Equality and Diversity Policy and Diversity Targets
Swan Films 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 both on and off screen 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. We are committed to working with broadcasters towards shared diversity goals. We oppose all forms of unlawful and unfair discrimination.
To make a reality of those commitments this policy provides a framework of equality and fairness for all in our employment and casting processes. It expresses our commitment not to discriminate because of any of the Equality Act 2010 protected characteristics of age, disability, gender, gender reassignment, marital status (including civil partnerships), race, ethnic origin, colour, nationality, national origin, religion or belief and sexual orientation.
This policy applies to employed, freelance and agency staff and to people working on and off screen.
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.
- Take positive action to increase our diversity where the law allows this;
- Identify and remove barriers facing potential employees from under-represented groups.
- 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.
On screen:
We pride ourselves on our commitment to making programmes that forefront diverse perspectives. It is a priority, not only in our casting processes, but in the development of ideas, to ensure diversity is at the forefront of what we do.
Current Diversity Targets – September 2022
Swan films is passionate about improving diversity across all productions both on and off screen. We are also working to ensure that we promote an inclusive culture where people from all backgrounds are valued, and we are committed to working with broadcasters to meet their diversity targets.
This includes working with Creative Access to employ, mentor and train a junior member of the production team in areas including, but not limited to, developing ideas, writing treatments, and researching on productions.
We will monitor the success of this policy regularly and our review our progress at least once a year. The person who is responsible for ensuring this action plan is implemented is Joe Evans.
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.
Joe Evans
Reviewed 27.09.2022