Lookout Point is proud of its reputation as an award-winning production company and we work with some of the most exceptional talent in the industry. We know that Lookout Point’s reputation is dependent on a diverse range of people who contribute to our success. Core to our values is the commitment to ensuring that everybody who works with us and is associated with us, in any location, can be confident that they will experience an environment which is collaborative and respectful and not threatening or intimidating. All of us have a responsibility to treat each other with dignity and respect and consequently, the Company will not tolerate harassment or bullying in any form.
This Policy will be communicated to all Lookout Point employees together with everybody who works with us in any capacity (e.g. actors, self-employed freelancers, sub-contractors, agency workers etc). It will be easily accessible on our website and as part of our Employee Handbook. Under this Policy, everybody will be treated equally regardless of seniority or the contract type under which they have been employed or engaged. We all have a responsibility to ensure this Policy is upheld. This means, we must be familiar with its content and be prepared to speak out if any of us experience or witness behaviour which is not consistent with its principles. The Company’s management team will ensure that anybody who voices a genuine concern or makes a complaint of bullying or harassment will be fully supported.
In the UK, Harassment has been defined as unwanted conduct which is related to a protected characteristic of the Equality Act 2010 (age, sex, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, and sexual orientation), which has the purpose or effect of violating a person’s dignity, or creating for that person an intimidating, hostile, degrading, humiliating or offensive environment. Lookout Point is committed to ensuring that any unwanted conduct related to any of these characteristics will not be tolerated anywhere in the Company or on any of its productions whether those productions are based in the UK or elsewhere.
Bullying is offensive, intimidating, malicious or insulting behaviour, an abuse or misuse of power through means that undermine, humiliate, denigrate or injure the recipient. It is usually a pattern of behaviour rather than isolated instances, involving negative behaviour targeted at an individual, or individuals, repeatedly and persistently over time.
Bullying and Harassment can both cause considerable distress to the person on the receiving end and can lead to feelings of anxiety and fear and to sickness and ill health.
Bullying and Harassment are not necessarily always obvious or apparent and can manifest themselves in a variety of ways. Inappropriate behaviour can take place between two individuals or may involve groups of people. It might be obvious or insidious and could be either persistent or an isolated incident. It may not always be face-to-face but occur in written communications – via email, for example. These are some examples which can be used to highlight the range of ‘unwanted conduct’ or inappropriate behaviour although this is by no means an exhaustive list:
– Belittling a person’s creative input or not letting them express their opinion in the first place;
– Unfairly blaming others – e.g. for the failures of technology; humiliation and ridicule either in private, at meetings or in front of colleagues/customers/clients;
– Copying memos that are critical about someone to others who do not need to know;
– Threats, abuse, teasing, gossip, banter or practical jokes/pranks;
– Homophobic, racist or sexist comments, offensive gestures;
– Excluding individuals or groups or socially isolating them;
– Overbearing supervision;
– Deliberately undermining a competent worker by overloading them;
– Preventing individuals progressing by intentionally blocking promotion or training opportunities;
– Cyber-bullying conducted online by email, online messaging, online gaming or social media channels, e.g. offensive language, embarrassing pictures or videos, fake profiles, death threats.
Conduct or comments become harassment when they are unwelcome to others or make others feel uncomfortable or threatened. This is why it is important that we all take care to consider the impact that our actions or comments may have on other people. We all need to take responsibility for our own behaviour.
The rise of online networking and the use of social media has seen the growth in a new type of bullying and harassment. Cyber bullying is any form of bullying, harassment or victimisation online. It can spill from on-screen to off-screen and affect the face-to-face interactions between colleagues at work and away from work. Lookout Point will not tolerate any kind of Cyber bullying or harassment.
Not all harassment is sexual but it is important to be aware that with sexual harassment:
– A hug, kiss on the cheek, or casual touch is not necessarily sexual harassment. The key is whether the behaviour was unwanted or offensive;
– It does not matter if a person has sexual feelings towards the recipient, only that the behaviour is of a sexual nature and that it was unwanted and/or offensive;
– Sexual harassment is gender neutral and orientation neutral. It can be perpetrated by any gender against any gender.
Sex-based harassment and sexual harassment both involve conduct that is unwanted from the perspective of the person on the receiving end and have the purpose or effect either of violating the person’s dignity or of creating an environment that he or she finds intimidating, hostile, degrading, humiliating or offensive. Sex-based harassment is unwanted conduct that is related to an individual’s sex or the sex of another person, for example, where an individual is constantly telling derogatory or demeaning jokes about women generally and another person (male or female) finds this unwelcome and offensive.
Sexual harassment is behaviour that has a sexual content or sexual connotation and examples include:
– Unwanted physical touching;
– Written or verbal comments of a sexual nature, such as remarks about a person’s appearance, questions about their sex life or offensive jokes;
– Displaying sexually explicit images on a computer screen;
– Sending emails with content of a sexual nature;
– Promise of advantage for sexual concessions or the threat of disadvantage because of the rejection of sexual advances;
Lookout Point has a formal process in place to deal with harassment and bullying which is accessible to anybody working for or with the Company. This process is set out below.
Wherever possible and appropriate (and we understand this may not always be the case), you should address your concerns with the individual(s) causing you distress. You may be happy to do this by having a face-to-face conversation or you may prefer to write an email to them in the first instance. Whichever option you choose, you should explain how their behaviour is impacting you and tell them to stop whatever it is they are doing that is causing you distress, otherwise they may be unaware of the effect of their actions. So that they can be very clear about your concerns and have an opportunity to change or stop their behaviour, you should give them as much detail as possible, for example, dates, places, events that took place. You should be calm and firm, not aggressive. You should stick to the facts and be prepared to describe what happened even if you find it embarrassing.
