Our Commitment
At Tales Talent Management we are committed to encourage equality, diversity, and inclusion among our staff and clients.
The aim is for our clients to feel safe and respected and able to give their best.
The organisation is also committed against unlawful discrimination towards its staff, clients and the public.
Policy Purpose
This policy’s purpose is to:
Provide equality, fairness and respect for all in our employment and to any actors, creatives on our books.
Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:
- age
- disability
- gender reassignment
- marriage or civil partnership
- pregnancy and maternity
- race (including colour, nationality, and ethnic or national origin)
- religion or belief
- sex
- sexual orientation
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
Tales Talent Management commits to:
Equality & Inclusion
Encourage equality, diversity and inclusion in the workplace and across our talent roster.
Dignity & Respect
Create a working environment and relationship with clients free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff and clients are recognised and valued.
Staff will conduct themselves to help the organisation provide equal opportunities in employment, and 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, clients, and the public
Complaints & Harassment
Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, clients, visitors, the public and any others in the course of the organisation’s work activities.
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.
Training & Development
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.
Fair Decisions
Make decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
Reviewing Our Practices
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.
Monitoring & Review
Monitor the make-up of the workforce regarding information 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 the 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.
Policy Support
The equality, diversity and inclusion policy is fully supported by Tales Talent Management founder, Sam Kermer.
Contact Tales
To raise a concern about inclusion, bullying, harassment or discrimination, contact Sam Kermer:
sam@talestalentmanagement.com
07791 890 934
Sam is the sole person running the agency, so there is no alternative internal complaints contact. If a concern involves Sam or he is unavailable, you may seek independent advice. Acas provides information about workplace harassment and available options (opens in a new tab).
For concerns about a child, follow the external reporting routes in our Child Protection policy. For data protection complaints, you can contact the Information Commissioner’s Office (opens in a new tab). These routes address safeguarding and data protection respectively; the ICO is not a general harassment complaints service.