DIVERSITY & INCLUSION POLICY

Sugar Free TV is a service company specialising in Commercial and Stills production. We are committed to working within the APA’s Diversity and Inclusion Action Plan and providing an inclusive, respectful and safe working environment amongst our workforce and the crew we engage.

We are committed to change and to giving opportunities to underrepresented groups, including but not limited to:

  • People from ethnic minority groups
  • Women in respect of roles which they are currently underrepresented & disadvantaged LGBTQ+ people
  • People with physical and/or cognitive disabilities
  • Other people in underrepresented & disadvantaged socio-economic groups

To attract and retain employees we are dedicated to proving a collaborative, accepting and supportive environment; as we believe that everyone engaged on a production should be able to work in a safe and inclusive environment; free from bullying, harassment, victimisation and unlawful discrimination (direct or otherwise), whilst promoting dignity & respect for all.

Why we are making that commitment

The aim is for our workforce, the crew and others we work with to be truly representative of all sections of our society. We make that commitment because:

  1. It is fair and just.
  2. Diverse talents and options provide new and more varied resolutions to clients of our
    business.
  3. As an industry that is reactive to and informs cultural trends, our workforce should
    reflect the population we are advertising to.

Code of Conduct

When engaging permanent employees and freelance crew & suppliers, we ask that when working with us, they demonstrate agreement of our code of conduct, as laid out below, which supports our DEI policy.

‘When we engage you, you agree to follow our Code of Conduct at all times, which includes the following key principles. Failure to comply with the policies set forth may result in disciplinary action.’

  • Treat all colleagues, from all backgrounds, fairly, equally and with respect.
  • Respect other people’s cultures, beliefs and identities.
  • Do not discriminate against someone’s are, gender, disability or sexual orientation.
  • Do not do anything that could be considered offensive, intimidating, malicious or insulting by anyone else, including non-consensual touching or making sexual comments on someone’s appearance.
  • Report bullying, harassment, physical or verbal abuse or violence that you experience or witness immediately to a member of the Sugar Free TV production team.

Grievance and Complaints Procedure

We adopt the APA discrimination complaints procedure (see Appendix Two of the APA Action Plan) All staff and freelancers have the right to:

  • Report incidents confidentially during or after a production
  • Access a clear process for investigation and resolution
  • Be treated fairly and respectfully throughout the process
  • Appeal any decisions made

A designated point of contact will be appointed for each production to handle any complaints or concerns related to discrimination, harassment or inappropriate behaviour. Their name and contact details will be clearly listed on the callsheet to ensure all crew members know who to approach in confidence should any issues arise during the course of the production.

Targets and Measurement

We will create both short and long term targets to improve diversity amongst our permanent workforce and crew. Measurement and data are critical in judging the success of our diversity and inclusivity actions and those of the industry as a whole.

Therefore, we will collect data recording the make-up of our staff and crews and use it in two ways:

  1. We will analyse the data we collect and assess the effectiveness of the measures that we employ to increase diversity and inclusion. We will reconsider those measures and change or supplement them with new ones if the existing ones have been ineffective against the targets we have set.
  2. We will share our data with the APA so that they can use that data in their annual survey of diversity and inclusion (for which purpose the APA will anonymise our answers by using them as part of the total aggregate responses from APA members only).

Review and Communication

To ensure our commitments translate into meaningful, lasting change; Sugar Free TV recognise the importance of continual reflection, dialogue and accountability. We will review this policy and diversity metrics regularly and communicate progress and challenges to our team and the APA.

This policy will be reviewed regularly and amended as required.

Last Reviewed: July 2025

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