Introduction We are committed to safeguarding the privacy of our website visitors and service users. This policy applies where we are acting as a data controller with respect to the personal data of our website visitors and service users; in other words, where we determine the purposes and means of the processing of that personal data. By using our website and agreeing to this policy, you consent to our use of cookies in accordance with the terms of this policy. In this policy, “we”, “us” and “our” refer to Social Finance. For more information about us, see Section 18. How we use your personal data In this Section we have set out the general categories of personal data that we may process; in the case of personal data that we did not obtain directly from you, the source and specific categories of that data; the purposes for which we may process personal data; and the legal bases of the processing. We may process data about your use of our website and services (“usage data”). The usage data may include your IP address, geographical location, browser type and version, operating system, referral source, length of visit, page views and website navigation paths, as well as information about the timing, frequency and pattern of your service use. The source of the usage data is our analytics tracking system. This usage data may be processed for the purposes of analysing the use of the website and services. The legal basis for this processing is our legitimate interests, namely monitoring and improving our website and services. We may process information contained in any enquiry you submit to us regarding services (“enquiry data”). The enquiry data may be processed for the purposes of offering, marketing and selling relevant goods and/or services to you. The legal basis for this processing is consent. We may process information contained in or relating to any communication that you send to us (“correspondence data”). The correspondence data may include the communication content and metadata associated with the communication. The correspondence data may be processed for the purposes of communicating with you and record-keeping. The legal basis for this processing is our legitimate interests, namely the proper administration of our website and business and communications with users. We may process any of your personal data identified in this policy where necessary for the establishment, exercise or defence of legal claims, whether in court proceedings or in an administrative or out-of-court procedure. The legal basis for this processing is our legitimate interests, namely the protection and assertion of our legal rights, your legal rights and the legal rights of others. We may process any of your personal data identified in this policy where necessary for the purposes of obtaining or maintaining insurance coverage, managing risks, or obtaining professional advice. The legal basis for this processing is our legitimate interests, namely the proper protection of our business against risks. In addition to the specific purposes for which we may process your personal data set out in this Section 2, we may also process any of your personal data where such processing is necessary for compliance with a legal obligation to which we are subject, or in order to protect your vital interests or the vital interests of another natural person. Please do not supply any other person’s personal data to us unless you have their permission to do so. Providing your personal data to others We may disclose your personal data to any member of our group of companies (this means our subsidiaries, our ultimate holding company and all its subsidiaries) insofar as reasonably necessary for the purposes, and on the legal bases, set out in this policy. We may disclose your personal data to our insurers and/or professional advisers insofar as reasonably necessary for the purposes of obtaining or maintaining insurance coverage, managing risks, obtaining professional advice, or the establishment, exercise or defence of legal claims, whether in court proceedings or in an administrative or out-of-court procedure. In addition to the specific disclosures of personal data set out in this Section 3, we may disclose your personal data where such disclosure is necessary for compliance with a legal obligation to which we are subject, or in order to protect your vital interests or the vital interests of another natural person. We may also disclose your personal data where such disclosure is necessary for the establishment, exercise or defence of legal claims, whether in court proceedings or in an administrative or out-of-court procedure. Retaining and deleting personal data This Section 4 sets out our data retention policies and procedure, which are designed to help ensure that we comply with our legal obligations in relation to the retention and deletion of personal data. Personal data that we process for any purpose or purposes shall not be kept for longer than is necessary for that purpose or those purposes. Notwithstanding the other provisions of this Section 4, we may retain your personal data where such retention is necessary for compliance with a legal obligation to which we are subject, or in order to protect your vital interests or the vital interests of another natural person. Security of personal data We will take appropriate technical and organisational precautions to secure your personal data and to prevent the loss, misuse or alteration of your personal data. We will store all your personal data on secure servers, personal computers and mobile devices, and in secure manual record-keeping systems. Data relating to your enquiries and financial transactions that is sent from your web browser to our web server, or from our web server to your web browser, will be protected using encryption technology. You acknowledge that the transmission of unencrypted (or inadequately encrypted) data over the internet is inherently insecure, and we cannot guarantee the security of data sent over the internet. Amendments We may update this policy from time to time by publishing a new version on our website. You should check this page occasionally to ensure you are happy