Rare’s Policies on Inclusion, equality, diversity, anti-bullying and sustainability.

Inclusion, equality, diversity, anti-bullying and sustainability.

Rare Television recognises that diversity and inclusion help to support creativity and innovation: they are an essential ingredient in a successful television company. We believe having a diverse workforce is something to be celebrated, enriches all who are part of it and are committed to achieving it.

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, supported 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, social economic deprivation and sexual orientation. We oppose all forms of unlawful and unfair discrimination.

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

OUR PLEDGE

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 believe that being a company with a fully diverse workforce is key to our future success. With that in mind we are committed to working to fully reflect the diversity of the United Kingdom and Ireland in what we do.

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. The person who is responsible for ensuring this action plan is implemented is our CEO, Alexander Gardiner.

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.

COMPANY POLICY ON BULLYING

Rare TV seeks to provide a work environment that is safe and enjoyable for all.

Workplace bullying has a detrimental effect on the Company and its people. It can create an unsafe working environment, result in a loss of trained and talented workers, cause the breakdown of teams and individual relationships, increase absenteeism and reduce efficiency and productivity. People who are bullied can become distressed, anxious, withdrawn and can lose self-esteem and self-confidence. Workplace bullying is also in some circumstances against the law. For these reasons, bullying will not be tolerated by the Company.

The Company recognises that workplace bullying may involve comments and behaviours that offend some people and not others. The Company accepts that individuals may react differently to certain comments and behaviour. That is why a minimum standard of behaviour is required of workers. This standard aims to be respectful of all workers.

The Company recognises that workplace bullying can take place though a number of different methods of communication including face to face, email, text messaging and social media platforms. As such, this Policy applies to all methods of communication through which workplace bullying can take place

This Policy applies to behaviours that occur:

  • In connection with work, even if it occurs outside normal working hours;

  • During work activities, for example, when dealing with clients;

  • At work related events and functions, for example, at Christmas parties; and

  • On social media platforms where workers interact.

This Policy applies to all workers including employees, contractors and volunteers. In so far as this policy imposes any obligations on the Company (ie those additional to those set out under legislation), those obligations are not contractual and do not give rise to any contractual rights.

To the extent that this policy describes benefits and entitlements for employees (ie those additional to those set out under legislation), they are discretionary in nature and are also not intended to be contractual. The terms and conditions of employment that are intended to be contractual are set out in an employee’s written employment contract.

The Company may unilaterally introduce, vary, remove or replace this policy at any time. All new staff will be expected to complete an on-line “Tackling harassment and bullying at work” training course.

WHAT IS WORKPLACE BULLYING?

Workplace bullying occurs when an individual, or a group of individuals, repeatedly behaves unreasonably towards a worker, or a group of workers, and the behaviour creates a risk to health and safety. It includes both physical and psychological abuse.
Bullying behaviours can take many different forms, from the obvious (direct) to the more subtle (indirect). The following are some examples of direct bullying:

  • Abusive, insulting or offensive language or comments; Violent, aggressive or intimidating conduct;

  • Belittling or humiliating comments; Victimisation; and

  • Practical jokes or initiation.

The following are some examples of indirect bullying:

  • Unjustified criticism or complaints;

  • Deliberately excluding someone from work-related activities; Withholding information that is vital for effective work performance; Setting unreasonable timelines or constantly changing deadlines;

  • Setting tasks that are unreasonably below or beyond a person’s skill level;

  • Denying access to information, supervision, consultation or resources to the detriment of the worker; Spreading misinformation or malicious rumours; and

  • Changing work arrangements such as rosters and leave to deliberately inconvenience a particular worker or workers.

The above examples are not an exhaustive list of bullying behaviours. They are indicative of the type of behaviours that may constitute bullying and are therefore unacceptable to the Company. If you are unsure whether behaviour not provided on this list constitutes bullying you should contact your direct supervisor in the first instance.

WHAT IS NOT WORKPLACE BULLYING?

Reasonable management action taken by managers or supervisors to direct and control the way work is carried out is not considered to be workplace bullying, if the action is taken in a reasonable and lawful way.

