Artistry Production Ltd (Artistry) is committed to nurturing and promoting equal opportunities and creating a workplace culture in which diversity and inclusion is valued and everyone is treated with dignity and respect. Anyone engaged by or working with Artistry is entitled to fair treatment, respect and dignity. We take great pride in the way we conduct our business and our contributions to the communities in which we live and work.
1. ABOUT THIS CODE OF CONDUCT AND ETHICS
The purpose of this code of conduct (Code) is to:
• Explain Artistry’s values and how they relate to our day-to-day work;
• Provide guidance to our employees, workers, suppliers which include artists, models and photographers, clients and members of the public; and
• Make clear how we expect anyone to conduct themselves when engaged by or who comes into contact with the business.
2. WHO THIS CODE APPLIES TO
• This Code applies to all persons working for or with Artistry, including employees at all levels, directors, officers, agency workers, seconded workers, volunteers, interns and individual temporary or fixed term contractors, wherever located. For the purposes of this Code we shall refer to this wider group as Employees.
• This Code does not form part of any contract of employment or contract to provide services and we may amend it at any time.
3. RESPONSIBILITY FOR THE CODE
• The board of Directors, specifically, Elizabeth Norris, has primary and day-to-day responsibility for implementing this Code, monitoring its use and effectiveness, dealing with any queries about it and auditing internal control systems and procedures to ensure they are effective.
• Management at all levels are responsible for ensuring those reporting to them understand and comply with this Code and are given adequate and regular training on it and the issues covered by it.
• Employees and members of the public are invited to comment on this Code and suggest ways in which it might be improved. Comments, suggestions, and queries are encouraged and should be addressed to the Elizabeth Norris.
4. WORKPLACE ENVIRONMENT
Diversity, equity and inclusion
• Our aim is to encourage and support diversity, equity and inclusion and actively promote a culture that values difference and eliminates discrimination in our offices, events, locations or any other setting which could be reasonably considered the business activity of Artistry (collectively defined as the Workplace).
• As part of our zero-tolerance approach to discrimination in any form, Employees, customers, suppliers and members of the public will receive equal treatment regardless of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation (the Protected Characteristics).
• When considering whether there has been a breach of this Code, we will review any form of potential discrimination/harassment whether made verbally, physically, in pictures, in writing, in person, via SMS/MMS, WhatsApp, virtually and online. Again, this list is not exhaustive. If you feel you have witnessed or are a victim of harassment or discrimination, then please contact us without delay and an investigation will be carried out.
Discrimination, harassment and bullying
• Employees must not unlawfully discriminate against or harass others including current and former staff, job applicants, clients, customers, suppliers or members of the public and visitors. This applies in the Workplace, outside the Workplace (when dealing with customers, suppliers or other work-related contacts), and on work-related trips or events including social events.
• The following forms of discrimination are prohibited under this policy and are unlawful:
Direct discrimination: treating someone less favourably because of a Protected Characteristic or their social/ economical standing, level of education, immigration status or family status. For example, rejecting a job applicant because of they might be gay. Such an act would be discriminatory unless it can be justified in accordance with the requirements of The Equality Act 2010 (which, of course, it cannot).
Indirect discrimination: a provision, criterion or practice that applies to everyone but adversely affects people with a particular Protected Characteristic more than others and is not justified. For example, requiring a job to be done full-time rather than part-time would adversely affect women because they generally have greater childcare commitments than men. Such a requirement would be discriminatory unless it can be justified in accordance with the requirements of The Equality Act 2010.
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. It also includes treating someone less favourably because they have submitted or refused to submit to such behaviour in the past.
Unlawful harassment may involve conduct of a sexual nature (sexual harassment), or it may be related to age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation. Harassment is unacceptable even if it does not fall within any of these categories
Sexual Harassment: occurs when there is unwanted conducted of a sexual nature which conduct has the purpose or effect of either violating B's dignity, or creating an intimidating, hostile, degrading, humiliating or offensive environment for the victim. The fact that the victim may have put up with conduct for years does not mean that it cannot be unwanted. Nor does the fact that the victim initiated "banter" as a coping strategy. Examples of conduct of a sexual nature include:
• Sexual comments or jokes.
