Diversity, Equality + Inclusion Policy

Full Fat is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating discrimination of any kind. We welcome people from all backgrounds and believe our team should be representative of society and the audiences we communicate with. Diversity is an essential part of encouraging greater innovation and creativity within the agency.

Each and every person at Full Fat should feel respected, be themselves and be able to give their best.

We are committed to:

Providing equality, fairness and respect for all in our employment, whether temporary, part-time or full-time

Not unlawfully discriminating because 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 and sexual orientation

Opposing and avoiding 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, and selection for employment, promotion, training or other developmental opportunities

Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and contributions are recognised and valued.   All staff should actively help the agency deliver this commitment and . individuals, as well as Full Fat, can be held liable for perpetrating these acts in the course of their employment, against fellow employees, customers, suppliers and the public 

Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, clients, suppliers, visitors, the public and any others in the course of the agency’s work.   Such acts will be dealt with as misconduct under our grievance and/or disciplinary procedures.  

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. 

Make opportunities for training available to all staff regarding issues that impact equality, diversity and inclusion in society and the workplace so that they can represent the agency’s values throughout their work

Decisions concerning staff being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act). 

Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.

Ensure that new vacancies within the agency are made accessible to a wide range of people from different backgrounds, working with inclusive organisations such as BAME specific recruiters to ensure we actively encourage a more diverse workforce

Encourage equality, diversity and inclusion in our work, by ensuring media and influencer target lists are reflective of society and that a variety of audiences are considered when strategies are created for clients

Monitor the make-up of the workforce 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, reviewing them annually, and considering and taking action to address any issues.

The equality, diversity and inclusion policy is fully supported by senior management and our commitments are continuously assessed and updated by the agency’s DEI Committee.

PRIVACY POLICY

ABOUT OUR PRIVACY POLICY

Gold Top Media LTD, trading as Full Fat, is committed to protecting your privacy and handling your personal data with transparency and care. This policy explains what information we collect, how we use it, how we keep it secure, and your rights regarding the personal data we hold.

This policy applies to anyone whose data we process, including journalists, influencers, clients, potential clients, individuals associated with client projects, suppliers, partners, collaborators, event attendees, and anyone who interacts with us professionally.

WHO IS FULL FAT

Full Fat (whose registered business name is Gold Top Media LTD, registered address is 71 Fanshaw Street, N1 6LA and registered company number 07866135) is an agency working in the Public Relations industry and provides PR and Social Media services to its clients. Full Fat is a ‘data controller’ in respect of the personal information that it collects and stores from journalists and social media influencers (influencers).

WHAT PERSONAL INFORMATION DO WE COLLECT?

We may collect and store the following types of personal information when you interact with us or when it is provided as part of our work:

Journalists and Influencers

Name
Email address
Telephone number
Social media handles
Postal address
Professional interests and preferences
Notes relevant to communications or collaborations

Clients and Client Contacts

Name
Job title or role
Company name
Email address
Telephone number
Business address
Contractual, project or billing information
Communication preferences
Any other information required to manage the client relationship or deliver contracted services

Individuals Connected to Client Work

These can include partners, suppliers, spokespeople, stakeholders, talent, venue contacts, retailers, customers or collaborators:

Name
Professional contact details
Role and relationship to the project
Communication history
Logistics and operational information (for example event details, attendance lists, delivery information)
Consent information where required

General Interactions

Information you send us via email or forms
Attendance details for events or activations
Photos or video content only when you have given explicit consent
Any information needed for operational, legal or compliance purposes

We do not collect sensitive personal data unless it is provided with explicit consent and for a valid purpose.

HOW DO WE COLLECT PERSONAL INFORMATION?

We collect this personal information by the following means:

Directly from you when you contact us, sign up to something, request information, attend an event, or engage in a professional capacity
From clients who provide personal data of their own contacts, stakeholders or collaborators as part of project delivery
From publicly accessible sources such as company websites, LinkedIn, press databases or social media when relevant to our work
Through our day to day communication, project management and service delivery

WHY WE COLLECT PERSONAL INFORMATION

We use personal data only when necessary and for legitimate business purposes, including:

For Journalists and Influencers

Sharing news, press materials, event invitations and opportunities
Managing professional relationships
Sending materials, samples or content at your request or with your consent

For Clients and Individuals in Client Work

Providing PR, marketing and communications services
Managing projects, campaigns and deliverables
Coordinating logistics, partnerships and operations
Sending materials, samples or assets
Communicating about work, meetings, approvals and decision making
Contractual, financial and administrative management
Compliance and legal requirements

Internal Operations

Business development
Supplier and partner management
Record keeping and auditing
Improving our processes and communications

We rely on legitimate interests, performance of a contract, or your explicit consent depending on the context

How We Store and Protect Your Data

We take appropriate technical and organisational measures to secure personal data, including

Restricted access to internal systems

Password protected platforms
Secure cloud and email environments
Data minimisation practices
Secure disposal of records no longer required
Confidentiality obligations for all staff and contractorsOnly authorised team members or approved service providers have access to your information when necessary to perform their roles.

Data Sharing

We may share personal data with trusted third parties when required for service delivery, such as:

Partner agencies
Courier and logistics providers
Photographers, videographers or production teams
Venues, event partners and suppliers
IT and software service providers
Consultants working on a project

We ensure all partners uphold equivalent standards of data protection.

We never sell personal data and do not share it beyond what is required for legitimate business or legal purposes.

Data Retention

We keep personal data only for as long as necessary to fulfil the purposes for which it was collected, or to comply with legal, regulatory or contractual obligations.Once no longer needed, data is securely deleted or anonymised.

