Could the freelancer you have hired for your production actually be seen as an employee in HMRC's eyes? And why does setting up a Limited Company not necessarily protect you from IR35 tax investigations? In this episode, Keith Arrowsmith speaks with Erin Walls, an accountant with WallsMan Creative, to demystify the tax rules around hiring freelancers versus employees. As an ACA working across the creative sectors, Erin breaks down the criteria that can determine whether HMRC considers someone genuinely self-employed, and how this affects IR35 tax rules.  From the seemingly simple question of whose laptop you use to whether you have a company email address, Erin reveals why the same person could be considered a freelancer for one contract but an employee for another. She explores why production companies often insist freelancers work through Limited Companies, and the grey areas between contractor and employee where many working relationships actually sit.  Erin also gives practical tips about taking the HMRC online test about employment status, and about revisiting rolling contracts that may have initially started as short-term arrangements, but could last for years and create a very different scenario.  The WorkWise for Screen podcast is supported by the BFI, awarding National Lottery Funding. This episode covers: Why production companies may insist on working only with Limited Companies IR35 explained: what HMRC looks for beyond contract wording The holistic test: equipment, email addresses, set hours, and sick days The online HMRC test Practical steps for production companies CHAPTER MARKERS (00:00) Introduction to Workwise for Screen Podcast (02:25) Understanding Freelancers and Limited Companies (04:06) The IR35 Legislation Explained (05:25) HMRC's Approach to Contractor vs Employee (07:27) Mitigating Risks and Ensuring Compliance (10:14) Practical Steps for Compliance (16:54) Conclusion and Resources LINKS WorkWise for Screen: https://www.workwiseforscreen.org.uk/  Keith Arrowsmith: https://www.linkedin.com/in/keitharrowsmith/  Tacita Small: https://www.linkedin.com/in/tacitasmall/  BFI: https://www.bfi.org.uk/  National Lottery: https://www.national-lottery.co.uk/  Erin Walls: https://www.linkedin.com/in/erin-achilleas-walls-aca-00aa4317/  WallsMan Creative: https://creative.accountants/  HMRC Employment Status Test: https://www.gov.uk/guidance/check-employment-status-for-tax  HMRC IR35 Guidance: https://www.gov.uk/guidance/understanding-off-payroll-working-ir35  WorkWise PAYE and NIC Resources: https://www.workwiseforscreen.org.uk/en/topics/management/modules/module/resources/taxation-of-employees-paye-nic  WorkWise IR35 and Freelancer Definitions: https://www.workwiseforscreen.org.uk/en/topics/management/modules/module/resources/what-is-ir35  https://www.workwiseforscreen.org.uk/en/topics/management/modules/module/resources/definition-of-a-freelancer ⁠

How do you bring a talented producer from Australia or a specialist consultant from Sweden to work on your UK production? And just how complex is the visa process for people from another country hoping to work in the UK screen industry? In this episode, Keith Arrowsmith and Tacita Small speak with Sally McEwen, an immigration law specialist at OTB Legal, to demystify the UK visa system. With 19 years of experience and Level 2 accreditation, Sally breaks down the visa application routes available to employers and freelancers, from skilled worker visas for producers and directors to creative worker licenses for makeup artists and costume designers. Sally explains why the screen sector has unique advantages but also faces increasing scrutiny as immigration becomes a hot political topic. She explores the difference between sponsoring employees versus working with global talent visa holders, and why getting job descriptions exactly right is critical to comply with Home Office rules. From the importance of budgeting to the surprisingly long timelines involved, this conversation provides guidance for navigating one of the most complex and constantly changing areas of screen industry operations. The WorkWise for Screen podcast is supported by the BFI, awarding National Lottery Funding. This episode covers: The two main visa routes for screen sector: skilled worker and creative worker visas Realistic timelines: why you need to think in months, not days or weeks Why legal fees are minimal compared to the cost of getting it wrong The human impact: remembering real people and families behind every application CHAPTER MARKERS (00:00) Introduction with Keith and Tacita (01:03) Understanding Visa Requirements (02:41) Sponsorship and Visa Types (05:13) Global Talent Visa Explained (07:27) Visa Application Timelines and Costs (09:30) Challenges and Responsibilities in Visa Processes (13:39) Common Pitfalls and Compliance (22:01) Conclusions with Keith and Tacita LINKS WorkWise for Screen: https://www.workwiseforscreen.org.uk/  Keith Arrowsmith: https://www.linkedin.com/in/keitharrowsmith/  Tacita Small: https://www.linkedin.com/in/tacitasmall/  BFI: https://www.bfi.org.uk/  National Lottery: https://www.national-lottery.co.uk/  Sally McEwen: https://www.linkedin.com/in/sally-mcewen-77648b27/  OTB Legal: https://www.otb-legal.co.uk/  UK Home Office Immigration Rules: https://www.gov.uk/guidance/immigration-rules  PACT (Producers Alliance for Cinema and Television): https://www.pact.co.uk/  Arts Council England: https://www.artscouncil.org.uk/ 