with any changes to this policy. We will not notify you of changes to this policy. Your rights In this Section 7, we have summarised the rights that you have under data protection law. Some of the rights are complex, and not all of the details have been included in our summaries. Accordingly, you should read the relevant laws and guidance from the regulatory authorities for a full explanation of these rights. Your principal rights under data protection law are: the right to access; the right to rectification; the right to erasure; the right to restrict processing; the right to object to processing; the right to data portability; the right to complain to a supervisory authority; and the right to withdraw consent. You have the right to confirmation as to whether or not we process your personal data and, where we do, access to the personal data, together with certain additional information. That additional information includes details of the purposes of the processing, the categories of personal data concerned and the recipients of the personal data. Providing the rights and freedoms of others are not affected, we will supply to you a copy of your personal data. The first copy will be provided free of charge, but additional copies may be subject to a reasonable fee. You have the right to have any inaccurate personal data about you rectified and, taking into account the purposes of the processing, to have any incomplete personal data about you completed. In some circumstances you have the right to the erasure of your personal data without undue delay. Those circumstances include: the personal data are no longer necessary in relation to the purposes for which they were collected or otherwise processed; you withdraw consent to consent-based processing; you object to the processing under certain rules of applicable data protection law; the processing is for direct marketing purposes; and the personal data have been unlawfully processed. However, there are exclusions of the right to erasure. The general exclusions include where processing is necessary: for exercising the right of freedom of expression and information; for compliance with a legal obligation; or for the establishment, exercise or defence of legal claims. In some circumstances you have the right to restrict the processing of your personal data. Those circumstances are: you contest the accuracy of the personal data; processing is unlawful but you oppose erasure; we no longer need the personal data for the purposes of our processing, but you require personal data for the establishment, exercise or defence of legal claims; and you have objected to processing, pending the verification of that objection. Where processing has been restricted on this basis, we may continue to store your personal data. However, we will only otherwise process it: with your consent; for the establishment, exercise or defence of legal claims; for the protection of the rights of another natural or legal person; or for reasons of important public interest. You have the right to object to our processing of your personal data on grounds relating to your particular situation, but only to the extent that the legal basis for the processing is that the processing is necessary for: the performance of a task carried out in the public interest or in the exercise of any official authority vested in us; or the purposes of the legitimate interests pursued by us or by a third party. If you make such an objection, we will cease to process the personal information unless we can demonstrate compelling legitimate grounds for the processing which override your interests, rights and freedoms, or the processing is for the establishment, exercise or defence of legal claims. You have the right to object to our processing of your personal data for scientific or historical research purposes or statistical purposes on grounds relating to your particular situation, unless the processing is necessary for the performance of a task carried out for reasons of public interest. To the extent that the legal basis for our processing of your personal data is: (a) consent; or (b) that the processing is necessary for the performance of a contract to which you are party or in order to take steps at your request prior to entering into a contract, and such processing is carried out by automated means, you have the right to receive your personal data from us in a structured, commonly used and machine-readable format. However, this right does not apply where it would adversely affect the rights and freedoms of others. If you consider that our processing of your personal information infringes data protection laws, you have a legal right to lodge a complaint with a supervisory authority responsible for data protection. You may do so in the EU member state of your habitual residence, your place of work or the place of the alleged infringement. To the extent that the legal basis for our processing of your personal information is consent, you have the right to withdraw that consent at any time. Withdrawal will not affect the lawfulness of processing before the withdrawal. You may exercise any of your rights in relation to your personal data by written notice to us, in addition to the other methods specified in this Section 7. Third party websites Our website includes hyperlinks to, and details of, third party websites. We have no control over, and are not responsible for, the privacy policies and practices of third parties. Personal data of children Our website and services are targeted at persons over the age of 18. If we have reason to believe that we hold personal data of a person under that age in our databases, we will delete that personal data. Updating information Please let us know if the personal information that we hold about you needs to be corrected or updated. Acting as a data processor In respect of personal identifiable data, we do not act as a data controller; instead, we act as a data processor. Insofar as we act as a data processor rather than a data controller, this policy shall not apply. Our legal obligations as a data processor are instead set out in the contract between us and the relevant data controller.

