Our Equality, Diversity & Inclusion (EDI) Policy
Last reviewed: June 2025.
Next formal review: June 2026
1. Purpose
Turbine Creative is committed to fostering an inclusive environment — for our employees, freelancers, clients, partners and audiences — where everyone is treated with fairness, dignity and respect. This policy underpins our aim to eliminate unlawful discrimination, promote equality of opportunity and champion creative inclusion in all we do, from recruitment and collaboration to the digital experiences we design.
2. Scope
This policy applies to all staff, freelancers, candidates, suppliers, partners and anyone engaged with Turbine Creative or our services. It also extends to our digital/video content, website, creative outputs and public engagements.
3. Legal & Creative Commitment
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We comply with the Equality Act 2010, safeguarding the nine protected characteristics (age, disability, gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion or belief, sex, sexual orientation) .
As highlighted in your blog “Opening up digital worlds…”, accessibility is not just legal: it's an ethical imperative and creative opportunity. We aim to meet and exceed WCAG 2.2 standards, and integrate inclusive design from start to finish
4. Our Commitments
4.1 Recruitment, Progression & Opportunities
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Employment decisions are based on merit and potential.
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We actively attract and support under‑represented groups in the creative sector .
All staff and freelancers have equal access to training, mentoring and career development.
4.2 Inclusive Creative Practice & Accessibility
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Every project integrates accessibility early: captions, alt-text, narration, keyboard navigation, clear contrast, avoid exclusionary visuals (Turbine Creative NEW).
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We strive for broader representation across race, ability, gender, sexuality, age and socioeconomic background.
We avoid tokenism: inclusion is embedded and meaningful, not superficial (Turbine Creative NEW).
4.3 Culture & Conduct
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We promote a respectful environment free from bullying, harassment or victimisation
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All team members are aware of their responsibilities under this policy.
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We encourage open dialogue, feedback, and continuous learning .
4.4 Monitoring & Review
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We regularly collect and review workforce data (e.g. demographic breakdowns, inclusion metrics) to track progress
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Our policy is reviewed annually and amended in line with the law, best practice and evolving client/audience needs.
4.5 Resolution Process
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Any reports of discrimination or harassment are investigated impartially, following grievance and disciplinary procedures. Serious cases may constitute gross misconduct.
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Victims are supported, confidentiality maintained, and outcomes communicated clearly.
5. Equality Objectives
Our measurable objectives, that we are working towards are regularly assessed:
Objective
Enhance digital accessibility
Diverse workforce representation
Inclusive content audit
Training & awareness
Stakeholder engagement
Target
WCAG 2.2 AA compliance across website/projects
Increase under‑represented group participation annually
Quarterly review of diversity in visuals and storytelling
Annual EDI and accessibility training for all staff/freelancers
Regular feedback surveys from audiences/clients about inclusion
6. Communication & Accountability
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The senior leadership fully support this policy.
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The EDI policy is shared with all staff and freelancers, and is publicly available on our website.
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We encourage clients, partners and audiences to share feedback on how inclusive and accessible our work feels.