Diversity & Inclusion Policy
Granny Eats Wolf Ltd recognises that diversity and inclusion help to support creativity and innovation: they are an essential ingredient in a successful television company. We are committed to encouraging diversity and inclusion and 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 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, or sexual orientation.
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 have set ourselves the following diversity targets/goals [delete as applicable]. We will [if you have set diversity targets and/or goals, add them here. If you are setting specific goals or targets it is good practice to set timescales for achieving them].
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 [insert name].
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.
Code Of Conduct
Granny Eats Wolf’s Code of Conduct sets out general principles. It does not cover everything and should be read alongside our policies and guidance, which you should familiarise yourself with. We promote working in a respectful collaborative way and are committed to an environment of open communication, whilst remaining respectful and non-discriminatory. This policy applies to anyone that works or provides services for or on behalf of Granny Eats Wolf regardless of employed/freelancer/contractor status and the role or tasks being undertaken.
EXPECTATIONS
Granny Eats Wolf expects you to show professionalism in the workplace regardless of where that might be or with whom you may be working. Our expectations include;
That you will not partake in any form of direct or indirect discrimination and we expect you to be familiar with the protections afforded under the Equality Act 2010, our Equality, Diversity and Inclusion policy; and that you work within its guidance;
You will undertake your duties with due diligence, integrity and the necessary care and attention that demonstrates the highest level of professionalism;
You will act responsibly with all resources of the company, client or customer and not be wasteful or neglectful in this regard;
You will always present yourself for work in the agreed way and should be dressed accordingly;
You will follow the guidance and direction given to you; and provide the correct direction and guidance to others where this is part of your duties;
You will not bully or harass anyone and should treat others as you would wish to be treated;
We expect you to avoid conflict and acts whether on a personal or a professional level that could bring those you are working for or with into disrepute;
That you will bring to our attention potential errors or situations that may disrupt, damage or delay work or projects;
You will not undertake any act that may open ourselves or clients up to financial risk.
You will adhere to any policies and procedures issued to you; these may be subject to amendment at any time.
We expect you to be accountable for your actions at all times
PERSONAL DATA AND THE GENERAL DATA PROTECTION REGULATION (GDPR)
Granny Eats Wolf, and others acting on its behalf, may be required to collect, retain, and process personal information about you. We shall administer these processes in a way that enables us to meet our GDPR obligations in a compliant manner. If you are privy to such information as a result of your engagement with us, you are required to take all reasonable precautions to protect such personal data and not put Granny Eats Wolf at risk of breaching GDPR.
CONFIDENTIALITY
Granny Eats Wolf requires that company and client information be appropriately protected and used. You must not share confidential information or material with anyone who is not entitled to that information and protect this information from wrongful disclosure, modification or destruction.
Equal Opportunity & Anti-discrimination Policy
Granny Eats Wolf is an equal opportunities employer and is committed to providing a working environment where everyone shall be treated with equal dignity, respect and fairness.
SCOPE
In order to promote good practice and reputation; all employees and stakeholders of Granny Eats Wolf shall ensure that any persons working (such as contractors/freelancers); visitors to; or persons we maintain a business relationship with; shall also be treated with dignity, respect and fairness.
This policy will apply in respect of recruitment and selection procedures, career development, promotion, training, payment practices, and all other terms and conditions of employment. No person shall be unlawfully discriminated against, either directly or indirectly, on the grounds of their sex, marital status, racial, ethnic or national origin, religion or belief, sexual orientation, political belief, age or disability; nor shall any person, employee or job applicant be less fairly treated or suffer any harassment because of discrimination whether directly or indirectly, through victimisation or harassment.
EQUALITY ACT
The Equality Act 2010 replaced and harmonised previous legislation and was introduced to ensure that workplace environments were fair and to comply with the law.
It covers the same groups that were protected by existing equality legislation – age, disability, race, sex, gender reassignment, religion or belief, sexual orientation, marriage and civil partnership and pregnancy and maternity. These are now called and referred to as ‘protected characteristics’. Additionally, we shall not discriminate against an employee or worker based on “associative” links for example; where the employee or worker has a child, who is disabled.
