Diversity & Inclusion.
Sister Sounds Limited is a Black and queer-owned company that recognises that diversity and inclusion help to support creativity and innovation: they are an essential ingredient in any successful company. We are committed to encouraging diversity and inclusion and ensuring no discrimination in our company. We want our workforce and audio stories to be truly representative of all sections of society. We want our company to be one in which every employee, freelancer and storyteller feels respected and able to give their best.
To that end, this policy provides a framework of equality and fairness for all in our employment. It expresses our commitment not to discriminate on the grounds of age, disability, gender, gender reassignment, marital status (including civil partnerships), race, ethnic origin, colour, nationality, national origin, religion or belief, or sexual orientation.
This policy applies to employed and freelance staff and to the people with we work and and off our audio work.
All freelancers and employees, whether part-time, full-time or temporary, will be treated fairly and with respect. Selection for employment, whether as a member of staff or on a freelance basis, will be on the basis of aptitude and ability. Access to opportunities for promotion, training or any other benefit will also be on the basis of aptitude and ability. All employees will be encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the creativity and success of the company.
We will:
Actively seek to increase the number of people we work with who are from groups/communities that are under-represented in the audio production industry as a whole, or in particular job roles in the industry.
Review all our formal and informal employment/hiring practices and procedures to ensure they are fair and help us to identify the best talent.
Identify and take opportunities to increase the diversity of audio recording and storytelling decisions
Ensure reasonable adjustments are made to enable disabled people to work in or with our company, both within our infrastructure and audio work.
Actively seek to increase the diversity of our talent networks.
Create an environment in which individual differences and the contributions of all our staff and freelancers are recognised and valued.
Ensure every employee and freelancer is able to work in an environment that promotes dignity and respect for all. We will not tolerate any form of intimidation, bullying or harassment.
Ensure training, development and progression opportunities are available to all staff.
As we are an already diverse company, we will continue to be mindful of our own privileges, prejudices and biased. We will seek to only work with people and organisations/companies that align with our ethos and values and will call out any wrongdoing that we see.
We will oppose and avoid all forms of unlawful discrimination. This includes in:
pay and benefits
terms and conditions of employment
dealing with grievances and discipline
dismissal
redundancy
leave for parents
requests for flexible working
selection for employment, promotion, training or other development opportunities
We commit to:
1. Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense.
2. Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all staff are recognised and valued.
All staff should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their employment, against fellow employees, customers, suppliers and the public.
3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the company's work activities.
Such acts will be dealt with as misconduct under the company's grievance or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.
Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.
4. Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the company.
5. Make decisions concerning staff based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
6. Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.
7. Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.
Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.
We will monitor the success of this policy regularly and our review our progress at least once a year. The person who is responsible for ensuring the review of our progression is Chantal Herbert.
This policy is fully supported by the senior management of the company. Breaches of the policy may be regarded as misconduct and could lead to disciplinary proceedings.