Anti-Bullying &
hARaSSmENt Policy

Screen Projects adheres to BFI’s Set of Principles aimed at tackling and preventing bullying, harassment and racism in the screen industries. These Principles aim to eradicate abuse and all forms of discrimination regarding a person’s protected characteristics which are unethical and against the law, and offer a shared vision to promote and maintain a safer, more inclusive workplace environment for everyone working within the screen industries.

Set of Principles

  1. Everyone is responsible for creating and maintaining an inclusive workplace that is positive and supportive.
  2. We recognise that harassment may be unlawful under the Equality Act 2010.
  3. We will explicitly address and seek to prevent racism and all other forms of discrimination and bias, their manifestations and effects.
  4. Those of us who are employers accept our responsibilities under the Health and Safety at Work Act 1974.
  5. We do not tolerate bullying and harassment on any grounds, including sexual harassment and racism, and will ensure that processes are in place for the reporting and investigation of these serious issues.
  6. We recognise that bullying, harassment and racism can have significant adverse impacts on the productivity, long-term physical and mental health and well-being of affected people and we will work to eradicate it. This will mean providing adequate protection for complainants and victims, and, where bullying, harassment or racism is found to have occurred, taking appropriate action against bullies or harassers.
  7. We value inclusivity, appreciate difference, welcome learning from others, and consider people equal without prejudice or favour. We build relationships based on mutual respect. We will all work to give and receive feedback in a constructive way, which we know will improve creativity and productivity.
  8. We understand that reporting bullying, harassment and racism can be intimidating. We will respect confidentiality where possible and aim to make the process of reporting clear and straightforward. If anyone comes forward to report behaviour which might amount to bullying, harassment and/or racism, we will endeavour to investigate objectively. Individuals who have made complaints of bullying, harassment and/or racism or participate in good faith in any investigation should not suffer any form of reprisal or victimisation as a result.
  9. We will respect each other’s dignity, regardless of the seniority of our role in an organisation.

Notice to Participants

Screen Projects requires that everyone taking part in TAKE THREE activity, including training, development and production, complies with these principles (as amended from time to time). Individuals should familiarise themselves with the principles and the guidance and should act in accordance with the information and advice.

The Policy

SCREEN PROJECTS (the “Company”) is committed to providing an environment in which all individuals, clients and the public are treated with dignity and respect. The Company is committed to promoting a working environment in which everyone is treated equally. This anti-harassment and bullying policy is core to the Company’s commitment and will be applied rigorously. This policy defines what the Company considers to be bullying and harassment which occurs at work and out of the workplace, such as on work-related events or social functions, and sets out the procedure for reporting any incident of bullying or harassment.

All employees, directors, officers, consultants, contractors, interns, crew, talent artists and agency workers engaged, contracted or employed by or with the Company, or funded by the Company, and third parties such as customers, suppliers or visitors to the Company’s premises are responsible for acting in accordance with the standards detailed in this policy and applying to every situation the basic principles of fairness, honesty, integrity, and compliance with the law.  Adherence to these standards and values must be given the highest priority within the Company, and within individual filmmaking teams funded by the Company.

Everybody should feel that they are treated with the requisite dignity and respect. Our management will act as role models in their business conduct and leadership style. Behaviour that goes against our standard of business ethics will be identified and investigated.

This policy is non-contractual and it does not form part of workers’ terms and conditions with the Company.  The Company reserves the right to amend this policy at any time.

Please study this policy and make sure you understand how it relates to your role and position within the Company, and as a filmmaker working with the Company.

Who has to comply with this policy

This policy applies to all individuals working directly or indirectly with the Company, including filmmakers during training, development and production.  It also applies to those individuals, subcontractors and suppliers visiting the Company’s premises and providing products and/or services to the Company. 

What happens if this policy is breached

Failure to follow this policy may result in disciplinary action.  Breaches of the policy may also represent breaches of the law and may result in legal sanctions.

What is considered bullying

Bullying is offensive, intimidating, malicious or insulting behaviour involving the misuse of power that can make a person feel vulnerable, upset, undermined, humiliated, denigrated or threatened.  Power does not always mean being in a position of authority, but can include both personal strength and the power to coerce through fear or intimidation.  Bullying can take the form of physical, verbal and non-verbal conduct. 

Bullying may include, by way of example:

  • Physical or psychological threats;
  • Overbearing and intimidating levels of supervision;
  • Inappropriate derogatory remarks about someone’s performance.

Legitimate, reasonable and constructive criticism of performance or behaviour, or reasonable instructions given will not amount to bullying on their own.