CRIMINAL OFFENCES
Granny Eats Wolf shall abide by the guidelines contained within the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Amendment) (England and Wales) Order 2020, in that certain old and minor cautions and offences are no longer subject to disclosure.
All cautions and convictions for specified serious violent and sexual offences, and other specified offences of relevance for posts concerned with safeguarding children and vulnerable adults, will remain subject to disclosure.
In addition, employees or prospective candidates are not required to disclose “spent” convictions when applying to work. As a consequence, we will not dismiss an employee or exclude a person from a role, position, office, department or profession; or prejudice a person or employee in any way; where an employee or applicant fails to notify a “spent” conviction.
EQUAL PAY
Granny Eats Wolf will treat all employees equally, in respect of their terms and conditions of employment, if they are employed on 'like work', work rated as equivalent under a job evaluation study, or work found to be of equal value. This does not just cover remuneration alone but includes most terms in an employment contract. Variance within rates of pay due to length of service, performance, bonuses or individually agreed terms of contract will not be influenced by the gender of the employee. Terms covering special treatment because of pregnancy or childbirth or reflecting statutory restrictions on the employment of women are not covered.
SEX DISCRIMINATION
Granny Eats Wolf will not discriminate on grounds of gender or marriage; because someone intends to undergo, is undergoing or has undergone gender reassignment; or due to an individual’s sexual orientation whether actual or perceived.
Same sex marriages are now permissible in law and we shall not discriminate in any way in respect of couples in a same sex marriage. All records shall be amended to accommodate such changes in respect of next of kin information.
We shall not tolerate sexual harassment, which is harassment of a ‘sexual nature’, nor shall we tolerate ‘sex-related harassment’ which is unwanted conduct related to an individual’s sex or that of another person. This shall therefore include allowing a working environment where sexual banter is commonplace and which, although not directed at an individual or caused by their presence, may nevertheless create an offensive environment for that person.
RACE DISCRIMINATION
GrannyEats Wolf recognises and will not discriminate on grounds of race, colour, nationality (including citizenship) or ethnic or national origins. The Race Relations Act is concerned with people's actions and the effects of their actions, not their opinions or beliefs. Racial discrimination is not the same as racial prejudice
AGE DISCRIMINATION
Granny Eats Wolf shall not discriminate against any employee on grounds of age, whether young or old, which includes by way of job advertising, recruitment, working practices and duties within particular roles.
In view of the fact that there is no longer a statutory retirement age under UK legislation, Granny Eats Wolf shall not automatically retire you, unless it has objective justification to take this action.
DISABILITY DISCRIMINATION
Granny Eats Wolf will not discriminate against those working with us who have or have had a disability and will ensure adequate adjustments are made where appropriate, in support of this. Where relevant, we shall also take reasonable steps to ensure the workplace is accessible to persons falling within the scope of the Equality Act that may involve the implementation of physical or structural changes.
The Equality Act defines a disabled person as “someone who has a physical or mental impairment that has a substantial and long-term adverse effect on his or her ability to carry out normal day-to-day activities which includes things like using a telephone, reading a book or using public transport”.
It will be considered discrimination to treat a disabled person unfavourably because of something connected with their disability (e.g. a tendency to make spelling mistakes arising from dyslexia).
Individuals diagnosed with progressive forms of cancer, HIV and multiple sclerosis also fall within the scope of disability and this protection is relevant from point of diagnosis rather than when the illness started to have an adverse effect on a person’s ability to carry out their day-to-day activities. You are requested to inform us if such diagnosis occurs and should note that any such disclosure shall be treated in the strictest confidence.
RELIGIOUS BELIEF
Granny Eats Wolf will respect an individual’s religion, religious belief or similar philosophical belief and will not allow discrimination or harassment of that individual due to those beliefs.
BULLYING & HARASSMENT
We shall not tolerate any form of harassment, victimisation or bullying within the workplace of our employees or those undertaking work for us.
