Equality, Diversity & Inclusion Policy
Good films depend on people being able to contribute, develop and work with dignity. We want the opportunities we create and the stories we tell to reflect a wider range of voices and experiences.
1. Our commitment and scope
Hidden Art Films Ltd is an independent film production company. We aim to remove avoidable barriers to participation and provide fair treatment in development, recruitment, production, post-production and the presentation of our work.
This policy covers our directors, employees, freelancers, cast, crew, trainees, work-experience participants and applicants. It also sets the standards we expect from collaborators, contractors and suppliers when working with us. It applies to in-person and remote work, auditions, meetings, locations, travel, work-related events and work-related online communications, including social media.
We will not unlawfully discriminate because of age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race (including colour, nationality and ethnic or national origin), religion or belief, sex, or sexual orientation. Legal protection varies by context; our commitment to respectful treatment applies throughout our work.
We also recognise barriers linked to socioeconomic background, caring responsibilities, regional location and access to professional networks. We will consider these when designing opportunities and working arrangements.
2. Fair access to opportunities
We will use relevant, proportionate criteria for recruitment, casting, project consideration and development opportunities. We will look beyond familiar networks where practicable, explain what an opportunity involves, and avoid requirements that unnecessarily exclude people.
- Assess relevant skills, potential and experience without assuming that access to prestigious education, expensive equipment or unpaid work demonstrates greater ability.
- Use accessible information and offer reasonable adjustments to application, interview and audition processes.
- Explain role responsibilities, expected hours, location and pay or other terms before engagement. Observe applicable pay and employment requirements; calling a role a placement does not remove those requirements.
- Consider flexible arrangements and caring responsibilities where compatible with the work, and discuss constraints honestly.
- Use lawful, proportionate measures to widen participation. Any targeted recruitment or occupational requirement must have an appropriate legal basis; this policy does not authorise unlawful preference.
Submitting a project does not guarantee selection, feedback, funding or engagement. We will apply our published submission requirements consistently and consider requests for an accessible way to provide the requested information.
3. Accessibility and reasonable adjustments
People can ask for adjustments by emailing info@hiddenartfilms.com or speaking to the production contact. Tell us what would help; you do not need to disclose a diagnosis to begin that discussion.
We will discuss requests individually and make reasonable adjustments where required. Depending on the work, these may include an alternative application format, accessible venues, communication support, adjusted schedules or equipment. We will consider access early in planning and budgeting, share access information on a need-to-know basis, and explain any practical limitations while exploring alternatives.
4. Representation, development and working culture
We will consider whose perspectives shape a project, who has creative responsibility and whether casting and storytelling rely on avoidable stereotypes. Where relevant, we will seek informed input and handle lived experiences with care. Inclusion should be meaningful rather than a claim made solely for publicity.
Where we offer training or mentoring through a production, we will define the learning opportunity, supervision and terms, and seek ways to widen access. The scale of our activities will reflect our resources and each project's circumstances.
5. Dignity at work and prevention
Discrimination, bullying, harassment, sexual harassment, racism and victimisation are unacceptable. This includes conduct by clients, visitors or other third parties. Seniority, reputation and freelance status do not excuse harmful behaviour.
We will take proactive steps to prevent harm, including assessing risks associated with power imbalances, isolated work, travel, intimate scenes, work-related social events and online contact. Before production, we will communicate behavioural expectations, reporting arrangements and relevant safeguards. A published policy is not a substitute for these steps.
6. Raising and responding to concerns
Concerns about discrimination, access or conduct can be raised with Adam Gregory Smith at info@hiddenartfilms.com, or with the reporting contact identified for the production. If this email account is not an appropriate channel, use the alternative production contact. It is a company inbox, not an independent reporting service.
Before each production starts, we will identify an alternative reporting contact who can receive concerns involving the producer or the usual reporting contact, and provide their details directly to the team. Where necessary, an external person will be appointed so that a concern is not investigated solely by the person it concerns.
Reports may be made verbally or in writing. We will take them seriously, discuss immediate safety or support needs, consider interim protections, and arrange a fair and proportionate response. Information will be shared only as reasonably necessary to assess and address the matter or meet legal obligations; absolute confidentiality cannot be promised.
People who raise concerns honestly or assist an investigation must not be penalised for doing so. Where appropriate, action may include changes to working arrangements, training, disciplinary action or ending an engagement, subject to applicable law and contractual rights. We will explain the outcome as far as we appropriately can and provide a route to request a review by someone not responsible for the original decision where practicable.
Nothing in this policy prevents a person seeking independent advice, using statutory rights, making a protected disclosure or reporting a matter to an appropriate authority. For immediate danger, contact the emergency services.
7. Information, monitoring and accountability
Adam Gregory Smith is responsible for implementing and reviewing this policy. Everyone working with us is expected to follow it and raise barriers or concerns they encounter.
Where equality monitoring is appropriate, we will explain its purpose and the relevant privacy information. Monitoring responses will be voluntary, include a prefer-not-to-say option, and be kept separate from selection wherever practicable. We will restrict access, use an appropriate lawful basis and any additional condition required for sensitive information, and avoid publishing data that could identify individuals in a small team.
We will review our recruitment routes, access arrangements and concerns raised, using proportionate records to identify improvements. We will not claim that our workforce is representative, or that targets have been achieved, without evidence.
8. BFI and other project requirements
For a project subject to BFI Diversity Standards or another funder's requirements, we will check the applicable guidance, create a project-specific plan and retain evidence of delivery. This company policy supports that work; it is not a completed Diversity Standards application, an equality monitoring form, certification or an endorsement by the BFI.
9. Implementation checklist
This checklist replaces the earlier policy's reference to an unspecified action plan. The producer will adapt it to each project and record ownership, deadlines, progress and any limitations.
- At development: review representation, creative leadership and barriers to participation; check any funding-specific standards.
- Before recruitment: agree relevant criteria, outreach routes, clear terms and a way to request adjustments.
- Before production: discuss and budget access needs, assess conduct risks, and circulate the policy and both reporting contacts.
- During the project: check that agreed adjustments and supervision are delivered; address concerns and record necessary follow-up securely.
- At completion: review what worked, outstanding concerns and evidence required by funders; carry improvements into future work.
- Annually: review this policy and the action record, update contacts and procedures, and communicate material changes.
Email info@hiddenartfilms.com to discuss a suitable format or an access request.