What happens when a group of university friends builds a successful games studio, and when the company grows, they need to transform friendship dynamics into professional practices? And how do you introduce HR processes, performance reviews, and organisational hierarchy without losing the magic that made the business work in the first place? In this episode, Keith Arrowsmith and Tacita Small speak to David White, People and Culture Manager at Junkfish, about the challenges of joining an established startup built by friends. Junkfish is an independent games development studio based in the UK and Singapore. Arriving at the ten-year mark, David faced the task of bringing definition, structure, and professional maturity to a business that had thrived on informal relationships. From conducting individual interviews with every team member to define a company-wide vision, to creating behavioural charts across seven categories, David shares how he helped translate what existed organically into a universal language suitable for sustained growth. He explores managing bias when line managers are best friends with their reports, the importance of active listening, and why value-based interviewing helps protect cherished startup culture while welcoming outsiders. With honest insights about managing bias and creating clear boundaries, this conversation provides a roadmap for creative businesses navigating the transition from informal to professional without losing their soul. The WorkWise for Screen podcast is supported by the BFI, awarding National Lottery Funding. This episode covers: Defining mission, vision, values, and organisational identity for the first time Managing bias when managers are friends with their team members Translating informal practices into formal policies and processes Active listening and meeting people where they're at during times of change The problem of people wearing multiple hats and creating clear boundaries (00:00) Introduction to Workwise for Screen Podcast with Keith and Tacita (01:44) Introducing David White from Junkfish (03:28) Defining Roles and Responsibilities in a Startup (07:14) Building a Professional Culture (09:46) Implementing Behavioral Standards (11:57) Managing Change and Communication (18:08) Conclusions with Keith and Tacita LINKS WorkWise for Screen: https://www.workwiseforscreen.org.uk/ Keith Arrowsmith: https://www.linkedin.com/in/keitharrowsmith/ Tacita Small: https://www.linkedin.com/in/tacitasmall/ BFI: https://www.bfi.org.uk/ National Lottery: https://www.national-lottery.co.uk/ David White: https://www.linkedin.com/in/david-white-hr/?originalSubdomain=uk  Junkfish: https://www.junkfish.net/

When should you ask someone to sign an NDA? And how do you make sure it protects your business without silencing legitimate concerns? In this episode, Keith Arrowsmith speaks with Peter Adideron from Pail Solicitors about one of the most misunderstood tools in the screen industries: the non-disclosure agreement. From protecting scripts and budgets to safeguarding personal health information on Call Sheets, Peter explains why tailored, proportionate NDAs are essential for creative businesses while warning against their misuse as weapons to stifle whistleblowing. Peter breaks down the two categories NDAs should protect, firstly creative commercial material and secondly personal private matters. He explores why a runner shouldn't sign the same NDA as a casting director, and why proactive, clear drafting prevents costly disputes down the line. From the importance of proper translation for non-English speakers to allowing for disclosures of wrongful conduct, this conversation provides guidance on how to put together an NDA which is used to protect creativity, commercial activity and privacy, rather than to attack or intimidate. The WorkWise for Screen podcast is supported by the BFI, awarding National Lottery Funding. The two categories NDAs protect: creative commercial material and personal private matters Why NDAs must be tailored to different roles and access levels Protected disclosures: what NDAs cannot and must not cover The importance of proportionate, clear, plain English drafting Proactive vs reactive approaches to legal agreements When mediation and conversation can prevent disputes CHAPTER MARKERS (00:00) Introduction with Keith Arrowsmith  (02:37) The Types of Information Protected by Non-Disclosure Agreements (NDAs) (06:24) Misuse and Limitations of NDAs (08:19) International Considerations of NDAs (10:29) Fairness and Proactive Legal Approaches (12:51) When Mediation is Needed (17:47) Conclusions with Keith Arrowsmith LINKS WorkWise for Screen: https://www.workwiseforscreen.org.uk/  Keith Arrowsmith: https://www.linkedin.com/in/keitharrowsmith/  Tacita Small: https://www.linkedin.com/in/tacitasmall/  BFI: https://www.bfi.org.uk/  National Lottery: https://www.national-lottery.co.uk/  Peter Adediran: https://www.linkedin.com/in/peteradediran/  Pail Solicitors: https://pailsolicitors.co.uk/  ACAS Guidance on Settlement Agreements: https://www.acas.org.uk/  Public Interest Disclosure Act (PIDA) Information: https://www.legislation.gov.uk/ukpga/1998/23/contents

