

The company will provide and maintain a healthy and safe working environment with the objective of minimising the number of instances of occupational accidents and illnesses. The company also recognises its duty to protect the health and safety of all visitors to the company in the office or on location who might be affected by the company’s work operations.

Health and safty rules

  • everyone either contracted to or working with the company should be aware of and adhere to the our  rules and procedures on health and safety
  • all contracted to or working with the company must immediately report any unsafe working practices or conditions to Director Craig Cowbrough
  • horseplay, practical joking, running in the workplace, misuse of equipment or any other acts which might jeopardise the health and safety of any other person are forbidden
  • any person whose levels of alertness are reduced due to illness or fatigue will not be allowed to work if this might jeopardise the health and safety of any person
  • anyone contracted to or working with the company must not adjust, move or otherwise tamper with any electrical equipment or machinery in a manner not within the scope of their job duties
  • all waste materials must be disposed of carefully in the receptacles provided and in such a way that they do not constitute a hazard to other workers
  • no one contracted to or working with Cowbrough Communications should undertake a job which appears to be unsafe
  • no one contracted to or working with Cowbrough Communications should undertake a job until they have received adequate safety instruction and they are authorised to carry out the task
  • all injuries must be reported to Director Craig Cowbrough
  • all materials must be properly and safely used and when not in use properly and safely secured
  • work should be well-planned to avoid injuries in the handling of heavy materials and while using equipment
  • suitable clothing and footwear must be worn at all times. Personal protective equipment must be worn where appropriate

Craig Cowbrough, Director, August 2011

Quality assurance policy

Cowbrough Communication Ltd's quality assurance policy is based on principles and values provided for in the company's mission, strategy and goals.

Our Quality Management System (QMS) is a major strategic arm of our business activities. The QMS is regarded as a useful tool for the creation and management of effective business processes.

Our QMS will result in the delivery of services of consistently high quality, fully meeting clients' expectations.

Our quality assurance goals

  • Strict compliance of the company’s services with international, national, and corporate standards and requirements in the field of communications.
  • Professional and technical level of the services must correspond to or exceed that of the leading enterprises and companies operating in the UK market.
  • Full responsibility to clients for the quality of the services rendered.
  • Cost efficiency of the services as compared with other companies operating in the market.
  • Development and implementation of new services that fully satisfy our customers’ needs as required.
  • Continuous monitoring of complaints and claims from customers acting to rectify to the satisfaction of the client, but with an aim to maintain these at zero.
  • Positioning of the company as employing professional staff educated to at least Masters level with a high level of experience and extensive contacts.

How these goals will be achieved

  • Focus on continuous improvement of the company's services in accordance with the market requirements and client demand.
  • Satisfaction of clients’ requirements in all services provided. The services can be provided under Service Level Agreements (SLA) if required.
  • Continuous liaison and communication with customers in order to understand their current and futre needs.
  • Transparency. To pursue an open and honest relationship through all aspects of client interaction
  • Strict quality assurance procedures at all stages of the services life cycle, well-defined personnel responsibility for quality assurance.
  • Primary focus on increasing the quality of service offered clients
  • Consistent focus on how to deliver services more effectively and more efficiently to satisfy client needs.

Craig Cowbrough
January 2010

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