EDI Policy

Context and Company Ethos:

Safe Sets is a South African based Intimacy Coordination training company and provider of Intimacy Coordinators for Film, Television as associated media in South Africa and globally. As a company founded in South Africa, we acknowledge from a position of experience that intimacy coordination training is prohibitively expensive to few but the very privileged in the Global South and Eastern Europe additionally those for the previously disadvantaged backgrounds who make up the Global majority. In addition, in South Africa, we have a national mandate as a business to apply Broad-based black economic empowerment (BBE) principles to all that we do, which form part of the Government's BBE Empowerment Act, 2003 (as amended).

For context, BBE in South Africa, is a government policy to advance economic transformation and enhance economic participation of Black People (African, 'Coloured' (link to Wiki page to explain the term from a South African Perspective) and Indian People who are South African Citizens) in the South African Economy. Not only do we look to BBE legislation, it is also important to consider the South African film environment - where the average rate for an IC is between $100-$400 a day.

As such, we have always, as a company, sought to find ways to provide training opportunities for people to whom the price of global courses would be prohibitive and be considered a barrier to learning; this would include previously disadvantaged learners, for example those from the global majority, the LGBTQIA+ community, women re-entering the workforce after childbirth and raising children, other career breaks and people looking to have a second career after previous experience in other departments within the film and tv industry.

It was from this position in 2021 we were able to work with Netflix HR EMEA (Europe, Middle East, Africa) to offer a comprehensive intimacy coordinator training course, fully funded, to people with appropriate previous industry experience who would not have otherwise been able to fund their participation in training. During this first outing, we also extended fully funded training to one additional candidate from Brazil and one from India, thus training a cohort of 12, who had all online IC tuition, supplementary courses including MHFA, plus in person training for free, (this included transport, which was arranged, and accommodation).

Following the training they were free to work as intimacy coordinators as they wished, had autonomy over their rates, and had ongoing mentor support from the Safe Sets team. We were able to repeat this in 2022, this time splitting funding between Netflix, Grow Creative and the NFVF (National Film and Video Foundation - South Africa). During this round we trained 6 coordinators from South Africa and one from the Middle East. Again, we followed the same model, all fees and expenses were fully covered for the training. Out of the 7 trainees - 6 out of 7 were either women from the global majority and/or from the LGBTQIA+ community.

In addition to mentorship we have created, for all our previously trained ICs, a global community called, the Hive, where everyone who has trained with the company has access to each other, to pose questions, support each other, and uplift each other as they work in the world of intimacy coordination globally - exchanging ideas from multiple perspectives.

Going forward, Safe Sets is looking to train more people internationally, and where possible will always look to find funding opportunities to continually make our learning space equitable and inclusive for as many people from the global majority, LGBTQIA+ community, and people returning to work as possible, especially those who live and work in countries who are still economically emerging.

If at any point we're unable to secure external funding, looking from an intersectional perspective, our company mandate is to ensure that all cohorts meet the following criteria in either 1, 2 or 3 instances to achieve the percentages of the cohort outlined, at least:

70% of trainees are women

50% of trainees from the Global Majority

40% of the trainees are from the Global South, other economically emerging countries, have high levels of GBV or have been the location of recent wars or conflicts.

30% of trainees are from the LGBTQIA+ community

20% of trainees are neurodiverse (Neurodiverse learning methods and differentiation techniques applied to all learning spaces).

10% of trainees are re-entering the workplace following film/tv industry career break due to having children, health issues, having been in the armed forces, or other reasons.

A 40% scholarship/bursary will be made available to 20% of candidates and 'pay what you' can will also be offered to a further 20% of candidates on each cohort trained, when no external funding is available.

To ensure that we meet our equality and diversity targets, all applicants will be asked to submit an anonymous equality, diversity and inclusion questionnaire at the time of application.

Further Information and Company EDI policy for trainees, trainers and Intimacy Coordinators affiliated to Safe Sets

Safe Sets is committed to encouraging equality, diversity and inclusion among our trainees and core team of Intimacy Coordinators and Teachers, and eliminating unlawful discrimination.

The aim is for our team to be truly representative of all sections of society and as represented by the workforce on set, both in front of and behind the camera, and for each person who engages with us to feel respected and able to present themselves in their authentic voice.

Safe Sets is committed to providing Intimacy Coordinator training courses that are either partially or totally funded (when possible) to give access to learning for diverse members of our society in South Africa, Europe and the rest of the world, where financial status may be a barrier to learning and entering the workforce as an Intimacy Coordinator.

Our policy's purpose

This policy's purpose is to:

1. Provide equality, fairness and respect for all in our team, whether trainees, coordinators or teachers.

2. Not unlawfully discriminate relative to the protected characteristics of:

age
disability
gender reassignment
marriage and civil partnership
pregnancy and maternity
race (including colour, nationality, and ethnic or national origin)
religion or belief
sex
sexual orientation

3. Oppose and avoid all forms of unlawful discrimination. This includes in:

pay and benefits
terms and conditions of employment
dealing with grievances and discipline
dismissal
redundancy
leave for parents
requests for flexible working
selection for employment, promotion, training or other development opportunities
knowledge being shared within the training structure

Our commitments

The organisation commits to:

1. Encourage equality, diversity and inclusion in our industry as they are good practice and represent the spectrum of society in which we live, and enable authentic story telling in the film and tv industry.

2. Create a working and training environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all colleagues are recognised and valued.

This commitment includes training trainers and trainees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include the team conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.

All Intimacy Coordinators and Trainers representing Safe Sets should understand they, as well as Safe Sets, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of their work, against fellow employees, trainees, actors, crew and others they deal with while fulfilling their duties.

3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow ICs, Trainers or Trainees as well as people they come into contact with in the workplace.

Such acts will be dealt with as misconduct under the organisation's grievance or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from any Sexual Harassment Acts, whether in the UK, Euro Zone, South Africa or the rest of the world, which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

4. Make opportunities for training, development and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.

5. Make decisions concerning the team based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).

6. Review employment and training practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law, both in the UK, South Africa and the Euro Zone.

7. Monitor the make-up of the team regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy.

Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, providing access to education and training that are affordable from people from diverse backgrounds, reviewing them annually, and considering and taking action to address any issues.

Agreement to follow this policy

The equality, diversity and inclusion policy is fully supported by the Directors of Safe Sets and forms part of our core mandate.

Our disciplinary and grievance procedures

All grievances or issues should be addressed either to the Directors or Safe Sets, or a member of the senior teaching team.