Location Routes Management Ltd Equal Opportunities Policy Effective Date: February 2026
1. Introduction Location Routes Management Ltd is committed to promoting equality of opportunity, valuing diversity and eliminating discrimination in all aspects of our operations, recruitment, service provision and interactions with staff, freelancers, contractors, clients, location owners and members of the public.
We aim to create an inclusive environment in which everyone is treated with dignity and respect, and where individual differences are recognised and valued. This policy applies to all our activities as a film and TV location agency, including location representation, scouting, traffic management, kit hire, crew facilitation (Green Room), training/events and general business operations.
2. Who does this policy apply to? This policy applies to:
- All employees (full-time and part-time)
- Freelancers, Location Scouts and contractors
- Traffic Management teams and kit hire suppliers
- Green Room (crew membership) holders
- Agency workers, interns and trainees
- Clients, production companies, location owners and all third parties we work with
It covers all stages of employment/engagement (recruitment, selection, training, promotion, terms/conditions, termination) and all business interactions (enquiries, bookings, events, online communications).
3. Our Commitment Location Routes Management Ltd is committed to:
- Providing equality of opportunity in recruitment, employment, training, promotion and access to services
- Preventing discrimination, harassment, victimisation and any other prohibited conduct
- Fulfilling our legal obligations under the Equality Act 2010 (protected characteristics: age, disability, gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion or belief, sex, sexual orientation)
- Promoting a culture of inclusion, respect and fairness
- Making reasonable adjustments for disabled people (including neurodiversity, dyslexia, mental health conditions)
- Monitoring and reviewing practices to ensure they do not disadvantage any group
- Taking prompt action to address any breaches of this policy
We recognise that discrimination can be direct, indirect, by association, by perception, harassment or victimisation. We will not tolerate any form of unlawful discrimination or less favourable treatment.
4. Scope of the Policy This policy covers:
- Recruitment and selection (job adverts, shortlisting, interviews, offers)
- Terms and conditions of employment/engagement
- Training, development and promotion opportunities
- Pay, benefits and grading
- Disciplinary and grievance procedures
- Termination of employment/engagement
- Service provision (location representation, kit hire, traffic management, Green Room, training/events)
- Interactions with clients, location owners, crew and the public
5. Responsibilities Director (Oliver Laurenson-Gore) has overall responsibility for this policy, its implementation, monitoring and review.
All staff, freelancers, contractors and associates are responsible for:
- Complying with this policy
- Treating everyone with dignity and respect
- Challenging discriminatory behaviour when witnessed
- Reporting concerns or incidents promptly
- Cooperating with any investigation
6. Recruitment and Selection
- Job adverts and descriptions will be inclusive and avoid unnecessary barriers.
- We will use fair, objective selection criteria based on skills, experience and merit.
- Where appropriate, we will use positive action measures (e.g., encouraging applications from underrepresented groups) in line with the Equality Act 2010.
- All applicants will be treated equally regardless of protected characteristics.
7. Reasonable Adjustments We will make reasonable adjustments to remove barriers for disabled people (including neurodiverse individuals) in recruitment, employment, engagement and service access. Examples include flexible working, accessible venues, adjusted equipment or communication formats.
We encourage early disclosure of any adjustments needed (confidentially) so we can support effectively.
8. Harassment, Victimisation and Bullying Any form of harassment, victimisation or bullying related to a protected characteristic is unlawful and a serious breach of this policy. Such behaviour will be treated as gross misconduct/serious breach of contract and may result in termination of employment/engagement.
See our separate Dignity at Work Policy for detailed procedures on reporting and handling bullying, harassment and racism.
9. Complaints and Reporting Anyone who believes they have been discriminated against, harassed or victimised should raise the matter with the Director (Oliver Laurenson-Gore) as soon as possible. Complaints will be investigated fairly, promptly and confidentially.
We will not victimise anyone for making a genuine complaint or supporting a complaint under this policy.
10. Monitoring and Review We will monitor the effectiveness of this policy through:
- Recruitment data (where possible)
- Feedback from staff/freelancers
- Complaints/incidents logged
This policy is reviewed annually or following any significant incident/change in legislation.
Signed
Oliver Laurenson-Gore
Director – Location Routes Management Ltd
February 2026