About cookies A cookie is a file containing an identifier (a string of letters and numbers) that is sent by a web server to a web browser and is stored by the browser. The identifier is then sent back to the server each time the browser requests a page from the server. Cookies may be either “persistent” cookies or “session” cookies: a persistent cookie will be stored by a web browser and will remain valid until its set expiry date, unless deleted by the user before the expiry date; a session cookie, on the other hand, will expire at the end of the user session, when the web browser is closed. Cookies do not typically contain any information that personally identifies a user, but personal information that we store about you may be linked to the information stored in and obtained from cookies. Cookies that we use We use cookies for the following purposes: analysis – we use cookies to help us to analyse the use and performance of our website and services advertising - we use cookies to help us to display advertisements that will be relevant to you Cookies used by our service providers Our service providers use cookies and those cookies may be stored on your computer when you visit our website. We use Google Analytics to analyse the use of our website. Google Analytics gathers information about website use by means of cookies. The information gathered relating to our website is used to create reports about the use of our website. Managing cookies Most browsers allow you to refuse to accept cookies and to delete cookies. The methods for doing so vary from browser to browser, and from version to version. You can however obtain up-to-date information about blocking and deleting cookies via these links: Chrome Firefox Opera Internet Explorer Safari Edge Blocking all cookies will have a negative impact upon the usability of many websites. If you block cookies, this will not impact usability of the features on our website.

This website is owned and operated by Tempo Productions Limited. We are registered in England and Wales with registered number: 03217279 Registered Address: Lower Scarcliffe Off Carleton Lane, Carleton, Skipton, North Yorkshire, England, BD23 3HS VAT Number: 722522171 You can contact us: by post, to the postal address given above; by email pt@tempoproductions.net Using our website

Introduction These terms and conditions shall govern your use of our website. By using our website, you accept these terms and conditions in full; accordingly, if you disagree with these terms and conditions or any part of these terms and conditions, you must not use our website. If you register with our website, submit any material to our website or use any of our website services, we will ask you to expressly agree to these terms and conditions. You must be at least 18 years of age to use our website; by using our website or agreeing to these terms and conditions, you warrant and represent to us that you are at least 18 years of age. Our website uses cookies; by using our website or agreeing to these terms and conditions, you consent to our use of cookies in accordance with the terms of our privacy policy. Copyright Notice Copyright © 2024 Tempo Productions Limited Subject to the express provisions of these terms and conditions: we, together with our licensors, own and control all the copyright and other intellectual property rights in our website and the material on our website; and all the copyright and other intellectual property rights in our website and the material on our website are reserved. Permission to use website You may: view pages from our website in a web browser; download pages from our website for caching in a web browser; print pages from our website for your own personal and non-commercial use, providing that such printing is not systematic or excessive; stream audio and video files from our website using the media player on our website; and use our website services by means of a web browser, subject to the other provisions of these terms and conditions. Except as expressly permitted by Section 3.1 or the other provisions of these terms and conditions, you must not download any material from our website or save any such material to your computer. You may only use our website for your own personal and business purposes you must not use our website for any other purposes. Except as expressly permitted by these terms and conditions, you must not edit or otherwise modify any material on our website. Unless you own or control the relevant rights in the material, you must not: republish material from our website (including republication on another website); sell, rent or sub-license material from our website; show any material from our website in public; exploit material from our website for a commercial purpose; or redistribute material from our website. Notwithstanding Section 3.5, you may redistribute our newsletter in print and electronic form to any person. We reserve the right to suspend or restrict access to our website, to areas of our website and/or to functionality upon our website. We may, for example, suspend access to the website during server maintenance or when we update the website. You must not circumvent or bypass, or attempt to circumvent or bypass, any access restriction measures on the website. Report Abuse If you learn of any unlawful material or activity on our website, or any material or activity that breaches these terms and conditions, please let us know. You can let us know about any such material or activity by email. Trade Marks Our logos and our other registered and unregistered trade marks are trade marks belonging to us; we give no permission for the use of these trade marks, and such use may constitute