How do you combat the isolation of freelance work when your entire industry runs on short-term contracts? And what can we learn from "considerate constructors" about treating our crews with the care they deserve? Sara Putt, founder of Sara Putt Associates and Chair of BAFTA, joins Keith Arrowsmith and Sally Bendtson to explore how to build a community that breaks down the isolation experienced by both freelancers and company leaders in the screen industries. With 35 years of experience as an agent and with her leadership roles at BAFTA and the Film and TV Charity, Sara brings unparalleled perspective on the challenges facing our rapidly changing sector. From the tangible benefits of networking events where opportunities are created and shared, to bridging the soft skills gap that leaves talented people struggling to manage large teams, Sara discusses the challenges facing the freelance backbone of our industry - and why she is positive about the future.  With insights ranging from French three-course film lunches to the potential return of eight-hour workdays, this conversation explores what it means to create sustainable, inclusive careers in the screen industry while maintaining the creativity and storytelling that defines our work. The WorkWise for Screen podcast is supported by the BFI, awarding National Lottery Funding. The isolation of freelance work, and why community building matters. Creating tangible employment opportunities through networking and collaboration. Remote technologies as tools for accessibility and regional inclusion. The soft skills gap: management training and professional development beyond technical skills Learning from other industries.  Business cases for inclusive practices and the role of CIISA standards CHAPTER MARKERS (0:00) Introduction with Sally Bendtson and Keith Arrowsmith (01:50) Challenges and Changes in the Industry (02:53) Building Resilience and Community (04:45) The Role of Freelancers and Building Relationships (09.53) The Importance of Soft Skills (13:48) Learning from Other Industries and Countries (23:13) Conclusion with Sally Bendtson and Keith Arrowsmith LINKS WorkWise for Screen: https://www.workwiseforscreen.org.uk/ Keith Arrowsmith: https://www.linkedin.com/in/keitharrowsmith/ Sally Bendtson: https://www.linkedin.com/in/sallybendtson/ Limelight HR: https://limelighthr.co.uk/ BFI: https://www.bfi.org.uk/ National Lottery: https://www.national-lottery.co.uk/ Sara Putt: https://www.linkedin.com/in/saraputt/ Sara Putt Associates: https://www.saraputtassociates.co.uk/ BAFTA: https://www.bafta.org/ The Film and TV Charity: https://www.filmtvcharity.org.uk/Creative UK: https://www.wearecreative.uk/

How do you build career paths and lasting teams in an industry built on short-term contracts? And what happens when traditional employment structures disappear, even at institutions like the BBC? In this episode recorded at our Sheffield event, Dr Amit Patel is joined by Daniel Pearl, Creative Director at Lion Television, the company behind hit series such as Castaway, Britain's Biggest Dig and Horrible Histories. Daniel discusses the challenges of creating career stability and growth opportunities in today's fragmented screen industry where "everyone's a freelancer" and there is a lack of structured career progression. Daniel discusses the reality facing creative leaders today, from receiving dozens of daily emails from people seeking work to witnessing talented professionals leave the industry entirely. He reveals how Lion Television, as part of the All3Media group, attempts to impose structure through longer contracts, cross-project team movement, and hands-on training opportunities, giving people real decision-making experience rather than just theoretical training. The conversation explores practical approaches to talent retention, the loneliness of freelance work, and why creating connections between projects can make all the difference to both individual careers and business sustainability. The WorkWise for Screen podcast is supported by the BFI, awarding National Lottery Funding. This episode covers: The reality of industry fragmentation and loss of traditional career structures How longevity has become a key strategic focus for sustainable production companies Making freelancers feel valued through longer contracts and cross-project movement  Hands-on training approaches: learning by doing rather than formal schemes  Practical approaches to creating career paths within production companies CHAPTER MARKERS (00:00) Introduction with Keith Arrowsmith (01:47) The lack of Career Structure in the TV Industry (03:31) Creating a Positive Workplace at Lion Television (05:57) Training and Retaining Talent (07:09) Diversity and Emerging Talent (08:33) Conclusion and Resources LINKS WorkWise for Screen: https://www.workwiseforscreen.org.uk/ Keith Arrowsmith: https://www.linkedin.com/in/keitharrowsmith/ Tacita Small: https://www.linkedin.com/in/tacitasmall/ BFI: https://www.bfi.org.uk/  National Lottery: https://www.national-lottery.co.uk/  Daniel Pearl: https://www.linkedin.com/in/daniel-pearl-168a2132/  Lion Television: https://www.liontv.com/  All3Media: https://www.all3media.com/

What's the difference between recruiting in a rush and recruiting with purpose? And why does treating candidates with respect matter just as much as finding the right skills? In this episode recorded at our Sheffield event Dr. Amit Patel is joined by Sally Bendtson, the founder of Limelight HR. With years of experience helping Screen Industry businesses build better teams, Sally breaks down why clarity and honest communication is crucial for a successful recruitment process. From painting an authentic picture of why someone should want to work with you to making sure you don’t waste candidates' time, Sally shares practical insights into how to offer a recruitment process that works for both employers and applicants and will protect your company’s reputation. With advice about not overselling roles, following through on promises, and avoiding making decisions under pressure, this conversation provides a roadmap for recruitment processes that builds great teams. The WorkWise for Screen podcast is supported by the BFI, awarding National Lottery Funding. THIS EPISODE COVERS Why clarity about what you need beats recruiting under pressure Being respectful of candidates' time and building an industry reputation Moving beyond familiar networks to find diverse talent Creating compelling reasons for people to want to work with you Following through on promises made during recruitment Practical resources for small businesses without dedicated HR support CHAPTER MARKERS (00:00) Introduction with Keith Arrowsmith (01:29) Finding the Right People for Your Team (02:29) Respect and Efficiency in the Recruitment Process (03:34) Attracting New Talent: Building a Compelling Workplace (04:35) Maintaining a Positive Work Culture Post-Recruitment (06:05) Workwise for Screen Resources (07:22) Conclusions with Keith Arrowsmith LINKS WorkWise for Screen: https://www.workwiseforscreen.org.uk/ Keith Arrowsmith: https://www.linkedin.com/in/keitharrowsmith/ Tacita Small: https://www.linkedin.com/in/tacitasmall/ BFI: https://www.bfi.org.uk/ National Lottery: https://www.national-lottery.co.uk/ Sally Bendtson: https://www.linkedin.com/in/sallybendtson/ Limelight HR: https://limelighthr.co.uk/about/

