Corporate Social Responsibility 

Cranbrook Communications believes that corporate social responsibility (CSR) is very important. We’re committed to ethical and sustainable business practices, meaning we take account of our social, economic and environmental impact. CSR is good for the planet, our employees and clients.

There are 2 main strands to our CSR activities.

1. Environment (estates and environment)

We’re committed to reducing our direct impact on the environment by actively managing our waste, emissions and consumption of natural resources. Details of which can be found in our Sustainability Policy.

2. People (human resources, health and wellbeing)

We aim to create a workplace that encourages diversity and equal opportunities for all. We actively encourage professional development through training programmes and support employee health and wellbeing. Details of which can be found in our Equality, Diversity and Inclusion Policy.

Sustainability Policy 

Cranbrook Communications is committed to helping deliver an environmentally sustainable media production industry. We seek to better understand and manage our impact, implementing initiatives to act on our opportunity to make a meaningful difference.

How we do this:

In order to deliver an environmentally sustainable media production industry we:

  • Adhere to current environmental legislation
  • Keep up to date with ‘A Screen New Deal’ – A report produced by BFI, BAFTA albert and leading global engineering and design firm specialist Arup on how to be sustainable in your production.
  • Offsetting the unavoidable elements of our carbon footprint (i.e travel)
  • Ensure that all of our productions comply with relevant environmental legislation, regulations and codes of practice.
  • Follow best practise for sustainable production by procuring sustainable goods and services.
  • Where possible, we go paperless 
  • Designate separate rubbish and recycling areas
  • Educate new staff on our green production policies 

Equality, Diversity and Inclusion Policy

Cranbrook Communications is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination.

The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best. 

Cranbrook Communications – in providing goods and/or services and/or facilities – is also committed against unlawful discrimination of customers or the public.

The policy’s purpose is to:

  • Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full-time
  • Not unlawfully discriminate in accordance with the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation
  • 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, and selection for employment, promotion, training or other developmental opportunities 

Cranbrook Communications commits to: 

  • Encourage equality, diversity and inclusion in the workplace
  • 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.This commitment includes providing managers and all other employees information about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.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
  • 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 organisation’s work activities.Such acts will be dealt with as misconduct under the organisation’s grievance and/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.
  • 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 organisation.
  • Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
  • 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.
  • 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. 

Details of the organisation’s grievance and disciplinary policies and procedures can be found at here. This includes with whom an employee should raise a grievance – usually their line manager.

Use of the organisation’s grievance and/or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.