CLASSIC ARTS MEDIA LTD
Classic Arts Media Ltd recognises its diverse workforce and the talent we work with as a key competitive advantage. Our business success is a reflection of the quality and skill of our people. Classic Arts Media Ltd is committed to seeking out and retaining the finest human talent to ensure top business growth and performance.
Diversity management benefits individuals, teams, our company as a whole, and our customers. We recognise that each employee brings their own unique capabilities, experiences and characteristics to their work. We value such diversity at all levels of the company in all that we do.
Classic Arts Media Ltd believes in treating people with respect and dignity. We strive to create and foster a supportive and understanding environment in which all individuals realise their maximum potential within the company, regardless of their differences. We are committed to finding/employing the best people to do the best job possible. We recognise the importance of reflecting the diversity of our customers and markets in our workforce.
Classic Arts Media Ltd is diverse along many dimensions. Our diversity encompasses differences in ethnicity, gender, language, age, sexual orientation, religion, socio-economic status, physical and mental ability, thinking styles, experience and education. We believe that the wide array of perspectives that results from such diversity promotes innovation and business success. Managing diversity makes us more creative, flexible, productive and competitive.
Classic Arts Media Ltd recognises that there are distinct demographic groups that have long been disadvantaged. We recognise that racism, ageism, sexism and other forms of discrimination are problems both for our organisation and society as a whole. Classic Arts Media Ltd is committed to tackling cultural stereotypes both within and outside our organisation. We will establish clear reporting procedures for any type of discrimination or harassment combined with follow-up procedures to prevent future incidents.
Classic Arts Media Ltd aims to provide a safe and pleasant environment for our all employees and the talent we work with.
CLASSIC ARTS MEDIA LTD
HEALTH AND SAFETY POLICY
Address of principal place of business:
North Kilworth Hall
Registered address : as above
Address of Office: as above
Person responsible for safety at Executive level: Wendy Thompson (Executive Director)
Person responsible for safety at recordings: Exec Producer/Producer on OBs
Classic Arts Media Ltd is fully insured for Employer’s Liability and Public Liability
Staff are offered an annual eye test at the company’s expense to monitor any problems relating to computer use
For OBs on location, a risk assessment form will be completed (see attached)
Sub-contractors (audio companies e.g. Ninth Wave Audio) complete their own risk assessment forms regarding OBs involving audio equipment on location.
Classic Arts Media Ltd complies with the Working Time Directive. None of its employees is required to work more than 48 hours in any one week. Normal office hours are 9.00 – 17.30. We are generous with flexible working time, allowing employees to work from home if necessary, and also with holiday allowance. We encourage our employees to make full use of their holiday allowance.
There have been no accidents, significant or otherwise, involving any Classic Arts staff, freelancers or temporary employees during the company’s history.
CLASSIC ARTS MEDIA LTD
- Classic Arts Media Ltd recognises that discrimination and victimisation is unacceptable and that it is in the interests of the Company and its employees to utilise the skills of the total workforce. It is the aim of the Company to ensure that no employee or job applicant receives less favourable facilities or treatment (either directly or indirectly) in recruitment or employment on grounds of age, disability, gender / gender reassignment, marriage / civil partnership, pregnancy / maternity, race, religion or belief, sex, or sexual orientation (the protected characteristics).
- Our aim is that our workforce will be truly representative of all sections of society and each employee feels respected and able to give of their best.
- We oppose all forms of unlawful and unfair discrimination or victimisation. To that end the purpose of this policy is to provide equality and fairness for all in our employment.
- All employees, whether part-time, full-time or temporary, will be treated fairly and with respect. Selection for employment, promotion, training or any other benefit will be on the basis of aptitude and ability. All employees will be helped and encouraged to develop their full potential and the talents and resources of the workforce will be fully utilised to maximise the efficiency of the organisation.
- Our staff will not discriminate directly or indirectly, or harass customers or clients because of age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex, and sexual orientation in the provision of the Company’s goods and services.
- This policy and the associated arrangements shall operate in accordance with statutory requirements. In addition, full account will be taken of any guidance or Codes of Practice issued by the Equality and Human Rights Commission, any Government Departments, and any other statutory bodies.
· To create an environment in which individual differences and the contributions of all our staff are recognised and valued.
· Every employee is entitled to a working environment that promotes dignity and respect to all. No form of intimidation, bullying or harassment will be tolerated.
· Training, development and progression opportunities are available to all staff.
· To promote equality in the workplace which we believe is good management practice and makes sound business sense.
· We will review all our employment practices and procedures to ensure fairness.
· Breaches of our equality policy will be regarded as misconduct and could lead to disciplinary proceedings.
· This policy is fully supported by senior management and has been agreed with trade unions and/or employee representatives.
· The policy will be monitored and reviewed annually
RESPONSIBILITES OF MANAGEMENT
Responsibility for ensuring the effective implementation and operation of the arrangements will rest with the Chief Executive. Directors / Managers will ensure that they and their staff operate within this policy and arrangements, and that all reasonable and practical steps are taken to avoid discrimination. Each manager will ensure that:
· all their staff are aware of the policy and the arrangements, and the reasons for the policy;
· grievances concerning discrimination are dealt with properly, fairly and as quickly as possible;
· proper records are maintained.