What happens when someone who's always felt like an outsider builds a company that wins "Best Place to Work" not once, but twice? And how do you create an environment where genuine care for your team becomes your competitive advantage? In this episode recorded at our live Sheffield event, Amit Patel is in conversation with Steve Wynne, the CEO of production company Strawberry Blond, to explore how unconventional leadership can build extraordinary workplace culture. From his working-class roots near Liverpool to founding a production company that prioritizes people over profit margins, Steve shares how questioning "the way things have always been done" led to sustainable success. Steve reveals why he refuses to accept 12-hour shoots and how his team's recognition means more than any industry accolade.  The WorkWise for Screen podcast is supported by the BFI, awarding National Lottery Funding. What it means to win workplace awards based on team feedback Challenging industry norms around working hours and production culture Why looking after junior team members should be a priority The relationship between team wellbeing and business success The value of questioning established practices Chapter Markers (00:00) Introduction with Keith Arrowsmith (01:41) Strawberry Blonde's Best Place to Work Award (02:17) Creating a Positive Company Culture (04:02) Challenging Industry Norms (08:32) The Role of Workwise for Screen (11:16) Conclusion and Final Thoughts with Keith Arrowsmith LINKS WorkWise for Screen: https://www.workwiseforscreen.org.uk/ Keith Arrowsmith: https://www.linkedin.com/in/keitharrowsmith/ Tacita Small: https://www.linkedin.com/in/tacitasmall/ BFI: https://www.bfi.org.uk/ National Lottery: https://www.national-lottery.co.uk/ Steve Wynne: https://www.linkedin.com/in/wynnesteve/  Strawberry Blond TV: https://www.strawberryblond.co.uk/ 

What's the difference between an employee, a worker, and a freelancer? And why does getting this classification wrong from the start risk costly consequences for your business? In this bonus episode recorded at the 2025 Develop Brighton Event, we hear from Adam McGlynn, an Employment Associate at the legal firm Mishcon de Reya. He breaks down one of the most fundamental yet complex areas every creative business must navigate, understanding employment status and getting working classifications right from day one. Adam cuts through the legal complexity to explain the practical implications of each employment classification. On one end of the scale, employees have various rights you need to consider, but you are able to exercise a lot of control over how they work. At the other end of the scale, employing freelancers gives you maximum flexibility when it comes to payment structures, but you can’t exercise as much control over their work and there are intellectual property considerations that often catch businesses off guard. With the UK's unique three-tier system of employee, worker, and self-employed creating both opportunities and pitfalls, this conversation provides essential clarity for anyone hiring talent in the screen industries. From HMRC visits and potential criminal charges for tax miscategorisation, to the upcoming Employment Rights Bill changes under the Labour government, Adam shares why getting these fundamentals right isn't just about legal compliance, it's about creating sustainable, fair working relationships that protect both businesses and the people they work with. The WorkWise for Screen podcast is supported by the BFI, awarding National Lottery Funding. This episode covers: The three employment classifications and what rights come with each Control vs flexibility: understanding the trade-offs in different arrangements Tax law vs employment law: why they're different and both matter The Equality Act: when it applies and practical approaches to reasonable adjustments The upcoming Employment Rights Bill changes and preparing for reform Chapter Markers (00:00) Introduction with Keith and Tacita (01:25) Understanding Employment Types (03:10) Freelancers and Flexibility (04:47) Tax Implications and Legal Considerations (06:55) Equality and Diversity in Recruitment (09:02) Best Practices for Recruitment and Onboarding (11:34) Conclusions with Keith and Tacita LINKS WorkWise for Screen: https://www.workwiseforscreen.org.uk/ Keith Arrowsmith: https://www.linkedin.com/in/keitharrowsmith/ Tacita Small: https://www.linkedin.com/in/tacitasmall/ BFI: https://www.bfi.org.uk/ National Lottery: https://www.national-lottery.co.uk/ Adam McGlynn: https://www.linkedin.com/in/adam-mcglynn/  Mishcon de Reya: https://www.mishcon.com/ HMRC Employment Status Guidance: https://www.gov.uk/government/collections/employed-or-self-employed  