Bullying and/or harassment can take many forms and all staff should be aware of behaviour of one person to another that may be seen as over-bearing, intimidating, controlling or abusive. All staff should treat any other employee or work colleague with dignity and respect. Any complaint of bullying or harassment shall be investigated thoroughly and if found to have occurred shall be treated as Gross Misconduct. Please refer to our Bullying and Harassment policy.
Note: Bullying and harassment are not determined by the intention of the person causing offence, but rather by the effect it has on the recipient i.e. if it is deemed by them that they find the behaviour unacceptable to them.
BREACH OF POLICY
If you feel that you have been treated inequitably in breach of the above policy, then you must initially raise the complaint through Granny Eats Wolf Grievance Procedure. Granny Eats Wolf shall then fully investigate any such complaint.
All employees and those working with or for us are required to apply this policy in practice and failure to comply with, or deliberate breaches of, the above legislation will not be tolerated. Such instances will be investigated and dealt with under our disciplinary procedure. If carried out deliberately or maliciously this will be regarded as Gross Misconduct and may result in summary dismissal or termination of contracts.
DEFINITIONS
Direct Discrimination
Direct discrimination occurs when someone is treated less favourably than another person because of a protected characteristic they have or are thought to have (see perceptive discrimination) or because they associate with someone who has a protected characteristic (see associative discrimination).
Associative Discrimination
This is direct discrimination against someone because they associate with another person who possesses a protected characteristic.
Perceptive Discrimination
This is direct discrimination against an individual because others think they possess a particular protected characteristic. It applies even if the person does not actually possess that characteristic
Indirect Discrimination
Indirect discrimination can occur when you have a condition, rule, policy or even a practice in your company that applies to everyone but particularly disadvantages people who share a protected characteristic.
Harassment
Harassment is defined as “unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual”.
Third Party Harassment
The Equality Act makes employers potentially liable for harassment of employees by people (third parties) who are not employees of your company, such as clients.
Victimisation
Victimisation occurs when an employee is treated badly because they have made or supported a complaint or raised a grievance under the Equality Act, or because they are suspected of doing so. An employee is not protected from victimisation if they have maliciously made or supported an untrue complaint.
Health & Safety Policy
INTRODUCTION
It is Granny Eats Wolf Ltd objective that employees and others be protected, so far as is reasonably practicable, from risks to health and safety arising from work activities. We shall ensure any relevant policies are reviewed and revised as appropriate, to take account of changes in circumstances or in legal requirements.
SCOPE
The responsibility for achieving and adhering to acceptable safety standards rests not only with us but also with employees, sub-contractors, freelancers and suppliers within our places of work. If provided with any of our health and safety policies you have a duty to read these policies and take an active interest in achieving safety at work.
SAFE WORKING PRACTICES
The successful implementation of effective health and safety in the workplace is dependent upon the wholehearted co-operation of all levels of employees and management. Wilful breaches of any policy will be dealt with through the disciplinary procedure or may result in contractual relationships being ended.
The efficient gathering, evaluation and use of information within the business on safe working practices and occupational health are a basic requirement to comply with legislation and to ensure a safe environment.
In compliance with the Health and Safety (Consultation with Employees) Regulations 1996, it is necessary to consult with all employees (including contractors and self-employed) on all matters which affect their health and safety. We will communicate information by way of memoranda or amendments or additions to the Health and Safety Policy as required.
All employees, contractors and freelancers are required to carry out their activities in compliance with our Health and Safety Policy, precautions described in any risk assessments and their defined responsibilities which are a necessary part of their role.
ACCESS TO ADVICE AND INFORMATION
It is a legal requirement that organisations have access to advice on health and safety issues to ensure that their policies and procedures are compliant with legislation and also effective in ensuring a safe working environment. Some of this advice can be gained from EHO's/HSE and trade organisations/journals, however consultants can also be used particularly as part of regular reviews or if there is a significant change to the business or working methods/equipment.