What is considered harassment

Harassment is any unwanted physical, verbal or non-verbal conduct that has the purpose or effect of violating a person’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them.  A single incident can amount to harassment.  Unlawful harassment may involve conduct of a sexual nature or it may be related to race, colour, nationality, marital or civil partner status, pregnancy or maternity, disability, gender re-assignment, religion or belief, ethnic or national origin, sexual orientation or age.  Harassment is unacceptable even if it does not fall within any of these categories.

Harassment may take many forms and include:

  • conduct which is unwanted by the recipient and perceived as hostile or threatening;
  • conduct which gives rise to a hostile or threatening work environment;
  • conduct which creates an atmosphere in which it is feared that rejection or submission will be used as a basis for decisions which have an impact on the recipient at work.

The following are examples of types of behaviour which may amount to harassment:

  • Physical or sexual assault.
  • Requests for sexual favours in return for career advancement.
  • Unnecessary physical contact.
  • Exclusion from social networks and activities or other forms of isolation.
  • Compromising suggestions or invitations.
  • Suggestive remarks or looks.
  • Display of offensive materials, including on a computer screen.
  • Tasteless jokes or verbal abuse, including but not limited to any sent by email.
  • Offensive remarks or ridicule.
  • Dealing inappropriately or inadequately with complaints of harassment.

How I will be protected and supported

If you are being harassed or bullied, consider whether you feel able to raise the problem informally with the person responsible.  You should explain clearly to them that their behaviour is not welcome or makes you feel uncomfortable.  If this is too difficult or embarrassing, you should speak to one of the Screen Projects Directors of Programme, who can provide confidential advice and assistance in resolving the issue formally or informally.

If informal steps are not appropriate, or have not been successful, you should raise the matter under the Company’s Disciplinary procedure.  Where harassment is found to have occurred this will amount to misconduct or gross misconduct.

No one who makes an allegation of harassment in good faith should be subjected to any detriment as a result.  If you believe that you have suffered any such treatment, you should inform one of the Screen Projects Programme Directors immediately. 

“Good faith” does not mean that a reported concern must be correct, but it does require truthfulness when reporting a concern.  The Company aims to encourage openness and will support those who raise genuine concerns under this policy, even if they turn out to be mistaken.

Retaliation against someone or the victimisation of someone who reports a problem in good faith may result in sanctions against the retaliator, up to and including termination of their contract with the Company.

If the Company concludes that someone has made false allegations maliciously or with a view to personal gain, that person may be subject to disciplinary action.

What happens if I raise a concern

The Company will usually arrange a meeting with you as soon as possible to discuss a concern and ascertain the best course of action.

Will my concern be treated confidentially?

The Company intends that everybody feels able to voice concerns of bullying and harassment openly under this policy. Completely anonymous disclosures are difficult to investigate. If individuals would prefer to raise their concern confidentially, the Company will make every effort to make this work.

Why we apply this policy

It is our wish to set a standard in the industry where people are treated fairly and as equals and where everyone should experience a safe work environment. The Company is committed to creating a working environment of mutual trust and respect with support for diversity, in an open and honest team environment.  Co-operation and an environment free of intimidation, fear and harassment form the basics of our culture.

Can I alert someone external to the Company?

The aim of this policy is to provide an internal mechanism for reporting, investigating and remedying any wrongdoing in the workplace. In most cases individuals should not find it necessary to alert anyone externally.

The law recognises that in some circumstances it may be appropriate to report concerns to an external body such as a regulator. The Company strongly encourages the seeking of advice before reporting a concern to anyone external. Public Concern at Work operates a confidential helpline. Their contact details are at the end of this policy.

Who can you contact

If you have any questions regarding the policy or you want to report an incident of harassment and/or bullying please speak to either of the people who are responsible for overseeing the Company’s bullying and harassment policy:

Name: Carolynne Sinclair Kidd or Holly Daniel

Position: Programme Directors

Email: csk@screenprojects.co.uk   hd@screenprojects.co.uk

Public Concern at Work (Independent whistleblowing charity)

Useful links:

BFI Principles

A set of principles to tackle and prevent bullying and harassment in the screen industries.

BFI Guidance

A practical workplace guide for the prevention of bullying and harassment in the screen industries.

The Film and TV Charity

The Film and TV charity provides information and a free support line.

Directors UK Bullying and Harassment Handbook

A handbook for screen directors which contains useful information about behaviours and their legal status, as well as Directors UK’s own code of conduct.

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