How do you move beyond just getting people a foot in the door in the Screen Industry to helping them build meaningful, lasting careers? And how does a different attitude to lifelong learning help leadership to navigate changes in the industry?  In this episode, Arit Eminue, a talent and inclusion specialist and former founder of Diva Apprenticeships, joins Keith Arrowsmith and Tacita Small to talk about her journey from supporting over 2,000 individuals from underrepresented backgrounds into media roles, to now focusing on talent retention, development, and progression at leadership level. Arit tells us about her experience at Diva Apprenticeships, including why she worked so hard to change perceptions around apprenticeships, and why she believes skills trump qualifications in recruitment. She also talks about why she chose to challenge the apprenticeship minimum wage, and how that can impact the talent pool available to recruiters.  Arit also shares insights from her current work, including why we shouldn’t be afraid of using AI, why learning agility matters more than traditional education, and how transparency and human connection remain crucial even as technology transforms how we work. The WorkWise for Screen podcast is supported by the BFI, awarding National Lottery Funding. This episode covers: Breaking down biases around apprenticeships vs traditional education paths Why skills and attitudes matter more than qualifications in recruitment Fair pay for apprentices and why it matters for diversity The role of AI in recruitment and seeing it as a tool, not a threat.  Learning agility as a lifelong skill for everyone to prepare teams for technological change and the future of work. Chapter Markers (00:00) Introduction with Keith and Tacita (01:46) Diva Apprenticeships: Breaking Barriers (03:29) Challenges and Successes in Apprenticeships (05:18) Apprenticeships vs. Internships (09:10) The Role of AI in Recruitment (15:02) Fair Wages and Valuing Apprentices (18:17) Continuous Learning and Industry Evolution (20:55) Conclusions with Keith and Tacita WorkWise for Screen: https://www.workwiseforscreen.org.uk/  Keith Arrowsmith: https://www.linkedin.com/in/keitharrowsmith/  Tacita Small: https://www.linkedin.com/in/tacitasmall/  BFI: https://www.bfi.org.uk/  National Lottery: https://www.national-lottery.co.uk/  Arit Eminue: https://www.linkedin.com/in/ariteminue/  National Film and Television School (NFTS): https://nfts.co.uk

How do you hire the right person for your team? And once you've found them, how do you set them up for success from day one? This is a Bonus episode recorded live at the Develop:Brighton event in July 2025. In this episode, Leon Killin, Strategic People Consultant at BalancePatch, discusses the practicalities of hiring in today's games industry landscape.  Leon explains why successful hiring isn't just about matching skills on paper, it's also about finding what's missing from your current team and cultivating diversity of thought and perspective. From tackling unconscious bias to reimagining interview processes, he shares practical strategies for creating more inclusive hiring practices that benefit everyone. Leon emphasizes that successful hiring doesn’t end with recruitment, but that equal care should be put into onboarding. He says that integration into a team shouldn't be a one-day event, but an ongoing journey of building belonging and legacy within your organisation. The WorkWise for Screen podcast is supported by the BFI, awarding National Lottery Funding. Why hiring isn't just about replicating what you already have Building diverse interview panels that create better outcomes Making reasonable adjustments to get the best out of candidates  The role of AI in recruitment - friend or foe? Why onboarding is a long process, not a day-one event Chapter Markers (00:00) Introduction with Keith and Tacita (01:45) Finding the Right Talent in the Games Industry (03:32) Addressing Bias in Recruitment (06:12) Creating an Inclusive Interview Process (07:06) Leveraging AI in Recruitment (08:47) The Importance of Onboarding (11:51) Conclusions with Keith and Tacita

What does fair pay truly mean in the screen industry? And how does aligning pay standards with living wage benchmarks contribute to a more inclusive and diverse workplace? In this episode Lianna Etkind from the Living Wage Foundation and Melanie Iredale from Reclaim The Frame join Keith Arrowsmith and Tacita Small to discuss the importance of fair pay as a foundation for an inclusive and sustainable industry. They break down how the Statutory Living Wage differs from the Real Living Wage, what this can mean for freelancers and ancillary workers, and the consequences to the wider industry of paying low or no wages. They explore challenges related to low pay, transparency in wages, and the disparity faced by marginalised communities, especially women and non-binary workers.  Lianna and Melanie share practical steps for employers to implement fair pay practices and stress that positive steps can be taken by signing up to the Real Living Wage, even if it is a phased process over time. The WorkWise for Screen podcast is supported by the BFI, awarding National Lottery Funding. This episode covers: What the Real Living Wage means and how it is calculated. How the rules around pay can be different for freelancers.  The disparity faced by marginalised communities, especially women and non-binary workers.  How challenges related to low pay can affect the makeup of the industry. How signing up to the real living wage in contracts, even if it is a phased process, is a positive step. Chapter Markers (00:00) Introduction with Keith and Tacita (02:41) Lianna and Melanie’s background and work (05:19) The definition of Fair Pay (06:05) How Fair Pay overlaps with gender equity (10:03) The difference between Real Pay, Fair Pay and the National Minimum Wage (11:10) How this affects  Freelancers (13:17) Misconceptions and challenges around fair pay  (17:23) Positive trends  (19:33) Conclusions with Keith and Tacita

