Policy 15
Code of Conduct
“Curious, opinionated and human. With respect, responsibility and judgement.”
These are the minimum standards for anyone representing Carse & Waterman, at the studio, remotely, on shoots, at events and online. Professionalism doesn’t mean becoming corporate robots.
At a glance
The short version.
Own it. Learn from it. Improve.
Mistakes happen. What matters is owning them, fixing what we can and improving the process.
Make work visible
Keep tasks and timelines current and flag risks before a deadline becomes a surprise.
Challenge ideas, not people
Strong creative disagreement is welcome. Personal attacks aren’t.
In practice
What we commit to.
- Treat people with respect
- Communicate clearly and honestly
- Raise problems early
- Protect confidential information and company and client assets
- Use company money and equipment responsibly
- Follow safety, safeguarding and security procedures
- Never tolerate discrimination, bullying, harassment or retaliation
- Respect intellectual property and contracts
The detail
Everything else.
The key parts of the policy, in plain English. The downloadable PDF is the full, controlled version.
Feedback
Specific, constructive and useful. If a message is likely to land badly in text, have a conversation instead.
Clients and partners
Represent the company professionally, don’t make promises you can’t authorise, and don’t criticise clients publicly. If a client behaves inappropriately, staff shouldn’t simply tolerate it.
Technology and social media
No malicious or pirated software, no bypassing security, and no posting confidential work. Personal posts shouldn’t imply company endorsement.
Remote and flexible working
Flexibility depends on reliability: be contactable, attend required meetings and keep work status visible.
Outside work and conflicts
Disclose potential conflicts, don’t divert company opportunities, and don’t use company resources for substantial outside work without approval.
Alcohol and impairment
Nobody works, drives or operates equipment while impaired, and social events don’t remove behavioural standards.
Breaches and concerns
Minor issues are handled through coaching; serious or repeated breaches can lead to formal action. Concerns can be raised with a manager, Operations or a director.
Laws and guidance this policy follows
- Read alongside our equality, confidentiality, security, safeguarding, health and safety, and anti-bribery policies
The full document
Code of Conduct Policy
Version 1.0 · Effective October 2026 · Owner: Managing Directors
Questions about this policy?
Questions about how we work? We’re always happy to talk.