Support for Employers

Support and resources for people who manage people.

Building a happier, healthier industry for everyone also means providing support for employers and managers who face challenges identified in our Looking Glass research. We know that sometimes you need help to deal with these challenges in the best way.

When employers have resources in place to support their employees, it makes work better for everyone. Talented people feel happier and will be less likely to leave their job (or the industry)  because of stress. By working together, we can create a healthier and more productive workplace.

Black and white photo of two men sat at a coffee table talking through the available support for employers.
This section provides support for employers, managers and others working in the industry by offering useful advice on how to deal with reports of bullying, harassment and discrimination.

It includes a guide to active listening to enable best practices when dealing with a complaint; information on what to do if you witness an incidence of bullying; and a useful guide to what may constitute bullying, harassment and discrimination. Industry professionals widely recognise the BFI/BAFTA Principles and Guidance as the go-to source of support for employers with definitions, advice and guidance on addressing these issues.

Please note: some of these issues are complex and appropriate training is key. You might need support from HR professionals or legal experts to meet your team’s needs. They can provide the necessary support and guidance.

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Access our Whole Picture Toolkit for mentally healthy productions – our free, easy to use resource that supports the mental health and wellbeing of people working at every stage of a production.

In this section, which is aimed at managers, senior leaders, and bystanders (people who may have witnessed an incidence of bullying), you will find an overview of your duty towards employees, information on steps you can take to implement a Bullying and Harassment Policy and a robust reporting process, as well as guidance on how to respond in the moment when a report is brought to you. 

We’ve summed this up with a response that encourages people to ‘Listen, Acknowledge, Act’; deceptively simple steps to help those faced with difficult situations to act humanely and not freeze out of fear of doing the wrong thing. This approach has been developed using behavioural science to create an easy way to help people who are faced with reports of bulling and harassment to:

  • Listen: Make sure the person feels heard, able to share, and not judged. 
  • Acknowledge: Validate their feelings and show you understand the potential meaning of the situation. 
  • Act: Take appropriate steps either in your capacity as a manager, or by passing it on if you’re a bystander. 

Why Listen, Acknowledge, Act is important 

In our Looking Glass ’22 research, when asked how to tackle bullying, harassment, and racism in the industry:

  • 52% of respondents called for better line management or supervisory training. 
  • 45% of those in management roles who had dealt with bullying complaints did not feel appropriately skilled to do so. Two-thirds of this group wanted more line management training, including training targeted specifically at dealing with behavioural complaints.

“Everyone can play a part in tackling bullying and harassment in the film and television industries and contribute to changing the culture which has allowed such behaviour to be tolerated for too long. There is no one solution – what is required is a collective and multi-faceted approach with everyone working together to effect meaningful change.”

We know that faith in reporting instances of bullying and harassment in the industry is low – both in terms of the number of people who feel confident enough to share their concerns with their employer and in terms of how they felt it had been handled and whether they were happy with the outcome.

Prevention is better than cure and our Whole Picture Toolkit for mentally healthy productions and our other wellbeing resources include a wealth of advice about the importance of creating an inclusive working environment, where risk is assessed adequately, people’s mental health is taken seriously, and appropriate support is provided. 

A culture of good communication, clearly defined roles, constructive feedback, and sound onboarding and exit processes all play an important part in creating that environment. Advocating a zero-tolerance approach to bullying, encouraging people to be open about the issues they are dealing with, and supporting colleagues to approach problem-solving collaboratively can all go a long way to de-escalating potential areas of conflict and creating an environment where bullying cannot thrive. 

Our Wellbeing Resources for Employers offers great advice and links to sources of information that could be useful if you need to support a member of staff experiencing poor mental health.

Film & TV Charity Resources

On this page you can download our latest flyers, logos and other Film and TV Charity resources.

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Additional support for you

24-Hour Support Line

Friendly, confidential advice, round-the-clock. From financial guidance to legal advice, we are here for everyone working behind the scenes in film, TV, and cinema.

Access our support line

Mental Wellbeing

Our trained team has lots of experience and can give you quick, discreet advice. We can hep with grief counselling, bullying and harrassment advice and support.

Mental Wellbeing support

Freelancer's Hub

Freelancers face their own unique set of challenges. That’s why we’ve created the Freelancer Wellbeing Hub. It’s especially for people freelancing in film , TV, and cinema — so you should feel right at home

Discover more tools and resources