Our Equality, Diversity and Inclusion Statement is underpinned by a core belief that having a diverse and inclusive ethos is essential if we are to deliver on our values of collaboration, innovation and mentoring.

A+C prioritises discussion, debate, and improvements concerning Equality, Diversity and Inclusion and will, in no circumstances, tolerate discrimination of any sort. The troubling and long-standing problems of systemic discrimination against women, BAME, and LGBTQ+ people make it necessary for us to do more to create a fair and even-handed society. We feel this responsibility, especially because media and creative industries have often been deeply implicated by the inequalities concerned.

A+C is committed to ensuring that people of all backgrounds have the opportunity to work with us and feel welcome, safe, and supported when they do. A+C is committed to ensuring that people of all backgrounds have the opportunity to work with us and feel welcome, safe, and supported when they do. Moreover, we are committed to creating an inclusive and welcoming environment for all individuals. We believe that diversity is a strength and are actively working to recruit individuals from diverse backgrounds to ensure that our team represents a wide range of perspectives and experiences. By doing so, we hope to cultivate a culture of inclusivity, respect, and collaboration within our studio.

As a company, we are committed to:

• Listening to staff opinions on our films’ equality, diversity, and inclusiveness.
• Pursue stories that amplify characters’ voices across race, ethnicity, nationality, sexual orientation, age, religion, disability (including mental health), body size, gender, gender identity, and gender expression.
• Continually reviewing our output to improve its ED&I, based on feedback from staff and developments in the discipline;
• Ensuring that all our films provide substantial opportunities for reflection on and discussion of questions of ED&I;
• Ensuring that A+C events, including our webinars and screenings, fully consider ED&I issues in their planning and range of topics.
• Ensuring that all managers receive unconscious bias training and implement its principles in their work;
• Guarantee that all staff are equally supported regardless of race, ethnicity, nationality, sexual orientation, age, religion, disability (including mental health), body size, gender, gender identity, and gender expression.
• Providing support and assistance to staff with mental health difficulties or mental illness, destigmatising those problems;
• We are devising plans to increase our staff’s diversity and character output’s inclusiveness and character.
• We are always committed to not only complying with the law associated with EDI but also going further than this to lead future-shaping initiatives. 

We hope to facilitate open-minded listening and honest conversation to transform our beliefs into action, learn from adversity, and improve.