How We Roll

Equal Opportunities Policy

Forever represents a global design offering that is greater than the sum of its parts. Broadening the offerings of the individual companies within the Forever group, it aims to bridge the roster of talent globally, empowering and cultivating a unique network of innovative companies, clients, and humans. It is grounded in the belief that by removing barriers for the most creative minds to work together, we will achieve results that would not have otherwise been possible. This policy represents the values of the Forever group of companies. 

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1. Why do we have this policy? 

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We want to foster a space where we can all thrive and be seen as both individuals and as part of a collective community, and encourage open dialogue and respectful conversations in an ever-changing world.

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We uphold an ongoing commitment to nurturing equality and diversity in our workspace and employment. Embracing our varied genders, race, color, ethnic or national origin, age, sex or sexual orientation, gender reassignment, marital/civil partner status, disability, pregnancy/parental status,  neurodiversity, cultural, religious and socio-economic backgrounds (Protected Characteristics). We want to inspire and encourage more talent from diverse backgrounds to enter the industry and become role models for future generations.

The purpose of this policy is to set out our approach to equal opportunities and the avoidance of discrimination at work. It applies to all aspects of employment with us, including recruitment, pay and conditions, training, appraisals, promotion, conduct at work, disciplinary and grievance procedures, and termination of employment.

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2. Who is this policy for? 

The provisions within this policy apply to Company employees, including long-term contractors and freelancers whether they be in the studio or working remotely. 

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3. Discrimination

The Company will not unlawfully discriminate against or harass people including current and former employees, job applicants, clients, customers, suppliers and visitors. This applies in the workplace, outside the workplace (when dealing with customers, suppliers or other work-related contacts), and on work-related trips or events including social events.

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The following forms of discrimination are prohibited under this policy and are unlawful:

1. Direct discrimination: treating someone less favourably because of a Protected Characteristic. 
2. Indirect discrimination: a provision, criterion or practice that applies to everyone but adversely affects people with a particular Protected Characteristic more than others, and is not justified. 
3. Harassment: this includes unwanted conduct related to a Protected Characteristic, which has the purpose or effect of violating someone's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them. Harassment is dealt with further in our Respect in the Workplace Policy.
4. Victimisation: retaliation against someone who has complained or filed a grievance or has supported someone else's complaint or grievance about discrimination or harassment.
5. Disability discrimination: this includes direct and indirect discrimination, any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.

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4. Recruitment and Selection

Recruitment, promotion, and other selection exercises such as redundancy selection will be conducted on the basis of merit, against objective criteria that avoid discrimination. Shortlisting is done by more than one person and with the involvement of the People & Culture Team. Our recruitment procedures are reviewed regularly to ensure that individuals are treated on the basis of their relevant merits and abilities.

Vacancies are advertised to a diverse section of the labour market. Advertisements avoid stereotyping or using wording that may discourage particular groups from applying. 

Job applicants will not be asked questions which might suggest an intention to discriminate on grounds of a Protected Characteristic.

We are required by law to ensure that all employees are entitled to work in their respective country. Assumptions about immigration status should not be made based on appearance or apparent nationality. All prospective employees, regardless of nationality, must be able to produce original documents (such as a passport) before employment starts, to satisfy current immigration legislation. 

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5. Training and Promotion and Conditions of Service

Appropriate access to training to enable progress within the organisation and all promotion decisions are made on the basis of merit.

Workforce composition and promotions will be regularly monitored to ensure equality of opportunity at all levels of the organisation. Where appropriate, steps will be taken to identify and remove unjustified barriers and to meet the special needs of disadvantaged or underrepresented groups.

Our conditions of service, benefits and facilities are reviewed regularly to ensure that they are available to all of you who should have access to them and that there are no unlawful obstacles to accessing them.

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6. Disabilities

We encourage you to share with us any condition(s) or disabilities so that we can support/accommodate you as appropriate.

If you experience difficulties at work because of your disability, you may wish to contact the People & Culture team to discuss any reasonable adjustments that would help overcome or minimise the difficulty. 

We monitor the physical features of our premises to consider whether they might place anyone with a disability at a substantial disadvantage. Where necessary, we will take reasonable steps to improve access.

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7. Part-time and Fixed-term Work

Part-time and fixed-term employees are treated the same as comparable full-time or permanent employees and enjoy no less favourable terms and conditions (on a pro-rata basis where appropriate), unless different treatment is objectively justified in accordance with the law.

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8. Breaches of This Policy

We take a strict approach to breaches of this policy, which will be dealt with in accordance with our Disciplinary Procedure. Serious cases of deliberate discrimination may amount to gross misconduct resulting in dismissal.

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