an infringement of our rights. The third party registered and unregistered trade marks or service marks on our website are the property of their respective owners and, unless stated otherwise in these terms and conditions, we do not endorse and are not affiliated with any of the holders of any such rights and as such we cannot grant any licence to exercise such rights. Third Party Websites Our website includes hyperlinks to other websites owned and operated by third parties; such hyperlinks are not recommendations. We have no control over third party websites and their contents, and subject to Section 10.1 we accept no responsibility for them or for any loss or damage that may arise from your use of them. Variation We may revise these terms and conditions from time to time. The revised terms and conditions shall apply to the use of our website from the date of publication of the revised terms and conditions on the website, and you hereby waive any right you may otherwise have to be notified of, or to consent to, revisions of these terms and conditions. If you have given your express agreement to these terms and conditions, we will ask for your express agreement to any revision of these terms and conditions; and if you do not give your express agreement to the revised terms and conditions within such period as we may specify, we will disable or delete your account on the website, and you must stop using the website. Assignment You hereby agree that we may assign, transfer, sub-contract or otherwise deal with our rights and/or obligations under these terms and conditions. You may not without our prior written consent assign, transfer, sub-contract or otherwise deal with any of your rights and/or obligations under these terms and conditions. Severability If a provision of these terms and conditions is determined by any court or other competent authority to be unlawful and/or unenforceable, the other provisions will continue in effect. If any unlawful and/or unenforceable provision of these terms and conditions would be lawful or enforceable if part of it were deleted, that part will be deemed to be deleted, and the rest of the provision will continue in effect. Third Party Rights A contract under these terms and conditions is for our benefit and your benefit, and is not intended to benefit or be enforceable by any third party. The exercise of the parties’ rights under a contract under these terms and conditions is not subject to the consent of any third party. Entire Agreement Subject to Section these terms and conditions, together with our privacy and cookies policy, shall constitute the entire agreement between you and us in relation to your use of our website and shall supersede all previous agreements between you and us in relation to your use of our website. Law and Jurisdiction These terms and conditions shall be governed by and construed in accordance with English law. Any disputes relating to these terms and conditions shall be subject to the exclusive jurisdiction of the courts of England. Statutory and regulatory disclosures We are registered in the UK; you can find the online version of the register at www.companieshouse.co.uk, and our registration number is 03217279. Our Details This website is owned and operated by TEMPO PRODUCTIONS LIMITED We are registered in England and Wales under registration number 03217279 Registered office is at Lower Scarcliffe Off Carleton Lane, Carleton, Skipton, North Yorkshire, England, BD23 3HS You Can Contact Us by post, to the postal address given above; email; pt@tempoproductions.net using our website contact form; published on our website

Tempo Productions Limited, including its current and former divisions, subsidiaries and parent (collectively "Company") is an equal opportunities organisation and complies with all applicable laws prohibiting discrimination, harassment and victimisation (our “Policy”). Company recruits and hires all persons without regard to race, colour, sex, religion or belief, ethnic or national origin, nationality, age, marital or civil partner status, gender identity, gender expression, genetic characteristic, pregnancy, childbirth or other related medical conditions, sexual orientation, disability, medical condition, military status or any other basis prohibited by law (together “protected characteristics”). Company administers its personnel policies, programs and practices in a non-discriminatory manner in all aspects of the employment relationship, including hiring wage and salary administration, work assignments, promotions, benefits, transfers, layoffs, disciplinary action and relationship with its staff. Assuring equal opportunity in the workplace is a function and direct responsibility of all levels of management. All supervisory personnel are charged with making a personal commitment to practice and to enforce the principles of this Policy. THE WORKPLACE ENVIRONMENT Company will not tolerate discrimination, victimisation (retaliation), sexual harassment or harassment in any form prohibited by law. All Crew Members, whether supervisors or non-supervisors, are expected to comply with this Policy. Harassment, including sexual harassment, may also occur as result of conduct by fellow Crew Members, and under some circumstances, conduct by customers, vendors, consultants, visitors and independent contractors. Discrimination, harassment and/or victimization (retaliation) can take place in the office, studio, on location sites or in any work-related setting outside the workplace, such as during business trips, business meetings and business-related social events; this Policy applies with equal force to conduct in such settings. SEXUAL HARASSMENT Sexual harassment