We strive to abide by the contents of our health and safety policies. Where there is a disregard to these policies or safe working practices by an employee or other person working for or on behalf of the business which seriously puts at risk the health of themselves or any person, it will be considered as gross misconduct and may lead to disciplinary action or dismissal or termination of any contractual relationship.
INFORMATION FOR EMPLOYEES
We take seriously our general duties and responsibilities for the provision of information for relevant aspects of health and safety at work which includes:
The Health and Safety Law poster;
2. The distribution of literature and information leaflets.
https://www.hse.gov.uk/managing/links.htm
3. The displaying of information relating to safe working procedures.
SAFETY RULES
A breach of Health and Safety Legislation is a criminal offence and action taken by enforcing authority against you as an individual can result in heavy penalties i.e. fines and/or imprisonment. We appreciate that it is not possible to prepare health and safety rules that will meet every possible eventuality. However, we expect you to act in a sensible manner and to obey all the instructions given by management to maintain or improve health and safety in the workplace.
Granny Eats Wolf shall, as far as is reasonably practical:
Provide adequate information (including changes to legislation and working practices), instruction, training and supervision to manage the health, safety and welfare of all employees and freelancers whilst at work.
Incorporate health and safety into the planning, monitoring and review of all work activities.
Provide a safe place of work with safe access and egress.
Provide a safe and healthy environment including adequate welfare facilities.
Maintain all places of work, work equipment and transport under its control in a safe condition and review any working practices to ensure they are safe and to minimise any associated risks.
Ensures that all necessary precautions are taken in respect of the safe use, handling, storage and transport of materials and substances.
Safeguard the health and safety of visitors, contractors and any members of the general public who could be affected by its activities.
Review and update the Health and Safety Policy and Procedures as appropriate with any changes to company operations and/or legislative updates and notify all employees of such changes.
Ensure all engaged with us to be mindful of their health and safety responsibilities and that they co-operate with the company in its efforts to fulfil the above policy.
Monitor and update the policy through the company’s Health and Safety Management System.
RESPONSIBILITIES EMPLOYEES OR STAFF
Employees (including temporary or part-time staff) need to assess risks to themselves and others when carrying out work activities and need to identify when it is or is not safe to commence operations.
If you act in the capacity of Manager at any time you will accept the responsibilities for control of health and safety. This would include monitoring and corrective action, but would not extend to developing new procedures.
You will:
Be in possession of the information and skills required to safely carry out the work for which they you are engaged.
Report to management:
Defective tools and other equipment;
Unsafe work places or work environment;
Systems of work or conduct that constitute a hazard;
Information and suggestions which may assist the safety performance;
All accidents or dangerous occurrences;
Weaknesses in the skills or ability of others
Correctly use all substances, equipment, machinery, items of safety equipment and Personal Protective Equipment (PPE) when appropriate or when so directed by a person in authority. All established workplace procedures must be followed at all times including the precautions described in risk assessments.
Work in a manner which ensures your own safety and that of others who may be affected by your activities.
Comply with all instructions or control measures which are likely to affect your health and safety.
When unexpected hazards are identified, seek advice from management before proceeding.
Fully co-operate in the fulfilment of the Health and Safety Policy.
Make proper use of health, safety and welfare facilities.
Adhere to the health and safety rules provided for both on and off-site locations
RESPONSIBILITIES OF CONTRACTORS AND SELF-EMPLOYED
Freelancers, contractors and/or self-employed persons may be employed to carry out work which may be routine or of an unusual or ad-hoc nature. The following requirements will need to be met by such contractors;
Contractors, sub-contractors and self-employed people need to assess risks to themselves and others when carrying out work activities and identify when it is or is not safe to commence operations.
These persons/organisations will:
Have in place a Health and Safety Policy that covers their activities.
Have in place appropriate Public Liability Insurance.
Have in place a Lone Working Policy and procedure to minimise risk (if appropriate).
Produce or be in possession of and fully understand a risk assessment for the work including a more detailed health and safety plan/method statement if required.
Provide prior to commencement a written risk assessments and method statements that defines how they will complete the works safety when requested.
Be in possession of the information and skills required to safely carry out the work for which they are engaged.