What really makes a set safe? In this episode, we speak with Samantha Wainstein, Chair of the Mark Milsome Foundation, about the pressing realities of health and safety in UK film and TV. Following the tragic, preventable death of camera operator Mark Milsome in 2017, the Foundation has worked to challenge industry norms and advocate for safer working conditions. Samantha shares why safe sets are calm sets, what simple things every employer can do to protect their crew, and how cultural change is just as critical as compliance. From visible signposting and risk assessments to tackling overwork and fear of speaking up - this is a powerful conversation about responsibility, culture and care on set. The WorkWise for Screen podcast is supported by the BFI, awarding National Lottery Funding. This episode covers: What a safe set really looks like in practice The legal (and moral) duty of care for employers Why "everyone is responsible", but leadership must lead by example The importance of proper planning, rest, and respecting turnaround times Speaking up: how to build a culture of openness and collective responsibility How tools like the Safety Passport are changing the landscape Chapter Markers (00:00) Introduction and Understanding On-Set Safety Challenges (03:01) Samantha’s work at the Mark Milsome Foundation (04:23) Principles of a Safe Set (06:49) Employer Responsibilities and Legal Obligations (10.54)  Ensuring People Feel Able to Speak Up (13:23) Tiredness and Work Safety (16:06) Future of Health and Safety in the Industry (20:51) Keith and Tacita’s Conclusions

In this episode, Principal Research Fellow Jonny Gifford from the Institute of Employment Studies joins Keith and Tacita to explore the long-term value of embedding fair, inclusive and sustainable working practices in the screen industry. They discuss why “good work” looks different for everyone, the role of people management in smaller companies, and how leaders can move beyond short-term fixes to create workplaces where people genuinely thrive. From rethinking recruitment to managing workloads, Jonny shares practical, research-led insights into how small shifts can lead to lasting impact - even if the benefits aren't immediately visible.  The WorkWise for Screen podcast is supported by the BFI, awarding National Lottery Funding. This episode covers: What “good work” really means and why it’s not one-size-fits-all The long-term business benefits of fair and sustainable working practices Why equality in recruitment and managing workloads matters more than ever  The role of managers in shaping day-to-day work culture Practical ways to move beyond the “little black book” approach to hiring  Chapter Markers 00:00 Introduction to the Workplace for Screen Podcast 04:28 Defining Good Work 06:33 Core areas of Good Work 11:15 Challenges in small organisations 15:29 Measuring success beyond profit 16:43 Encouraging honest dialogue 19:10 Broadening talent pools 22:17 Conclusion and final thoughts LINKS WorkWise for Screen: https://www.workwiseforscreen.org.uk/en Keith Arrowsmith: https://www.linkedin.com/in/keitharrowsmith/ Tacita Small: https://www.linkedin.com/in/tacitasmall/ BFI: https://www.bfi.org.uk/ National Lottery: https://www.national-lottery.co.uk/ Jonny Gifford: https://uk.linkedin.com/in/jonnygifford Institute for Employment Studies: https://www.employment-studies.co.uk/

What does transparency really mean in production? And how do we make it more than just a buzzword? In this episode, Elizabeth Peyton-Jones - founder of Talent Trust - an organisation that helps productions create safer, more inclusive sets through anonymous, real-time crew feedback - joins Keith Arrowsmith and Tacita Small to break down why transparency, preparation, and communication are essential ingredients in creating psychologically safe and inclusive working environments on set.  They explore how small missteps at the start of a project can lead to silence, burnout, and costly fallout later on, and why data-driven insights matter when it comes to supporting diverse crews and creating a culture of trust. With plentiful experience and evidence gathered from anonymous surveys, Elizabeth shares practical steps production teams can take from the hiring process to the wrap party - to ensure teams feel heard, protected, and proud of the projects they’re part of. The WorkWise for Screen podcast is supported by the BFI, awarding National Lottery Funding. This episode covers: What transparency really means in screen work How miscommunication early on erodes trust and morale How Talent Trust uses anonymous feedback to improve productions in real-time Why inclusive hiring is just the beginning - and what comes next LINKS WorkWise for Screen: https://www.workwiseforscreen.org.uk/en Keith Arrowsmith: https://www.linkedin.com/in/keitharrowsmith/ Tacita Small: https://www.linkedin.com/in/tacitasmall/ BFI: https://www.bfi.org.uk/ National Lottery: https://www.national-lottery.co.uk/ Elizabeth Peyton-Jones:  https://uk.linkedin.com/in/elizabeth-peyton-jones-4599a331 Talent Trust: https://www.talenttrustservices.com/ Chapter Markers 00:00 Introduction to Workwise for Screen Podcast 01:00 The Importance of Transparency in Governance and HR 03:24 Challenges in the screen industry 03:57 The role of Talent Trust 05:20 Complexities in the Screen Sector 07:26 Psychological safety and production practices 12:09 Feedback mechanisms and their impact 18:40 Diversity and Inclusion in Productions 21:21 Conclusion and key takeaways 23:34 Closing remarks and contact information