The following are some examples of reasonable management action:

  • Realistic and achievable performance goals, standards and deadlines;

  • Fair and appropriate rostering and allocation of working hours;

  • Transferring a worker to another area or role for operational reasons;
    Deciding not to select a worker for a promotion where a fair and transparent process is followed;

  • Informing a worker about unsatisfactory work performance in an honest, fair and constructive way;

  • Informing a worker about unreasonable behaviour in an objective and confidential way; Implementing organisational changes or restructuring; and
    Taking disciplinary action, including suspension or terminating employment where appropriate or justfied in the circumstances.

OTHER UNACCEPTABLE CONDUCT

Single incidents of unreasonable behaviour (such as harassment, violence or threatening behaviour) can also present a risk to health and safety and will not be tolerated.

Harassment is considered to be any form of behaviour that is:

  • Unwanted;

  • Offends, humiliates or intimidates;

  • or Creates a hostile environment.

Where such conduct occurs towards a person due to a particular characteristic of that person (such as when based on sex, sexual orientation, pregnancy, marital status, age, disability, ethnicity or race,) this may be unlawful under discrimination and equal opportunity law, even if it is limited to a single incident.

For example, sexual harassment is unlawful even where it is not repeated conduct. All workers are required to comply with the Company’s Equal Opportunity and Anti-Discrimination Policy which provides further guidance in this area.

The Company will also not tolerate any form of workplace violence. Workplace violence is considered to be any incident where a person is physically attacked or threatened in the workplace, whether this is directed to a co- worker, subcontractor, client, customer or visitor.
It includes (but is not limited to):

  • Any type of direct physical contact such as punching, pushing, tripping, spitting or blocking of someone’s way;

  • Any form of unwanted physical contact.

MANAGERS’ AND SUPERVISORS’ ROLES

Managers and supervisors have an important role to play in terms of fostering a culture that does not tolerate or encourage harassment, bullying or workplace violence and should ensure that they do not engage in any conduct of this nature themselves.

Managers and supervisors should also ensure that workers understand this Policy and consequences of non- compliance. When managers and supervisors observe harassment, bullying or workplace violence occurring, they should take steps to prevent this conduct from continuing and warn the person or people involved of the consequences if the behaviour continues (including disciplinary measures up to and including termination of employment).

Managers and supervisors must also treat all grievances raised by workers in accordance with the Company’s Grievance Handling Policy.

WORKERS’ ROLE

The Company expects workers:

  • Not to engage in harassment, bullying or workplace violence;

  • Not to aid, abet or encourage others to engage in harassment, bullying or workplace violence; To behave in a responsible and professional manner;

  • Treat others in the workplace with courtesy and respect;

  • Listen and respond appropriately to the views and concerns of others; and To be fair and honest in their dealings with others.

ARE YOU EXPERIENCING BULLYING, HARASSMENT OR BEING SUBJECT TO VIOLENCE?

Complaints of bullying, harassment and workplace violence will be taken seriously and will be handled in accordance with the Company’s Grievance Handling Policy. Formal complaints should be directed to the CEO Alexander Gardiner or Head of Production Ben Sutton. However, if you prefer speak in confidence to another member of staff Susanna Zeff and Karen Kennedy are on hand to offer independent support and advice. They are our designated whistle-blowing champions.

If you make a complaint of workplace bullying, harassment or violence it will be taken seriously and will be dealt with sympathetically and in a confidential manner (except where the Company deems it is necessary to disclose information in order to properly deal with the complaint).

You will not be victimised or treated unfairly for making a complaint.

If the claim is found to be substantiated, the Company will act in accordance with its Disciplinary & Termination Policy.

Please note that any worker found to have fabricated a complaint may be subject to disciplinary action under the Disciplinary & Termination Policy, up to and including termination of employment.

OTHER MEASURES

The Company also recognises the need for open communication in the workplace. The Company may implement what training it considers necessary in relation to behavioural standards and where appropriate will hold meetings to address standards, expectations and any issues. The frequency, dates and form of this training and meetings will be determined by management of the Company.

MORE INFORMATION

If you need any more information about workplace bullying, harassment, or violence please see your manager.

The Film + TV Charity also offer independent support to those who suffer from bullying in the workplace. They can be reached here Bullying: They also offer mental health and well-being support for freelancers which can be accessed here Well-being. For independent whistle-blowing advice the charity Protect can be reached here Whistle.

