Tilt’s approach to workforce representation is to create an inclusive culture. Our strategy is anchored in our four long standing commitments:

Equality: Drive fairness and opportunity.

Diversity: Endeavor to attract, develop, progress, and retain underrepresented talent.

Inclusion: Strive for Tilt to be a workplace where every employee feels welcomed, respected, supported, and valued. We seek to embrace diversity and create the conditions for everyone to thrive.

Integrity: Act in accordance with our responsibilities to Tilt, our Code of Conduct, and the law.’

Tilt recognises that diversity and inclusion help to support creativity and innovation; they are an essential ingredient in a successful creative company. We are committed to encouraging diversity and inclusion and to ensuring there is no discrimination in our company. We want our workforce to be truly representative of all sections of society. We want our company to be one in which every employee and freelancer 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 and sexual orientation. We oppose all forms of unlawful and unfair discrimination.

This policy applies to employed and freelance staff.

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:

• 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 casting decisions.
• Ensure reasonable adjustments are made to enable disabled people to work in or with our company.
• 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.

We have set ourselves the following diversity goals:

• To actively seek to increase the diversity of our talent networks.
• Actively seek to increase the number of people we work with who are from groups/communities that are under-represented in the industry as a whole, or in particular job roles in the industry.

We will monitor the success of this policy regularly. The people who are responsible for ensuring this action plan is implemented are the Directors: Chris Cooke, Dan Evans, Jonathan Malyon and Paul Mallaghan.

This policy is fully supported by the Line Managers. 

Tilt have a firm commitment to enable equality of opportunity and workplace cultures that promote and maintain diversity and inclusion and enforce adequate policies and procedures to ensure the workplace is free from discrimination, harassment, victimisation or any other form of inappropriate behaviour or abuse on any grounds.

Tilt demonstrates that relevant accessibility standards, innovation and best practices have been embedded in their operations to deliver inclusive products and services that meet the accessibility needs of people with disabilities. This also includes driving these principles of inclusion and accessibility through to the downstream supply chain.

Tilt ensures that there is a process in place that allows employee grievances regarding human and labour rights violations to be properly filed, addressed and resolved without fear of retaliation.

The following is an extract from the Tilt employee handbook.

‘Any employee who has a grievance (formal complaints) relating to their employment should initially raise the matter with their Line Manager who will try to reach a solution. However, if they are unhappy with the outcome they can use the Grievance Procedure. An employee may be accompanied at any of the interviews or appeals by a work colleague or Trade Union representative’.

Tilt comply with the Modern Slavery Act 2015

An extract from the Tilt employee Handbook

“Tilt is committed to providing equality of opportunity in employment for its staff and to developing work practices and policies that support work-life balance. Tilt recognises that, in addition to helping employees balance their work and personal lives, flexible working can improve Tilt’s use and retention of staff, raise staff morale and reduce absenteeism. This policy gives eligible employees an opportunity to request a change to their working pattern. Managers are encouraged to facilitate such requests unless they cannot be accommodated for business and operational reasons.”

Tilt verifies the age of all new joiners before employment as part of its People Screening checks to ensure child labour is not employed (less than 15 years of age or 14 where the law of the country permits).

• Workers are entitled to work and be paid for a minimum level of working hours; working hours are not excessive; and that maximum working hours comply with national laws.
• All employees are entitled to be paid a fair wage as per prevailing industry standards or the minimum wage, whichever is higher. Any overtime should be compensated appropriately by the supplier.

Tilt has a formal mechanism which allows employees to raise concerns of operational or business practices that violate laws, regulations or company values to ensure employee concerns are properly filed, addressed and resolved without the fear of retaliation.

See supplier code of conduct.