Equity, diversity, inclusion and belonging policy
1. About this policy
1.1. Weirdo was founded as an inclusion-led agency with an inclusive studio culture. We are actively committed to being leaders within the industry and open to new ideas, people and perspectives.
1.3. We are committed to supporting and promoting equality and diversity in all our practices, and in doing so ensure an inclusive culture where every employee and partner feels they belong.
1.3. We are focused on learning and evolving our practices over time and will review this policy as necessary.
2. Our general commitments
2.1. In all our operations and activities we will have due regard to:
2.1.1. Promoting equality of opportunity
2.1.2 Safeguarding everyone who may face harassment, discrimination or unequal treatment due to one or more of the nine protected characteristics listed below:
Age
Disability
Sex
Sexual orientation
Race
Religion or belief
Gender reassignment
Marriage or civil partnership
Pregnancy and maternity
2.1.3. Promoting good relations between different groups and communities
2.1.4 Countering discrimination, both indirect and direct
2.1.5. Creating a culture of belonging, where staff, collaborators and management collectively work to build a workplace and working environments where everyone feels they can contribute safely and constructively
2.2. We will not tolerate indirect or direct discrimination, harassment and victimisation of any kind.
2.3. We commit to going beyond industry expectations, conscious of historic discrimination and the specific nature of our industry.
3. Our priority focus areas
3.1. We are focused on supporting staff to understand and take responsibility for creating an inclusive workplace, via training, learning and testing.
3.2. We commit to monitoring our employment and recruitment process, and the diversity of our permanent team.
3.3. We are committed to working with a diverse supplier base and expanding our network of third party collaborators.
3.4. We are committed to building our connections with marginalised communities via The Index, our database of community groups and subcultures.
3.5. We are committed to building our connections to creatives from under-represented groups.
3.6. We place value on the power of language and commit to a conscious and inclusive approach to the language we use and the communication styles we follow.
3.7. We commit to maintain an Inclusion Framework we can apply to all our projects as a guide for each stage of our operational delivery.
3.8. We are committed to ensuring our team and employers are able to reach their full potential, irrespective of background or protected characteristics.
3.9. We are committed to fulfilling our legal duty to ensure reasonable adjustments are made for staff and collaborators, in accordance with the requirements of the Equality Act 2010.
4. Director responsibilities
4.1. Director(s) are legally responsible for ensuring the company’s compliance with equality and diversity legislation.
4.2. Director(s) are responsible fir the approval and oversight of the implementation of our equality, diversity and inclusion policies.
5. Staff responsibilities
5.1. Staff members are responsible for Implementing and abiding by the aims and contents of this policy.
5.1.1. Using their role to promote equality of opportunitie.
5.1.2. Contributing to an inclusive culture where everyone is treated with dignity and respect
5.1.3. Reporting any witnessed or suspected incidents of discrimination to the Founder/Director(s)
6. Breach
The company takes its responsibilities seriously and will follow our disciplinary procedures where incidents of discrimination are identified.