YOUR ACCESS TO YOUR PERSONAL INFORMATION

You have the following rights regarding your personal data:

The right to access the personal data we hold about you
The right to request correction of inaccurate or outdated data
The right to request deletion of your data when applicable
The right to object to certain types of processing
The right to withdraw consent if consent was the basis for processing
The right to request restriction of processing in certain circumstances

You can make a request by emailing info@wearefullfat.com or by opting out of marketing materials via the unsubscribe links included within these materials.

COOKIES

Our website uses cookies to collect non-personally identifiable information to remember users’ settings and for authentication. You can adjust cookie settings via your internet browser.

This privacy policy was last updated October, 2025.

Bereavement Policy

Full Fat acknowledges the personal nature of bereavement and grief and is committed to supporting employees in practical and reasonable ways.

Paid leave

Bereavement leave is paid leave that allows an employee time off to deal with their personal distress and related practical arrangements, primarily, but not limited to, when a member of their family dies.

We acknowledge that bereavement impacts all individuals differently and the guidelines below are intended to show the minimum paid leave an employee is entitled to in different circumstances. We acknowledge that not all employees will need to take the full allowance, and some employees will need additional time, depending on their relationship with the person who has died and the circumstances of the death.

In the event of the death of an immediate relative, 5 working days paid leave will be granted. An immediate relative includes a spouse, civil partner or partner (including same sex partners),* child,** parent, step- parent, sibling or a person with whom the employee is in a relationship of domestic dependency.

*Partner includes someone with whom the employee is co-habiting but is not the employee’s spouse or civil partner.

**Child includes children in respect of whom the employee is the adoptive parent and legal guardians and carers. 2 days leave will be allowed on the death of a mother/father-in-law, grandparents, grandchildren, son/daughter-in-law.

1 day of leave will be allowed on the death of an uncle/aunt to facilitate attendance at the funeral.

In exceptional circumstances, 1 to 2 days leave may be granted on the death of someone outside the immediate family. These circumstances would include (but are not limited to) situations where the employee is responsible for funeral arrangements or has to travel abroad to attend the funeral.

An employee should notify their line manager of their need to take leave as soon as possible or, at latest, on the first day of absence. In exceptional circumstances, applications for leave will be considered after the first day of absence. Line managers have the right to exercise discretion in exceptional circumstances as outlined above. Leave days do not have to be taken consecutively.

Annual leave

In the event of a bereavement, an employee will be able to take unpaid leave or annual leave at short notice to supplement their bereavement leave. Requests should be directed to the employee’s line manager. 

An employee who suffers a family bereavement while on annual leave can convert their annual leave into bereavement leave and take their annual leave at a future date.

Unpaid leave

Unpaid leave on compassionate grounds up to a maximum of 4 weeks may be granted after bereavement. An employee must consult with their line manager before starting unpaid leave.

Return to work

In certain circumstances a full return to work may not be possible for an employee following the death of an immediate relative – for example, when the employee’s grief is likely to impact on their ability to perform their role, or where new child care arrangements have to be sourced or responsibility for the care of an elderly parent has transferred to the employee.

In such instances Full Fat will allow a phased return to work on a part-time or reduced hours basis where practicable. Alternative duties may also be considered. Any such arrangement would need to be agreed in advance by the line manager, would be subject to an agreed maximum number of days and would be managed in line with [name of organisation] flexible working/part-time working policy.

Employee support

We acknowledge that bereavement leave is intended to support employees in the immediate period around the death of a relative. However, the process of grief, the natural reaction and adjustment to loss and change may take a significant time and will be personal to each individual.

An employee with any concerns about the grieving process impacting on their work performance should discuss this in confidence with either their line manager or the Human Resources Department, to ensure that any reasonable adjustments that may be necessary are discussed and put in place and that the employee is supported in their return to the full range of duties and responsibilities that they had prior to the bereavement or their duties and responsibilities are adjusted (as necessary) with the prior agreement of line manager.

Full Fat recognises that the majority of people do not require counselling to cope effectively with their grief. However, for employees wishing to avail themselves of professional help in coming to terms with a significant loss, the organisation will cover the cost of up to [insert number] counselling sessions with an independent counselling practice. This is a confidential service and can be accessed directly through HR or the employee assistance programme.

Health and safety

Bereavement can have an impact on concentration, sleep, and decision-making. The health and safety assessment of the workplace will include consideration of the impact of bereavement on employees, their duties and responsibilities, and the context in which they are working, e.g. do they operate heavy machinery?

Any employee who is concerned about their ability to conduct their duties safely in the weeks following a bereavement must discuss this with their line manager.

Full Fat reserves the right to request an employee to meet the organisation’s doctor before resuming full duties.

Culture and diversity

Full Fat recognises that different cultures respond to death in significantly different ways.

Line managers will check whether the employee’s religion or culture requires them to observe any particular practices or make special arrangements which would necessitate them being off work at a particular time. Employees should not assume that their line manager is aware of any such requirements and should draw this to their line manager’s attention as soon as possible.

Line managers who are unsure of how to respond to a bereaved employee from a different culture should ask the bereaved employee or someone else from their cultural group about what is appropriate.

Policies

Drug & Alcohol

Policy

Full Fat staff may not bring to or consume alcohol or any unlawful drugs in the workplace during office and working hours.

This includes business functions whereby Full Fat is working as representation of and on behalf of a client, such as on site at a festival, restaurant or bar and applies to all staff, whether working on site or otherwise.

Special rules may apply in relation to alcohol and in these circumstances, any variation to the no-alcohol policy will be communicated. This includes events such as staff parties, alcohol sample tasting and the weekly Friday cocktail hour 5pm - 6pm.

In line with the agency’s disciplinary rules, breach of these rules will normally result in disciplinary proceedings and in exceptional cases either notice or the reduced disciplinary action of a final written warning could be applied.