In this bonus episode of the WorkWise for Screen podcast, we bring you highlights from our recent live event, featuring Leanne Murphy - Employment and Equality Solicitor at Rosemary Connolly Solicitors. She shares practical advice on how small to medium-sized businesses in Northern Ireland can legally protect themselves by investing in solid HR foundations early on. From understanding the difference between freelancers, workers and employees, to navigating free legal resources and policy templates, Leanne breaks down what every screen employer should know. She also highlights the legal obligations that apply to any production taking place in Northern Ireland - crucial knowledge for producers working across the UK. The WorkWise for Screen podcast is supported by the BFI, awarding National Lottery Funding. This episode covers: Low-cost HR resources for NI-based businesses Why written contracts and clear policies matter The importance of training, annual policy reviews and duty of care How NI employment law differs from the rest of the UK and what producers should consider when filming there  Outlines expected changes under the proposed Employment Rights Bill LINKS WorkWise for Screen: https://www.workwiseforscreen.org.uk/en Keith Arrowsmith: https://www.linkedin.com/in/keitharrowsmith/ Tacita Small: https://www.linkedin.com/in/tacitasmall/ BFI: https://www.bfi.org.uk/ National Lottery: https://www.national-lottery.co.uk/ Leanne Murphy: https://uk.linkedin.com/in/leanne-murphy-388bb047 Rosemary Connolly Solicitors: https://www.solicitorsni.net/ Chapter Markers 00:00 Introduction to Workwise for Screen Podcast 01:13 Setting the stage: Legal protection for your business 01:18 HR Structures and resources in Northern Ireland 05:59 Understanding employment status: freelancers vs. employees 09:26 Importance of clear policies and procedures 12:18 Upcoming changes in employment law 16:20 Workwise for Screen: a valuable resource 19:50 Conclusion and call to action

Has the area of post-production been overlooked when we talk about safe and fair working conditions in the screen industry? In this episode, Tacita Small and Keith Arrowsmith sit down with Amelia Knott, Human Rights Specialist for the TV industry Human Rights Forum, to explore how to improve working conditions once filming has wrapped.  From working for long hours with few breaks, to working with sensitive or disturbing material, to the pressures of shrinking budgets, Amelia shares some tips to create a culture where everyone working in post-production, including people in ancillary roles, feels comfortable to raise issues and speak up.  The WorkWise for Screen podcast is supported by the BFI, awarding National Lottery Funding. This episode covers: The right to health in post-production, including mental and physical wellbeing and the right to family life Working with traumatic or sensitive content The pressures facing the industry and how these can impact individuals The challenge of championing creativity without forgetting about safeguarding  Making sure everyone on a production works in fair and safe conditions, including ancillary workers like security guards.  Introduction to Amelia Knott and her work in the area of human rights, and the specific challenges involved with working in post production, from physical wellbeing to working with sensitive content. (0.00-08.15) The pressures facing production companies, insecure working environments and how to consider the wellbeing of ancillary workers on a project while balancing the need to champion art and creativity. (08.15-13.11) Amelia gives examples of a positive working culture where nobody is forgotten and a culture is created where everyone feels valued and able to raise issues. (13.11-end) Chapter Markers (00:00) Introduction with Keith and Tacita (01:51) Amelia’s background and the human rights lens (05:00) The human rights issues we see in post-production (10:00) The pressures facing the post-production industry (12:38) Considering everyone who is at risk on a project (14:55) Creating a culture where everyone can raise issues (18:12) Examples of good working practices to foster trust  (21:34) Conclusions with Keith and Tacita LINKS WorkWise for Screen: https://www.workwiseforscreen.org.uk/en Keith Arrowsmith: https://www.linkedin.com/in/keitharrowsmith/ Tacita Small: https://www.linkedin.com/in/tacitasmall/ BFI: https://www.bfi.org.uk/ National Lottery: https://www.national-lottery.co.uk/ Amelia Knott: https://www.linkedin.com/in/amelia-knott-897a722/  TV Industry Human Rights Forum: https://www.tvhumanrights.org/

For this episode, we took Workwise for Screen on the road to Belfast - bringing together people across production, HR, law and support services to ask how we can better support the workplace conditions across the UK screen industry. In this episode, Michelle Walsh, Head of Production at Stellify Media - an award-winning unscripted production company committed to telling human stories - shares candid insights on why the company's strong values around wellbeing and trust start with leadership. She also speaks honestly about the importance of integrating freelancers within their work practices and how she’s working towards creating fairer, more supportive workplaces for everyone. The WorkWise for Screen podcast is supported by the BFI, awarding National Lottery Funding. This episode covers: How social connection and small gestures build stronger, happier communities The importance of one-on-one check-ins and why skipping them isn't an option Juggling tight deadlines while still leading with empathy Episode Topics Introductions for this special episode recording live in Belfast, guest Michelle Walsh, Head of Production at Stellify Media, maximising efficiency from employees through building a happy, sociable workplace culture and by extending trust and flexibility to employees. (00:00 - 06:02) The importance of regular, open communication in the workplace, strategies for making freelancers feel included and balancing wellbeing with the pressure of busy productions. (06:02 - 09:09) How training and skills development can help people to stay motivated, and how WorkWise for Screen is an opportunity to share valuable expertise. The episode closes with conclusions from the hosts. (09:09 -  to end) Chapter Markers (00:00) Introduction with Tacita and Keith (01:43) Michelle’s background and trusting employees (04:34) Strategies for team bonding (06:02) How to make Freelancers feel part of the company (07:09) Meeting the needs of staff vs production pressures (09:09) How to keep the team motivated (09:50) Skills development for staff and freelancers (11:21) Working on the docudrama “Titanic Sinks Tonight” (14:20) What can we learn from Workwise (15:11) Conclusions with Tacita and Keith LINKS WorkWise for Screen: https://www.workwiseforscreen.org.uk/en Keith Arrowsmith: https://www.linkedin.com/in/keitharrowsmith/ Tacita Small: https://www.linkedin.com/in/tacitasmall/ BFI: https://www.bfi.org.uk/ National Lottery: https://www.national-lottery.co.uk/ Michelle Walsh: https://uk.linkedin.com/in/michelle-walsh-a9278723a Stellify Media: https://uk.linkedin.com/company/stellifymedia

