Diversity and Inclusion

Our commitment to diversity and inclusion

Madam Films, a 100% female owned company, wants to be a source of positive change within our industry and the wider world; our responsibility is towards people and planet.

We believe in creating opportunities for those from diverse backgrounds. Our industry has a long way to go and taking action in support of those starting their careers will provide our industry with the future diverse heads of department that are so desperately needed.

MADAM is committed to encouraging equality and diversity amongst our workforce and the crew we engage. We are committed to change and to giving opportunities to underrepresented and disadvantaged groups:

  • People from minority ethnic groups,
  • Women in respect of roles in which they are currently underrepresented and disadvantaged;
  • LGBTQ+ people;
  • People with physical and/or cognitive disabilities;
  • Other people in underrepresented and disadvantaged socio-economic groups.

We are also committed to combatting unlawful discrimination.

To attract and retain employees we are committed to providing a collaborative, accepting and
supportive environment for all employees.

Why we are making that commitment

The aim is for our workforce, the crew and others we work with to be truly representative of all sections of our society. We make that commitment because:

  1. It is fair and just.
  2. Diverse talents and opinions provide new and more varied solutions to clients of our business.
  3. As an industry that is reactive to and informs cultural trends, our workforce should reflect the population we are advertising to.

Targets and measurement

We will create both short and long term targets to improve diversity amongst our permanent workforce and crew. Measurement and data are critical in judging the success of our diversity and inclusivity actions and those of the industry as a whole. So we will collect data recording the make-up of our staff and crews and use it in two ways:

  1. We will analyse the data we collect and assess the effectiveness of the measures that we employ to increase diversity and inclusion. We will reconsider those measures and change or supplement them with new ones if the existing ones have been ineffective against the targets we have set.
  2. We will share our data with the APA so that they can use that data in their annual survey of diversity and inclusion (for which purpose the APA will anonymise our answers by using them as part of the total aggregate responses from APA members only).

Our plan to achieve our targets

  1. When we recruit we will focus on reaching underrepresented and disadvantaged groups and making them aware of every opportunity. We will do that in two ways:
    1. When recruiting for jobs we will ensure that the language used is neutral in terms of whom it might appeal to and is inclusive of people in underrepresented and disadvantaged groups.
    2. We will do our best to reach underrepresented and disadvantaged groups with each job advert/notice, seeking out partnership organisations who are educating or seeking opportunities for such talent and building relationships with those organisations. The APA has a directory of such organisations, so that will be one of the resources we will use.
  2. We will undertake training and provide it to our staff to better understand unconscious bias and promote among staff our objectives in respect of recruitment of staff and hiring of crew as per 1 above and our diversity and inclusion objectives generally as set out in this agreement.
  3. We will provide work experience (with travel expenses covered) for people from underrepresented and disadvantaged groups.
  4. We will encourage our staff to become part of a mentorship programme and help them support their mentees.
  5. We will create a safe and inclusive working environment:
    1. We will continue to provide a working environment free from bullying, harassment, victimisation and unlawful discrimination, whilst promoting dignity and respect for all. We strive to be a space where individual differences and the contribution of all employees are recognised and valued.
    2. We will ensure there are clear, well-communicated procedures in place explaining how to raise concerns or complaints.
  6. All relevant issues will be taken seriously and investigated. They will be considered and acted upon with a focus on independence, timeliness and impartiality. We will ensure that appropriate support is in place for those who raise complaints. As an organisation, we will learn lessons from complaints, and encourage the individuals involved to do so too.
  7. We will raise awareness of our equality duties specifically around protected characteristics and our wider commitment to equality and inclusion; ensuring that all employees are aware of their responsibilities and the behaviours we expect.

Our ongoing commitment

Our ongoing commitment is to ensure the implementation of the plan and to review its success at regular intervals.

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