LARA works across countries, cultures and audiences. We want our workplace, commissioning, content, services and productions to be respectful, accessible and open to talent from different backgrounds. This policy describes our commitments; it does not claim that representation is complete.
1. Purpose and scope
This policy applies to recruitment, employment, freelance and contributor relationships, commissioning, content, casting, production, supplier selection and access to our services. Senior management owns the policy and project leaders are responsible for applying it in their work.
2. Equal opportunity and LARA’s standard
In the United Kingdom, we do not unlawfully discriminate because of age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation. We also comply with applicable equality and employment requirements wherever we work.
Our standard also rejects degrading or exclusionary treatment based on appearance, body size, gender identity or expression, nationality, socioeconomic background, caring responsibilities or other personal circumstances.
3. Recruitment, pay, progression and commissioning
Decisions should be based on role requirements, capability, experience, potential, performance and legitimate business needs. We aim to use clear criteria, relevant interview questions and proportionate selection processes.
Pay, access to development, progression, project allocation and commissioning should be considered consistently. A person must not be disadvantaged for raising a concern in good faith or requesting a reasonable adjustment.
4. Reasonable adjustments and accessibility
We consider reasonable adjustments for disabled applicants, workers, contributors, clients and production participants. Requests can be made to the relevant project contact or to [email protected]. We discuss the practical need with the person and limit access to any sensitive information they share.
We work toward accessible digital and physical experiences through clear structure, keyboard access, meaningful alternative text, readable contrast, captions or transcripts where appropriate, accessible locations and inclusive production planning. Recognised accessibility guidance informs this work, but no statement in this policy should be read as a claim that every asset or environment is free of barriers.
5. Content, casting and creative work
We seek relevant perspectives, challenge stereotypes and avoid tokenism, prejudicial language and unnecessary references to personal characteristics. Casting, imagery and commissioning should consider the audiences and cultures represented without treating any individual as a spokesperson for an entire community.
Names, pronouns and identities are handled accurately and respectfully. A commercial preference does not justify unlawful discrimination, harassment or unsafe creative direction.
6. Partners and suppliers
We expect agencies, suppliers, creators and production partners to follow our Code of Conduct. We consider capability, conduct, accessibility and inclusion when selecting and reviewing partners. Discriminatory or harassing conduct may result in a project being paused or a relationship being ended.
7. Monitoring and privacy
We use evidence we can support to review barriers, concerns and the effectiveness of our practices. We do not publish representation claims or targets without reliable data and context.
Where equality monitoring involves sensitive personal information, participation is voluntary unless the law requires otherwise. We identify an appropriate lawful basis and additional legal condition, collect only what is needed, restrict access and avoid using the information to make unrelated decisions.
8. Raising a concern
Questions, accessibility requests or concerns about our content or conduct can be sent to [email protected]. Reports are handled under the principles in our Code of Conduct, including protection from retaliation. Editorial accuracy concerns should use “Editorial complaint” in the subject line.
9. Governance and review
Senior management reviews this policy at least annually and when our work, locations or applicable law materially change. Project leaders are expected to raise recurring barriers and document improvements that should be carried into future work.