may exist where compensation or other employment benefits are conditioned on granting sexual favours. Sexual harassment also may exist where there is a hostile work environment caused by unwanted sexual advances or unwanted visual, verbal or physical conduct of a sexual nature. Specifically, behaviour falls into the category of sexual harassment when: Submission to such conduct is made, either explicitly or implicitly, a term or condition of the individual’s engagement; Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual. This Policy seeks to prevent unlawful and inappropriate conduct. Some specific examples are: offering employment benefits, such as favourable assignment or promotions in exchange for sexual favours; asking for dates, or making sexual advances, propositions or flirtations where it is clear, or becomes clear, that the overture is unwelcome; threatening or engaging in victimisation (retaliation) after such an advance is rejected; displaying or distributing sexually offensive or obscene objects, pictures, magazines, cartoons, screen-savers, e-mails, cds/dvds or posters; engaging in inappropriate written conduct of a sexual nature, such as suggestive jokes, cartoons or off-colour or obscene letters, notes, or invitations transmitted by email or otherwise or by sending sexually suggestive gifts; conduct of an overtly sexual or obscene sexual nature at Company-sponsored parties or events; making inappropriate verbal statements of a sexual nature, such as comments about an individual's body, sexual prowess, sexual orientation or appearance or intrusive questions or comments; asking questions about sexual conduct or sexual orientation or disclosing or spreading rumours about yourself or others; inappropriate physical conduct, such as unwanted touching, pinching, impeding or blocking another person's movements, leering, whistling at or sexual gestures; victimising (retaliating against) a Crew Member for refusing to participate in such behaviour or for complaining about such behaviours. BULLYING Please note that bullying is neither acceptable nor tolerated in the workplace, even where such conduct does not rise to the level of unlawful harassment. Crew Members must not engage in bullying of other Crew Members, supervisors, customers, vendors, or visitors. Bullying includes any inappropriate conduct or comment that the person knew or reasonably ought to have known would cause humiliation or intimidation, but excludes any reasonable action taken by the Company or a supervisor relating to the management and direction of Crew Members or the place of employment. Examples of conduct or comments that might constitute bullying, and are prohibited by this Policy, include but are not limited to verbal aggression or insults, calling someone derogatory names, vandalising personal belongings, and spreading malicious rumours. It is each supervisor's responsibility to use his or her best efforts to ensure that conduct, which violates this Policy, does not occur in his or her department or under his or her supervision. Crew Members must report any such harassment, unlawful discrimination, or bullying as set forth below in this Policy. Any personnel receiving a report of violation are required to contact their supervisor, the Producer or Production Executive, for assistance. The Company will investigate all claims and will take whatever action is necessary to see to it that its Policy is observed. Complaints will be treated confidentially to the extent reasonable and possible under the circumstances and consistent with the Company's legal obligations. No Crew Member will be retaliated against for bringing a good faith report of discriminatory conduct. Any Crew Member who engages in, or threatens, retaliatory conduct against another Crew Member who makes a valid complaint or who participates in an investigation will be subject to disciplinary action, up to and including termination. The Company will take any complaints of violation of this Policy very seriously and has established a complaint procedure, which offers Crew Members paths by which a Crew Member may complain of conduct which violates this Policy. It is each supervisor's responsibility to use his or her best efforts to ensure that conduct which violates this Policy does not occur in his or her department or under his or her supervision. Crew Members may report any such harassment, or any other unlawful act of discrimination or victimisation (retaliation), as set forth below. Any supervisor receiving a report of violation is required to contact the Company’s Production Executive for assistance. Company will investigate all claims. Complaints will be treated confidentially to the extent reasonable and possible under the circumstances and consistent with Company's legal obligations. No Crew Member will be victimised (retaliated against) for bringing a good faith report of discriminatory conduct. Any Crew Member who engages in, or threatens to victimise (retaliate) another who makes a complaint in good faith or who participates in an investigation will be subject to disciplinary action, up to and including termination. Company will investigate all claims, and has established the complaint procedure set out below. COMPLAINT PROCEDURE Any Crew Member who has experienced or observed conduct he or she reasonably believes is contrary to this Policy is strongly encouraged to promptly take advantage of this complaint procedure. Early reporting and intervention has proven to be the most effective method of resolving actual or perceived incidents of discrimination, victimisation (retaliation) and harassment. Company strongly urges the reporting of all incidents of discrimination, harassment and victimisation (retaliation), regardless of the offender's identity or position. Individuals who believe they have experienced or observed improper conduct by a member of staff, supervisor or business contact or who have concerns about such matters should comply with the following complaint procedure: 1. If you are comfortable, immediately tell the other person, preferably in private, when his or her behaviour is considered inappropriate and unwelcome and request that the conduct stop immediately. Persons so told must comply immediately and graciously with such requests. If any person fails to comply with your request or you do not feel comfortable having this discussion on your own, you should report the situation in accordance with the procedure set out below. 