This bonus episode, recorded live in Belfast, explores how we can better support workplace conditions across the UK screen industry - from production and HR to legal and support services. This time we’re joined by HR consultant and executive coach Mairéad Regan. She shares her deep experience working across both in-house and freelance sectors in the screen industries. With a focus on fair, inclusive and effective hiring.  The WorkWise for Screen podcast is supported by the BFI, awarding National Lottery Funding. This episode covers: Why job descriptions need regular reviewing Structuring interviews to minimise bias and ensure fairness Creating safe work cultures The importance of seeking legal advice early  Episode Topics Introductions for this special episode recording live in Belfast, guest Mairéad Regan, HR consultant and coach shares practical guidance on recruitment, broadening talent pools and emphasises the importance of safe and open workplace cultures. (00:00 - 08:35) The importance of foundational HR practices, inclusive recruitment partnerships and internal accountability through D&I training. (00:08:35 - 00:14:05) WorkWise for Screen as a valuable and growing resource, the need for greater flexibility in working practices. the episode closed by inviting listeners to explore the platform. (00:14:10 -  to end) Chapter Markers (00:00) Introduction with Tacita and Keith (01:47) Mairéad Regan’s background as an HR Consultant and Executive Coach in the Screen Industry (02:43) Getting the fundamentals in place when recruiting and setting the right expectations from the start (04:52) Ensuring you have an environment where people feel safe to speak up (05:32) How to make roles more suitable for people who have outside responsibilities (08:35) How companies can attract talent from underrepresented groups (10:49) Advice and useful resources for small companies (14:06) The resources available at WorkWise and the importance of networks (14:59) Conclusions with Tacita and Keith LINKS WorkWise for Screen: https://www.workwiseforscreen.org.uk/en Keith Arrowsmith: https://www.linkedin.com/in/keitharrowsmith/ Tacita Small: https://www.linkedin.com/in/tacitasmall/ BFI: https://www.bfi.org.uk/ National Lottery: https://www.national-lottery.co.uk/ Mairéad Regan: https://uk.linkedin.com/in/mairead-regan-165a153a MR Coaching: https://mrcoaching.co.uk/

How do we build a creative industry that not only finds talent - but actually holds onto it? In this episode, Tacita Small and Keith Arrowsmith sit down with Mel Rodrigues, Chief Executive at Creative Access and Vice Chair at Women in Film and TV, to explore how we create space for people to thrive. From supporting mid-career professionals to sharing how meaningful inclusion, mentorship, and better leadership can shape a stronger, more sustainable industry for everyone. The WorkWise for Screen podcast is supported by the BFI, awarding National Lottery Funding. This episode covers: The power of mentorship Avoiding box-ticking exercises and hiring authentically instead How to retain talent Hiring people with potential, over perfection Advice for leaders who want to do better Episode Topics Introductions into Mel Rodrigues, passion leading you to unexpected careers, skills helping in other fields, family expectations and how leadership means embracing uncertainty. (00:00 - 05:05) Valuing potential over perfection when hiring, especially for emerging talent, discovering the importance of seeking diverse perspectives and understanding how tokenism demotivates and wastes valuable talent. (05:05 - 09:15) Starting with focused and meaningful actions as a small business, the big difference that salary transparency can make, the importance of checking pay equity. (09:15 - 12:25) Connecting with Creative Access, why mid-career pros leave and valuing inclusion. (12:25 - 18:15) Everyone’s career is different, how clear communication is key and investing in mentorship (18:15 - to end) Chapter Markers (00.00) Introduction with Tacita and Keith (01.16) Mel’s career path and social justice (03:44) Navigating cultural expectations  (06.22) The importance of potential over perfection (08:02) Creating inclusive work environments (10.33) Strategies for small businesses (13.41) Understanding the talent drain (16:59) Good HR practices for inclusion  (18:48) How to connect with Creative Access (19.58) Conclusions with Tacita and Keith LINKS WorkWise for Screen: https://www.workwiseforscreen.org.uk/en  Keith Arrowsmith: https://www.linkedin.com/in/keitharrowsmith/  Tacita Small: https://www.linkedin.com/in/tacitasmall/  BFI: https://www.bfi.org.uk/  National Lottery: https://www.national-lottery.co.uk/ Mel Rodrigues: https://uk.linkedin.com/in/melrodrigues1  Creative Access: https://uk.linkedin.com/company/creative-access