Correctly use all equipment they have responsibility for. All established workplace procedures must be followed at all times including the precautions described in risk assessments.
Work in a manner which ensures their own safety and that of others who may be affected by their activities.
Set a personal example in all matters relating to health and safety, including the wearing of the appropriate PPE.
Report to management:
defective equipment;
systems of work or conduct that constitute a hazard;
information and suggestions which may assist the safety performance;
all accidents or dangerous occurrences;
weaknesses in skills or ability of employees.
RULES AND PROCEDURES
You are required to comply with the following rules:
Accidents at Work
All accidents occurring whilst at work regardless of severity should be reported at once to the immediate manager who shall ensure details are recorded in the “Accident Book”. Note; all accidents at work should be assessed against RIDDOR reporting requirements with the HSE. https://www.hse.gov.uk/riddor/reportable-incidents.htm
Display Screen Equipment (DSE)
Anyone spending a significant amount of their working day in front of a monitor of some description will be required to undertake a DSE self-assessment. Any issues that are identified should be reported back through their manager so that any suitable adjustments can be made. The self-assessment can be undertaken as frequently as felt necessary and always when there has been a physical change to the working environment. Where relevant, eyesight tests will be made available for employees identified as DSE users. More information can be located here; https://www.hse.gov.uk/msd/dse/
Electrical Equipment
All electrical equipment will be PAT tested to ensure it is safe for use, however any cable or leads suspected of being faulty should not be used by or repairs attempted personally.
First Aid
First aid signage and first aid equipment shall be maintained at working locations. We shall comply with current legislation in respect of the provision of trained and qualified first aiders.
General Maintenance and Cleanliness
We will take reasonable measures to ensure that regular general maintenance of working areas is undertaken; this will include servicing the ventilation, heating and lighting systems. Care will also be taken to achieve a satisfactory level of hygiene within the workplace.
We do however require staff to take personal responsibility for maintaining a good standard of hygiene in the area in which you work and in the rest area, limiting clutter and unnecessary mess. This includes washing and putting away crockery and cutlery following use. You are also required to maintain a high standard of personal hygiene for the benefit of yourself and your colleagues.
General Housekeeping
Keep all emergency exits, stairs and corridors free of obstructions and ensure rest rooms, kitchens and washrooms are kept clean and tidy.
Do not let cables trail to create trip or electrical hazards. If cables cannot be sited so that people do not trip over them or catch them, then they must be protected by devices such as ties and cable ramps.
Think twice before putting things on the floor or on the stairs, or where they may restrict corridors or access routes, giving consideration to people with restricted mobility or impaired vision.
Hazards
Any faulty or hazardous fixtures, fittings, furniture or equipment – especially electrical equipment – must be reported to your line manager. If there is a state of serious and imminent danger, the alarm should be raised and the danger area evacuated.
Hazardous Substances
A hazardous substance is anything in a container labelled “toxic”, “corrosive”, “irritant” or “harmful” and any other substance with similar properties. You must be sure you understand the risks of work with hazardous substances and follow the required precautions and control measures. Do not introduce hazardous substances to the workplace without authorisation.
Hours of Work
The Company will observe its legal obligations under the Working Time Regulations 1998 and shall keep records of your working time as required under the WTR. You will comply with the
recording policies and/or requirements from time to time in order that such records may be accurately maintained.
Covid-19
Becoming fully vaccinated is the UK Government and Public Health England’s recommended defence to limiting the impact and spread of the Covid virus and variants. It is also strongly recommended that by being fully vaccinated you not only reduce the risk to yourself but to others. We have a duty of care to our employees and those that work with us, and encourages you to become fully vaccinated unless medically exempt.
Infectious Diseases
Anyone who has been in contact with or is suffering from an infectious disease should immediately notify us.
Risk Assessments
Regular risk assessments shall be conducted where necessary and you will be advised about any risks connected with your work and the measures taken to reduce these.
Smoking
Smoking and vaping is prohibited in all areas except those designated as “smoking areas”.
Last Updated | Nov 2022