2. If you wish to make a formal complaint, you should submit it in writing to your supervisor, department head, Unit Production Manager, Producer or Production Executive. The written complaint should set out full details of the conduct in question, including the name of the person involved, the nature of the conduct, the date(s) and time(s) at which it occurred, the names of any witnesses and any action that has been taken so far in order to stop it from occurring. As a general principle, the decision whether to progress a complaint is up to the Crew Member who has been affected by the unlawful conduct. However, Company has a duty to protect all Crew Members and may pursue the matter independently if it is considered appropriate to do so. The contact details for Company’s Co-Producer are; Lauren Cox Tel: 07946 514 686 Email: laurencox21@gmail.com 3. Any reported breaches of this Policy will be investigated by an appropriate independent member of Company’s management. A meeting will be held with you, usually within one week of receipt of your complaint, so that you can give your account of events. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge. All reasonable efforts to maintain confidentiality throughout the investigation process will be used to the extent consistent with adequate investigation, appropriate corrective action and Company's legal obligations. Company will consult with you at the conclusion of the investigation to review its resolution. Where it is determined that there has been a violation of this Policy and/or inappropriate conduct has occurred, Company will act promptly to eliminate the conduct and impose such corrective action as is necessary, including disciplinary action where appropriate. SUPERVISOR/SUBORDINATE RELATIONSHIPS Company recognises that consenting romantic or sexual relationships may develop between a supervisor and a subordinate members of staff (whether such supervision is direct or indirect). These relationships can lead to complications and significant difficulties for the supervisor, the subordinate, others in the workplace and Company. If a consenting romantic or sexual relationship between a supervisor and subordinate should develop, Company requires the supervisor to disclose this information to Company’s Co-Producer, Lauren Cox to ensure that there are no issues of actual or apparent favouritism, conflict or interest, harassment or a negative impact on others in the work environment. Upon being informed or learning of the existence of such a relationship, Company may take steps that it deems appropriate to protect the workplace environment.

At Tempo Productions, we believe that everyone is responsible for creating and maintaining an inclusive workplace that is positive and supportive. All forms of bullying, discrimination and harassment are prohibited by the Producer. What are Bullying and Harassment? Bullying is offensive, intimidating, malicious or insulting behaviour involving the misuse of power that can make an individual feel vulnerable, upset, denigrated, injured, humiliated, undermined or threatened. Power does not always mean a position of authority but can include personal strength and power to coerce through intimidation. Harassment is unwanted conduct that has the purpose or effect of violating the recipient’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for the recipient. Unacceptable conduct may amount to discrimination and relate to a protected characteristic under equality legislation (namely; age, civil partnership, colour, disability (whether mental or physical), nationality, ethnic or national origin, gender reassignment, marital status, pregnancy, race, religion or belief, sex or sexual orientation) or it may relate to a personal characteristic that is not a protected characteristic. Not all harassment is sexual but sexual harassment is gender-neutral and orientation-neutral and can be perpetrated by any gender against any gender. Unacceptable conduct can be intentional or unintentional and involve action or inaction. It can be targeted at a particular individual or group; or not targeted at all and can be perpetrated by an individual at the same or a different level/department to the recipient. Unacceptable conduct may be repeated or an isolated incident and may take place in private or in front of colleagues. It does not have to take place face to face but can be through written communications (including email), visual images, telephone/texting or social media/online (including instant messaging and blogs). Condoning unacceptable conduct may be bullying or harassment in itself. Regardless of how you are employed or engaged on the Production, you have the right not to be bullied, harassed or discriminated against by anyone involved with the Production. This Policy also applies when you are working away from any filming studio, whether in the United Kingdom or abroad. Examples of Unacceptable Conduct