COMPANY POLICY ON SUSTAINABILITY  

RARE TV are committed to reducing the environmental impact of making productions, wherever possible. In order to achieve this, we have the following in place across all our programmes.

RENEWABLE ENERGY SOURCES – Production will check with the locations if they use renewable energy sources and ask to see their green policy to show how they are reducing their carbon footprint.

GREEN POLICIES – Production will ask for and save Green Policies from all companies that we work with.

TRAVEL - Where possible, production will book hybrid/electric taxis and cars for talent and crew.

COURIERS – Production will enquire about booking push bikes where possible, and when cars are necessary production will aim to book hybrid/electric vehicles. 

KIT HIRE COMPANIES – When hiring kit from hire companies, Production will ask for their green policy. Where possible Production will hire kit from the studios we are working in so there is no courier service needed, to reduce our carbon footprint.

RECHARGABLE KIT – Crew will be using rechargeable batteries wherever possible.

RECYCLE AS MUCH AS POSSIBLE – Production will encourage recycling, this includes composting food waste where bins are available and keeping the amount of waste put in non-recyclable rubbish bins to an absolute minimum.

REUSABLE BOTTLES AND CUPS - The crew will be encouraged to bring their own reusable water bottle and coffee cups. Where this isn’t possible production will provide biodegradable cups and bottles of water from suppliers like Water in a Box.

PAPERLESS POLICY -  All docs such as call sheet & RAs will be sent out electronically, but if a paper copy is required, this should be done in booklet style to reduce the amount of paper used. Wherever possible, release forms to be sent via online platforms such as docusign rather than hard copy. Invoices should never need to be printed.

PRINTING – Only printing when absolutely essential and should be booklet style or at the very least double sided.

CUTLERY & PLATES - The crew should try and eat meals on locations at restaurants with real plates and cutlery wherever possible. When this is not possible, take away meals should be purchased from companies with sustainable practices such as Leon that have all compostable packaging and cutlery.

LOW ENERGY LIGHTS – Where possible we will use low energy lights and LED fixtures as much as possible, without compromising the visuals.

BIODEGRADABLE BAGS – When bags are required, e.g. putting sterilised mics into bag in preparation for contributor, these should be biodegradable/compostable.

BIODEGRADABLE PPE – Where possible we will purchase PPE that is biodegradable.

PPE WASTE:  Mask hooks/strings  should be cut before disposal.

WORKING FROM HOME- Team members working from home will be asked if they have a 100% renewable energy supplier and WFH will help reduce travel carbon emissions. Team members who do not have 100% renewable energy suppliers are encouraged to switch! 

VIDEO CALLS – We are encouraging video calls where possible for meetings especially when people are working from home or on location.

RECYCLING – Using the correct recycling bins that are placed around the office.

STATIONERY – If required, ordering paper and notepads made of recycled paper from a sustainable source where possible.

POWER DOWN  – When the team are working in the office, we are asking everyone to be responsible for turning off their appliances, lights and power sockets. Working from home, we ask everyone to close down their computers every night.

TRAVEL – Crew will be encouraged to walk, cycle or get public transport such as trains or buses wherever possible or car share when covid protocols are implemented. When booking cars, production will request hybrid vehicles.

ORDERING ONLINE AS LAST RESORT – We will be mindful of where we buy things and source locally where we can, with as minimal packaging as we can find. 

ACCOMODATION-  We will seek out eco-conscious hotels wherever possible within the location.

EDIT SUITES– Editors will be asked to turn off machines at night to reduce energy required to power the systems. Offline edits at Lower Marsh are on 100% zero carbon energy.

POST PRODUCTION HOUSE – Evolutions is an Albert Partner.

FOOD CHOICES – We encourage all team members to eat at least one vegetarian or vegan meal a week reducing the amount of meat consumed by our team members with “Meat Free Mondays!”

AT HOME – We also encourage anyone not on a sustainable green energy tariff at home, to switch and also make sustainable changes within the hope such as reducing plastic waste and buying locally sourced food and products.

ALWAYS UPDATING! Please contact Sally Gamgee or your PM if you have any more sustainable ideas that you would like for us to implement at Rare or your production!