We are committed to encouraging diversity and inclusion and to ensuring there is no discrimination in our company. We want our workforce to be representative of all sections of society. We want everybody to be, and to feel, respected and able to give of their best.

This policy expresses our commitment to equality and fairness. We will not 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.

This policy applies to employed and freelance staff whether working on or off screen and whether part-time, full-time or temporary. Everybody should 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. 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 review our progress at least once a year. James Penny and Jon Williams are responsible for ensuring this plan is implemented. Breaches of this policy may be regarded as misconduct and could lead to disciplinary proceedings.