Policy 05
Equality, Diversity & Inclusion
“People should be judged on their contribution, not on assumptions about who they are.”
We want a workplace and creative environment where everyone is treated with dignity and has fair access to opportunity, across recruitment, projects, work experience, freelancers, clients, events and the work we make.
At a glance
The short version.
Zero tolerance
Discrimination, harassment, sexual harassment, victimisation, bullying and retaliation aren’t accepted.
Preventing harassment
We assess and act on harassment risks at shoots, events, client meetings and online, including from third parties.
Thoughtful representation
Our work shapes how people see others, so we make deliberate, respectful creative choices.
In practice
What we commit to.
- Base job and placement criteria on genuine requirements
- Make selection decisions on evidence, not stereotypes
- Offer reasonable adjustments in recruitment and at work
- Allocate training and progression fairly, including when developing talent internally
- Consider religious observance, dietary needs, dress and caring responsibilities
- Never let a client, project or someone’s seniority justify tolerating harassment
The detail
Everything else.
The key parts of the policy, in plain English. The downloadable PDF is the full, controlled version.
Scope
Recruitment, employment, training, promotion, pay, project allocation, work experience, freelancers, suppliers, visitors, clients, events and the creative content we produce.
Reasonable adjustments
We consider adjustments for disabled applicants, staff, workers and visitors, from equipment and workspace changes to flexibility and different communication formats.
Creative representation
Not every project has to represent every group, but it should be built on deliberate creative choices rather than unexamined bias, and avoid repeating stereotypes without purpose.
Raising concerns
Concerns can be raised with a line manager, our operations contact or a Managing Director, and serious or systemic issues can also go through our Speak-Up policy. Complaints are handled promptly and as confidentially as practicable.
Breaches
Discrimination, harassment or victimisation can lead to disciplinary action, ending a contractor relationship or reviewing a client or supplier relationship. An allegation that isn’t upheld is not automatically a false one.
Monitoring
We monitor themes from complaints, recruitment, adjustments and feedback, without collecting unnecessary sensitive data just to produce statistics.
Laws and guidance this policy follows
- Equality Act 2010
- Worker Protection (Amendment of Equality Act 2010) Act 2023
- Employment Rights Act 2025 provisions on preventing sexual and third-party harassment, from 30 October 2026
- Acas guidance on harassment law changes and workplace equality
The full document
Equality, Diversity & Inclusion Policy
Version 1.0 · Effective October 2026 · Owner: Managing Directors
Questions about this policy?
If you’ve experienced or witnessed something that isn’t right, please tell us.