• Using or displaying sexually graphic pictures, posters or photos outside of what can reasonably be considered the business activity of Artistry.
• Suggestive looks, staring or leering.
• Propositions and sexual advances.
• Making promises in return for sexual favours.
• Sexual gestures.
• Intrusive questions about a person's private or sex life, or a person discussing their own sex life.
• Sexual posts or contact on social media.
• Spreading sexual rumours about a person.
• Sending sexually explicit emails or text messages.
• Unwelcome touching, hugging, massaging or kissing.
Bullying: Bullying is offensive, intimidating, malicious or insulting behaviour involving the misuse of power that can make a person feel vulnerable, upset, humiliated, undermined 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 may include overbearing and intimidating levels of supervision or inappropriate derogatory remarks about someone's performance. However, legitimate, reasonable and constructive criticism of a worker's performance or behaviour, or reasonable instructions given to workers in the course of their employment, will not amount to bullying on their own.
Drugs and alcohol
• We are committed to providing a safe, healthy and productive working environment for all of our Employees, customers and members of the public. This includes ensuring that all Employees are fit to carry out their jobs safely and effectively in an environment which is free from alcohol and drug misuse.
• Employees are expected to arrive at their Workplace fit to carry out their job without any limitations due to the misuse or after-effects of the misuse of alcohol or drugs. The same expectation applies to any customer, supplier or member of the public who is interacting with our business.
• We will not accept Employees arriving at work under the influence of alcohol or drugs, or whose ability to work is substantially impaired in any way by reason of the consumption of alcohol or drugs, or who consume alcohol or take drugs (other than prescription or over the counter medication, as directed) on our premises save for the occasions Artistry host social events in the Workplace.
If you feel this is not being complied with then please alert the business straight away. This will be looked into as quickly and confidentially as possible.
5. BUSINESS PRACTICES
Bribery and corruption
It is our policy to conduct all of our business in an honest and ethical manner. We take a zero-tolerance approach to bribery and corruption and are committed to acting professionally, fairly and with integrity in all our business dealings and relationships.
What is bribery?
• Bribe means a financial or other inducement or reward for action which is illegal, unethical, a breach of trust or improper in any way. Bribes can take the form of money, gifts, loans, fees, hospitality, services, discounts, the award of a contract or any other advantage or benefit.
• Bribery includes offering, promising, giving, accepting or seeking a bribe.
This policy deals with the use of all forms of social media, including Facebook, LinkedIn, Twitter, Google+, Wikipedia, Instagram and all other social networking sites, internet postings and blogs.
• Employees must not use social media to defame or disparage us, our staff, member of the public or any third party; harass, bully or unlawfully discriminate against Employees, members of the public or third parties; make false or misleading statements; or impersonate colleagues or third parties. This is not an exhaustive list.
• Employees must not express opinions on our behalf via social media, unless expressly authorised to do so by your manager. You may be required to undergo training in order to obtain that authorisation.
• Employees must not comment on social media about sensitive business-related topics, such as our performance, or do anything to jeopardise our trade secrets, confidential information and intellectual property.
• Employees must be respectful to others when making any statement on social media and be aware that you are personally responsible for all communications which will be published on the internet for anyone to see.
• If you any Employee, third party or member of the public sees social media content that disparages or reflects poorly on us, you should contact us immediately.
Employees may be required to remove any social media content that we consider constitutes a breach of this policy.
6. CONSEQUENCES OF FAILURE TO COMPLY
• Disciplinary action, up to and including termination of employment, or cessation of services, and/or legal proceedings, may result from any failure to comply with this Code.
7. PROCESS FOR REVIEW
• This Code will be reviewed annually or as required following any legislative changes or changes to industry guidance.