Diversity and Inclusivity statement

Madeleine Baird Materials Limited recognises that diversity and inclusion help to support creativity and innovation: they are an essential ingredient in a successful company. We are committed to encouraging diversity and inclusion and to ensuring there is no discrimination in our company. We want our workforce to be truly representative of all sections of society. We want our company to be one in which every employee and freelancer feels respected and able to give of their best.

To that end this policy provides a framework of equality and fairness for all in our employment. It expresses our commitment not to discriminate on the grounds of age, disability, gender, gender reassignment, marital status (including civil partnerships), race, ethnic origin, colour, nationality, national origin, religion or belief and sexual orientation. We oppose all forms of unlawful and unfair discrimination.

This policy applies to employed and freelance staff and to people working on and off screen.

All freelancers and employees, whether part-time, full-time or temporary, will be treated fairly and with respect. Selection for employment – whether as a member of staff or on a freelance basis – will be on the basis of aptitude and ability. Access to opportunities for promotion, training or any other benefit will also be on the basis of aptitude and ability. All employees will be encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the creativity and success of the company.

We will:

  Actively seek to increase the number of people we work with who are from groups/communities that are under-represented in the television industry as a whole, or in particular job roles in the industry.

  Review all our formal and informal employment/hiring practices and procedures to ensure they are fair and help us to identify the best talent.

 

  Identify and take opportunities to increase the diversity of casting decisions

  Ensure reasonable adjustments are made to enable disabled people to work in or with our company, both on and off screen.

  Actively seek to increase the diversity of our talent networks.

  Create an environment in which individual differences and the contributions of all our staff and freelancers are recognised and valued.

  Ensure every employee and freelancer is able to work in an environment that promotes dignity and respect for all. We will not tolerate any form of intimidation, bullying or harassment.

  Ensure training, development and progression opportunities are available to all staff.

We will monitor the success of this policy regularly and our review our progress at least once a year. We have developed an action plan to help us implement this policy/achieve our specific diversity goals/targets [delete as applicable]. The person who is responsible for ensuring this action plan is implemented is Madeleine Baird.

This policy is fully supported by the senior management of the company. Breaches of the policy may be regarded as misconduct and could lead to disciplinary proceedings.

 

EQUAL OPPORTUNITIES POLICY in compliance with the Equality Act 2010

1  Madeleine Baird Materials Limited (the Employer) is committed to equal opportunities for all staff and applicants.

2  It is our policy that all employment decision are based on merit and the legitimate business needs of the organization. The Employer does not discriminate.  Race, Colour, Nationality, Ethnic nor National origins, Sex, Gender, Reassignment, Sexual orientation, Marital or Civil partner status, Pregnancy or Maternity, Disability, Religion or Belief, Age or any other ground on which it is or becomes unlawful to discriminate under the laws of England and Wales (referred to as Protected Characteristics) play no role in employment decisions.

3  Our intention is to enable all staff to work in an environment which allows them to fulfil their potential without fear of discrimination, harassment or victimization. The Employer’s commitment to equal opportunities extends to all aspects of the working relationship including:

     Recruitment and selection procedures;

     Terms of employment, including pay, conditions and benefits;

     Training, appraisals, career development and promotion;

     Work practices, conduct issues, allocation of tasks, discipline and grievances;

     Work-related social events; and

     Termination of employment and matters after termination, including references.

4  This policy is intended to help the Employer achieve its diversity and anti-discrimination aims by clarifying the responsibilities and duties of all staff in respect of equal opportunities and discrimination. The Employer will promote effective communication and consultation between the Employer and staff concerning equal opportunities by means it considers appropriate.

5  The principles of non-discrimination and equal opportunities also apply to the way in which staff treat visitors, clients, customers, suppliers and former staff members.

6  This is a statement of policy only and does not form part of an employment contract. This policy may be amended by the Employer, in its absolute discretion.

7  Achieving an equal opportunities workplace is a collective task shared between the Employer and all its staff. This policy and the rules contained in it therefore apply to all staff of the Employer irrespective of seniority, tenure and working hours, including all employees, directors and officers, consultants and contractors, casual or agency staff, trainees, homeworkers and fixed-term staff and any volunteers or interns (referred to as Staff)

8  The board of directors of the Employer has overall responsibility for this policy and for equal opportunities and discrimination law compliance in the workplace and the director has been appointed as the person with day-to-day operational responsibility for these matters.

9  All Staff have personal responsibility to ensure compliance with this policy, to treat colleagues with dignity at all times and not to discriminate against or harass other members of Staff, visitors, clients, customers, suppliers and form staff members. In addition, Staff who take part in management, recruitment, selection, promotion, training and other aspects of career development (referred to as Managers) have special responsibility for leading by example and ensuring compliance.

10       Managers will receive appropriate training in equal opportunities and must take all necessary steps to:

     Promote the objective of equal opportunities and the value set out in this policy;

     Ensure that their own behaviour and those of the Staff they manage complies in full with this policy;

     Ensure that any complaints of discrimination, victimization or harassment (including against themselves) are dealt with appropriately and are not suppress or disregarded.