Bonnie and Braw Productions Ltd.
Equality, Diversity and Inclusion Policy

Bonnie and Braw Productions Ltd. is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination. The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best. 

 

The organisation - in providing goods and/or services and/or facilities - is also committed against unlawful discrimination of customers or the public.

Our Policy’s Purpose
 

This policy’s purpose is to:

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1. Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time.
    

2. Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:​
   - age
   - disability
   - gender reassignment
   - marriage and civil partnership
   - pregnancy and maternity
   - race (including colour, nationality, and ethnic or national origin)
   - religion or belief
   - sex
   - sexual orientation
    

3. Oppose and avoid all forms of unlawful discrimination. This includes in:
   - pay and benefits
   - terms and conditions of employment
   - dealing with grievances and discipline
   - dismissal
   - redundancy
   - leave for parents
   - requests for flexible working
   - selection for employment, promotion, training or other developmental opportunities 

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Our Commitments

Bonnie and Braw commits to:
 

1. Encouraging equality, diversity and inclusion in the workplace as they are good practice and make business sense.
    

2. Creating  a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.
   
   This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff supporting the organisation to provide equal opportunities in employment, prevent bullying, harassment, victimisation and unlawful discrimination.
   
   All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination in the course of their employment against fellow employees, customers, suppliers and the public.
    

3. Take complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities seriously.
   
   Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.
   
   Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.
    

4.  Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential so their talents and resources can be fully utilised to maximise the efficiency of the organisation.
    

5. Make decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
    

6. Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
    

7. Monitor the make-up of the workforce regarding characteristics such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in this Equality, Diversity and Inclusion policy.
   
   Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.
    

 

Our Specific Commitments
 

For each project at funded development stage (over £30K):

 

- Provide one paid internship to a person from a minority background.

- Provide one remote paid internship to accommodate those living outside the central belt.

- Minimum 40% of employees on the project will be female.

- Employ one member of staff with a disability, providing a bursary to accommodate access needs. 

 

For each projects at production stage (over £100K):

 

- Minimum 25% of senior production staff to be from underrepresented demographics. 

- Provide three junior producer internships for the entirety of the production to underrepresented backgrounds.

- Provide two remote paid internships to accommodate those living outside the central belt.

- Minimum 40% of employees on the project will be female.

- Employ at least two members of staff with a disability, providing a bursary to accommodate access needs. 

 

Agreement to follow this policy this Equality, Diversity and Inclusion policy is fully supported by senior management.
 

Our disciplinary and grievance procedures
 

Details of the organisation’s grievance and disciplinary policies and procedures can be found at request (info@bonnieandbraw.co.uk). This includes with whom an employee should raise a grievance – usually their line manager.
 

Use of the organisation’s grievance or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.