Examples of unacceptable conduct include, but are not limited to, the following: unsolicited or unwelcome conduct of a sexual nature, including touching, staring or commenting (e.g. comments of a sexual nature about a person’s appearance or dress, unsolicited or unwelcome sexual advances or requests for sexual intimacy, sexually explicit emails or other electronic communications/messaging); subjecting someone to a detriment for rejecting (or complaining about) unwelcome conduct of a sexual nature, or indicating that acceptance of such unwelcome conduct will lead to favourable treatment; verbal abuse including shouting, threatening, swearing or insulting behaviour; sexist or racist jokes, jokes about an individual’s age, sexual orientation or physical or mental attributes, or jokes of a sexual nature; unwelcome comments or “banter” that is offensive to the recipient; the display or circulation of sexually suggestive or racially abusive material; ridiculing someone or picking on them in private or in public; spreading rumours about or insulting somebody either directly or indirectly; refusing to communicate, excluding individuals or groups or socially isolating them; intentionally setting unrealistic objectives or deadlines; belittling a person’s creative input or other abilities; constant criticism which cannot be justified; cyber bullying, for example, making or publishing discriminatory or derogatory comments on social media or abuse via instant messenger; “mobbing” (where there is more than one perpetrator involved); and victimisation. While the Producer’s principal concern is to ensure that no form of bullying, discrimination or harassment occurs in the workplace (which includes when you are on location), you are also expected to adhere to this Policy outside work including, for example, at the Producer’s social events, at informal social events with colleagues, during travel to and from work, in accommodation provided by the Producer and in all interactions with colleagues. Please be mindful that alcohol can affect behaviour and that, being under the influence of alcohol, is not an acceptable excuse for a breach of this Policy. The principles in this Policy also apply to the way in which the Producer and its cast and crew and other employees and service providers treat visitors, applicants, clients, customers, suppliers and former colleagues. What happens if you breach this Policy? The highest standards of conduct are required of everyone regardless of seniority and how they are employed / engaged by the Production. Breaches of this Policy will not be tolerated, and any employee or service provider found guilty of bullying, harassment or discrimination or any other breach of this Policy runs a significant risk of disciplinary or other action, up to and including termination of their employment or engagement. Reporting Bullying, Discrimination or Harassment You are encouraged by the Producer to report, as soon as possible, any acts of bullying, discrimination or harassment (either against you or that you have witnessed against someone else). Reports should be made to the following: Lauren Cox, Co-Producer laurencox21@gmail.com, tel: 07946 514 686 All complaints will be handled fairly, confidentially and sensitively. Furthermore, all employees and service providers shall be protected from victimisation, coercion, intimidation, retaliation, interference or discrimination for reporting in good faith any alleged acts of bullying, discrimination or harassment or participating in an investigation of a bullying, discrimination or harassment complaint. Such victimisation is unlawful. The BFI Principles The British Film Institute (BFI) recently published its Anti-Bullying and Harassment Principles, together with accompanying Guidance (see www.bfi.org.uk/bullying-harassment for further information). These Principles are set out below. As you will see, they are consistent with Tempo Productions.’ own stance against bullying and harassment as described above. Everyone is responsible for creating and maintaining an inclusive workplace that is positive and supportive. We recognise that harassment may be unlawful under the Equality Act 2010. We accept our responsibilities under the Health and Safety at Work Act 1974. We do not tolerate bullying and harassment, including sexual harassment, and will ensure that processes are in place for the reporting and investigation of these serious issues. We recognise that bullying and harassment can have significant adverse impacts on the productivity, long-term health and well-being of affected people and will work to eradicate them. This will mean providing adequate protection for complainants and victims, and, where bullying or harassment is found to have occurred, taking appropriate action against bullies or harassers. We value inclusivity, appreciate difference, welcome learning from others, and consider people equal without prejudice or favour. We build relationships based on mutual respect. We will all work to give and receive feedback in a constructive way, which we know will improve creativity and productivity. We understand that reporting bullying or harassment can be intimidating. We will respect confidentiality where possible and aim to make the process of reporting clear and straightforward. If anyone comes forward to report behaviour which might amount to bullying or harassment, we will endeavour to investigate objectively. Individuals who have made complaints of bullying and harassment or participate in good faith in any investigation should not suffer any form of reprisal or victimisation as a result. We will respect each other’s dignity, regardless of the seniority of our role in an organisation.