Human Resources / Head Office will be responsible for monitoring the operation of the policy in respect of employees and job applicants, including periodic departmental audits.
RESPONSIBILITIES OF STAFF
Responsibility for ensuring that there is no unlawful discrimination rests with all staff and the attitudes of staff are crucial to the successful operation of fair employment practices. In particular, all members of staff should:
· comply with the policy and arrangements;
· not discriminate in their day to day activities or induce others to do so;
· not victimise, harass or intimidate other staff or groups who have, or are perceived to have one of the protected characteristics.
· ensure no individual is discriminated against or harassed because of their association with another individual who has a protected characteristic.
· inform their manager if they become aware of any discriminatory practice.
Third-party harassment occurs where a Company employee is harassed, and the harassment is related to a protected characteristic, by third parties such as clients or customers. Classic Arts Media Ltd will not tolerate such actions against its staff, and the employee concerned should inform their manager / supervisor at once that this has occurred. Classic Arts Media Ltd will fully investigate and take all reasonable steps to ensure such harassment does not happen again.
RELATED POLICIES AND ARRANGEMENTS
All employment policies and arrangements have a bearing on equality of opportunity. The Company policies will be reviewed regularly and any discriminatory elements removed.
RIGHTS OF DISABLED PEOPLE
The Company attaches particular importance to the needs of disabled people.
Under the terms of this policy, managers are required to:
· make reasonable adjustment to maintain the services of an employee who becomes disabled, for example, training, provision of special equipment, reduced working hours. (NB: managers are expected to seek advice on the availability of advice and guidance from external agencies to maintain disabled people in employment);
· include disabled people in training/development programmes;
· give full and proper consideration to disabled people who apply for jobs, having regard to making reasonable adjustments for their particular aptitudes and abilities to allow them to be able to do the job.
A series of regular briefing sessions will be held for staff on equality issues. These will be repeated as necessary. Equality information is also included in induction programmes.
Training will be provided for managers on this policy and the associated arrangements. All managers who have an involvement in the recruitment and selection process will receive specialist training.
· The Company deems it appropriate to state its intention not to discriminate and assumes that this will be translated into practice consistently across the organisation as a whole. Accordingly, a monitoring system will be introduced to measure the effectiveness of the policy and arrangements.
· The system will involve the routine collection and analysis of information on employees by gender, marital status, ethnic origin, sexual orientation, religion / beliefs, grade and length of service in current grade. Information regarding the number of staff who declare themselves as disabled will also be maintained.
· There will also be regular assessments to measure the extent to which recruitment to first appointment, internal promotion and access to training/development opportunities affect equal opportunities for all groups.
· We will maintain information on staff who have been involved in certain key policies: Disciplinary, Grievance and Bullying & Harassment.
· Where appropriate equality impact assessments will be carried out on the results of monitoring to ascertain the effect of the Company policies and our services / products may have on those who experience them.
· The information collected for monitoring purposes will be treated as confidential and it will not be used for any other purpose.
· If monitoring shows that the Company, or areas within it, are not representative, or that sections of our workforce are not progressing properly within the Company, then an action plan will be developed to address these issues. This will include a review of recruitment and selection procedures, Company policies and practices as well as consideration of taking legal Positive Action.
Employees have a right to pursue a complaint concerning discrimination or victimisation via the Company Grievance or Harassment Procedures.
Discrimination and victimisation will be treated as disciplinary offences and they will be dealt with under the Company Disciplinary Procedure.
The effectiveness of this policy and associated arrangements will be reviewed annually under the direct supervision of the Company Chief Executive.
Classic Arts Media Ltd
Data protection (2017)
ICO policy ZA279633 Covers processing personal information about customers, clients, complainants, enquirers, suppliers and service providers in order to enable the company to produce and broadcast radio/TV programmes
Classic Arts Media Ltd
Business Continuity Assessment Plan
Building Facilities and Security
The company operates from a private residence, protected by a security system. It is locked at night, but very rarely left unoccupied by any significant length of time.
The heating and electrical systems are regularly checked and inspected.
There are no obvious physical risks associated with the company’s location.
There are no staff other than the two directors employed on the premises.
If the company could not operate from its present location, alternative premises nearby could be quickly found to carry on the business without interruption.
The company system is not part of a larger network.
Wendy Thompson is responsible for the upkeep of files and accounts. There is a separate company accountant.
Information is backed up, and we use three separate computers operating on different systems.
Computer anti-virus software is up to date.
A local IT company, Northants Computers, based in Market Harborough, can be called in at short notice to deal with systems failures, and we have advice on hand from Real Time Audio, who is always consulted in the event of the arrival of suspicious emails, etc.
Appropriate recording equipment and staff are hired in as required, and no vital equipment is kept on the premises.
We are insured against loss and damage, and have the insurer’s details on hand.
The greatest risk to the business is the unexpected unavailability of either partner in the business. An alternative producer could very easily be found, and the other partner could take on administrative responsibilities if required.
Wendy Thompson would have responsibility for maintaining and updating the business continuity plan.