If you are reluctant to speak to the individual(s) directly, you may prefer to speak to someone with whom you feel comfortable discussing the problem. This may be your manager or any other member of the management team. On each of our productions, we will appoint an individual first point of contact for this purpose. If you would prefer to speak to somebody outside of the Company, you could contact Lookout Point’s HR adviser, Julie Hirsch on a confidential basis. Julie is a senior HR professional with many years’ experience working in the television industry. She can be contacted at email@example.com You could also seek advice from the ACAS (a national service specialising in helping resolve workplace problems) helpline (0300 123 11 00) or the Equality and Human Rights Commission (EHRC) at www.equalityhumanrights.com
You should try and resolve your complaint as early as possible to reduce your stress and avoid the problem continuing and perhaps, getting worse. You should keep a diary of all incidents – records of dates, times, any witnesses, your feelings, etc. and keep copies of anything that is relevant, for example, emails.
If you try resolving the problem informally and that doesn’t work or you don’t feel the informal route is appropriate, then you can enter the Company’s 4 stage formal process outlined below.
The Formal Reporting Process
You should put your formal complaint in writing to your manager or, if you are not an employee, to the person who has engaged your services. If your complaint is against this person, you should write to a member of the Company’s management team (Faith Penhale, Saul Venit, Damian Keogh). You should also arrange a confidential meeting with the person you submit your complaint to so that you can talk through the issues. The person to whom you have addressed the complaint will then discuss it with the management team as a matter of priority.
You will be invited to attend a meeting as soon as practically possible. This meeting will be held in a confidential environment with a couple of appropriate people who could include a member of the senior management team and/or a senior member of the relevant production and/or the Company’s external HR adviser. If appropriate, this meeting will be held outside of the Company’s offices and at the meeting, you will have the opportunity to talk about your complaint in more detail and to describe how you are feeling. You will be able to bring a friend or colleague along if you would find that helpful.
The people who met with you in Stage 2 will arrange to meet with the individual(s) named in your complaint. If it is relevant for their investigations to meet with any witnesses, they will also do that during this Stage. These meetings will be held in a confidential environment and, if appropriate, outside of the Company’s offices.
The Company’s management team will meet to discuss the findings of the meetings held in the previous stages and they will include relevant line managers where appropriate. The management team will decide what appropriate action should be taken and this will be communicated to you and to the individual(s) whose behaviour you complained about. Agreed actions could include mediation, training, coaching, or disciplinary proceedings.
Separate to this Harassment and Bullying Policy, Lookout Point has Disciplinary and Grievance policies in place. If the issues being dealt with under this policy become the subject of a Grievance or Disciplinary process, then those issues will be handled in line with the Company’s Disciplinary and/or Grievance procedures and the staged process outlined in this policy will no longer apply.
Don’t be a Bystander
Don’t be complicit. Challenge when you witness inappropriate behaviour or comments and don’t laugh at or encourage inappropriate jokes.
We all have a responsibility to ensure Lookout Point and its productions are safe working environments for everybody and we should not stand by and do nothing when we are aware that inappropriate behaviour is taking place, including in any situations where the inappropriate behaviour is being conducted by a third party such as a customer or supplier. If you witness someone else being bullied or harassed in any circumstances, you should raise your concerns as soon as possible. Speak to your manager or a member of the executive management team or the Company’s HR Adviser. The Company will fully support you in raising a genuine concern.
Lookout Point is committed to encouraging diversity and inclusion of all types in our staff, companies and productions. Our aim is to increase the access to our industry to those who are underrepresented, in the knowledge that increasing diversity, as well as being appropriate and in line with our values in its own right, will make us a more creative and successful company.
This commitment, which should be read with our policy on preventing Bullying and Harassment, represents our commitment not to discriminate in respect of any of the UK Equality Act 2010 “protected characteristics”, which include Age, Race, Disability, Gender Reassignment, Marriage and Civil Partnership, Pregnancy and Maternity, Religion or Belief, Sex or Sexual Orientation. (Mirroring the BFI diversity standards) we also commit to addressing underrepresentation in regional participation, socioeconomic background, and caring responsibilities.
We are continually working to develop our policies and practices to further these commitments. Our current initiatives are as follows:
Constant Review of Slate
We constantly review our development slate to ensure an appropriate emphasis is given to stories and talent from those from minority ethnic groups as well as with other protected characteristics.
We are creating and will implement scheme(s), including with partners where relevant, to provide mentoring to those with protected characteristics who are underrepresented in the scripted television industries, and will incorporate this approach into our productions where possible.
Recruitment, training and promotion in the company and on productions:
We are committed to treating all staff, freelancers and employees with respect, and will select for employment, and make choices for promotion, based on aptitude and ability.
We use clear and robust recruitment practices when staffing productions and communicate these to the crew from the top down. This will include working with industry organisations such as Dandi and the Triforce Network to assist with production recruitment and provide as wide an opportunity to select those with protected characteristics.
We are reviewing and will publish a revised sustainable and achievable recruitment policy that will maximise the chances of increasing diverse representation in the company.
We will document each recruitment process to ensure it meets the standards set.
Finally, we are committed to working with broadcasters and other industry partners to meet shared goals and targets on the productions we make for them.
Awareness and training in Lookout Point:
We will continue to provide relevant training (for example in unconscious bias) to all staff to assist them meet the goals of this commitment.
Access and alignment with BBC Studios
As part of the BBC Studios Group, Lookout Point will provide its staff with access to the expertise and resources available in the wider group to assist with meeting the aims in this commitment.
Lookout Point is committed to work at board level with BBCS on diversity to inform and improve decision making.
This commitment is designed to ensure that we are creating the greatest possibility to have access to the widest pool of all talent. It is not intended to create an environment for positive discrimination, which is in many cases against the law, and is against the principles of the company.