We named our company Parkview because of its neutrality, positive connotations and expansive outlook. We value wholly inclusive storytelling; not just because it’s the right thing to do but because it makes for richer, more accurate and more accessible work.

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As such, it is Parkview’s policy to treat employees, clients, all job applicants, colleagues and suppliers fairly and equally, regardless of actual or perceived age, sex, race, colour, nationality, religion or belief, pregnancy, trans-gender status, sexual orientation, marital or civil partnership status, visible or hidden disability.

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Through this Policy Statement, and the below Guiding Principles, we will do all we can to promote good practice in the area of Diversity, Inclusion & Equality. We understand that this needs to be done alongside continuous personal learning and development:.

 

Guiding Principles

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Company:

We are open, honest and transparent when it comes to our Diversity Policy and expect the same from our team members, freelancers and clients.

• Our D I & E Policy Statement will be published on our website

• New team members are sent a copy of the policy when they join and our clients also know the standards we work to and expect.

• We annually review our diversity data and audit our culture to make sure the environment we work in is inclusive to a diversity of backgrounds and perspectives

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Culture:

We’re committed to an inclusive social and office culture, including our social activities as well as within the office

• Zero-tolerance approach to discrimination, harassment (including third party), victimisation, bullying, intimidation and microaggressions and will not hesitate to take disciplinary action. 

• Unacceptable behaviour from clients and client teams will be reported and dealt with through the appropriate channels.

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Recruitment:

Guiding principles of our recruitment process are:

• We ensure our job descriptions are fair, based on level of experienced required and aim to remove conscious and unconscious bias based on anything other than that

• A university education will never be a prerequisite of a role at Parkview

• We provide detailed, constructive feedback after interviews for all candidates

• We only work with recruitment consultants that are actively committed to diversity and can, and will, put forward candidates from ethnic minority backgrounds for interviews

• We keep a record of freelance POC contractors who we prioritise in future work

• We have a minimum of two people on our recruitment panels

• We work with the APA to source diverse crew from their extensive global network.

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Nurturing talent:

We promote, champion, seek out and encourage talent based on merit and level of experience only. In order for this to be the case we implement:

• Objective, transparent and accessible pay levels per role regardless of age, sex, race or background

• Salaries are based on the role, level and experience of the individual are are no way linked to race, sex or background

• Cultivate talent from a diverse representation of colleges, universities and schools

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Work:

We aim to create work that is inclusive and recognises diverse audiences.

• We review creative work and content to make sure it promotes diversity and ensure insensitive or offensive work is never released

• We endeavour to book crew from diverse backgrounds

• Creative ideas which pertain to a particular subject or subgroup will be developed directly with those affected or involved.

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Staff:

• Parkview does not have a compulsory retirement age, and each employee may choose for themselves when to stop working, subject to them continuing to be sufficiently fit to perform their job to a satisfactory standard.

• Employees who are disabled or become disabled in the course of their employment should inform the company about their disability. Management will then arrange to discuss with the employee what reasonable adjustments to their job or working conditions or environment might assist them in the performance of their duties. 

• Responsibility for ensuring that there is no unlawful discrimination rests with all staff and the attitude of staff as well as their freedom to speak out against discrimination is crucial to the successful operation of fair employment practices

• Female staff or those who experience menstruation will be able to take a rest day or WFH during their period which does not affect their annual holiday allowance.

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Closing Statement:

Responsibility for ensuring the effective implementation and operation of the guidelines set above will rest with the company Director and senior staff. They will make sure that  all reasonable and practical steps are taken to avoid discrimination.