a brief history
Since its inception in 1968, Models 1 has represented the essence of what the British modelling industry has become today. There is no fashion house, media title, fragrance brand, retailer nor e-commerce platform that can work without models and Models 1 has always been at the forefront of finding the models who have become the faces that have graced the industry from what has become one of the world’s leading and renowned model agencies.
reputation and philosophy
When Models 1 was founded 54 years ago, the then owners established an ethos which has stood the test of time. The current management, who acquired the business through an MBO in 1999, have passionately maintained those same principles. It is these that have maintained the brand over the years. Models 1 is wholly owned and run by its British management.
Models 1 has an unimpeachable and responsible attitude to its models. The Company is determined to nurture and develop their long-term careers. We treat all models as individuals and put their care, safety and happiness above all else.
For our clients, we always go that extra mile and each job is treated for the unique brief it really is. It is never easy servicing the needs of clients and models alike but we pride ourselves as being the perfect middle people, understanding, interpreting and delivering the best for both parties.
We are committed to courtesy and professionalism in every aspect of our business.
Models 1 will maintain its outstanding commitment to professionalism in every aspect of its business and in the discovery, development and welfare of the best models in the world.
We are Models 1 Ltd (“we” or “us”), a company registered in England and Wales. Our company registration number is 3678510 and our registered office is at 12 Macklin Street, London WC2B 5SZ. Our registered VAT number is 726661423
For the purpose of the applicable Data Protection Legislation, we are the data controller of any personal data we process. As a data controller, we are responsible for ensuring our systems, processes, suppliers and People comply with Data Protection Legislation in relation to the personal data we handle.
We take Personal Data Breaches very seriously, and are required to notify the Information Commissioner’s Office in the event of such a breach.
When using, collecting and disclosing personal data, we follow the key data protection principles.
We have policies, procedures and records to demonstrate compliance with the principles, as further detailed in our Data Protection Policy.
Generally, we collect your personal data when you interact with us (for example, when entering into a relationship with us as Talent, a Client or one of our People). However, from time to time we also need to collect personal data from other third parties in connection with our relationship with you. We also look at how our users access and use our Website, so we can offer the best possible experience. The following table summarises how we collect, use and disclose your personal data:
Personal data may be transferred to one of our Affiliate Talent Agencies for the purposes of fulfilling our obligations to our Talent and Clients. We also use a number of suppliers in connection with the operation of our business and they may have access to the personal data we process. For example, an IT supplier may see our personal data when providing software support, or a company which we use for a marketing campaign may process contacts' personal data for us. When contracting with suppliers and/or transferring personal data to a different jurisdiction, we take appropriate steps to ensure that there is adequate protection in place and that the principles are adhered to.
Personal data must be processed in line with an individual’s rights, including the right to:
- request a copy of their personal data;
- request that their inaccurate personal data is corrected;
- request that their personal data is deleted and destroyed when causing damage or distress; and
- opt out of receiving electronic communications from us.
Our People must notify or inform John Horner immediately if they receive a request in relation to personal data which the firm processes.
The Data Protection Legislation gives you the right to access information held about you. Your right of access can be exercised in accordance with the Data Protection Legislation (as applicable).
Information security is a key element of data protection. We take appropriate measures to secure personal data and protect it from loss or unauthorised disclosure or damage. Our policy and approach to information security is contained within our Data Protection Policy.
You should direct all complaints relating to how the firm has processed your personal data to John Horner
Our People must inform John Horner immediately if they receive a complaint relating to how we have processed personal data so our complaints procedure can be followed.
Date updated: July 2022.
Affiliate Talent Agencies: model and/or talent agencies in jurisdictions outside of the UK who have either:
(a) engaged us to provide modelling and/or talent agency services on their behalf in the UK.; or
(b) been engaged by us to provide modelling and/or talent agency services on our behalf in a jurisdiction outside of the UK.
Clients: any person, business or other organisation who engages, or is looking to engage, the services of our Talent.
Controller: a personal/organisation who determines the purpose for which, and the manner in which, any personal data is processed.
Data Protection Policy: our internal data protection policy which sets out how we keep personal data secure, including technical measures (e.g. encryption of personal data, restricted access to personal data, monitoring and testing systems for unauthorised access , backups of personal data), roles and responsibilities of individuals and the scope of protection.
People: all people providing services to or working for us, including but not limited to our employees, directors, members, and contractors.
Personal data: information (including opinions) which relates to an individual and from which he or she can be identified either directly or indirectly through other data which we have or are likely to have in our possession. These individuals are sometimes referred to as data subjects.
Personal Data Breach: a breach of security leading to the accidental or unlawful destruction, loss, alteration, unauthorised disclosure of, or access to, personal data transmitted, stored or otherwise processed by an organisation electronically. A personal data breach may mean someone outside the organisation gets unauthorised access to personal data, but a breach can occur if there is unauthorised access within the organisation or if an employee accidentally alters or deletes personal data.
Principles: the core data protection principles underlying the Data Protection Legislation, which specify personal data should be: processed lawfully, fairly and in a transparent manner; collected for specified, explicit and legitimate purposes; adequate, relevant and limited to what is necessary; accurate and, where necessary, kept up to date; kept for no longer than is necessary; processed in a manner that ensures appropriate security, including protection against unauthorised or unlawful processing and against accidental loss, destruction or damage, using appropriate technical or organisational measures. Additionally, organisations must adhere to the principal of accountability.
Process: the ‘processing’ of personal data captures a wide range of activities, and includes obtaining, recording and holding personal data and performing any operation of the personal data (including erasure/destruction).
Processor: any person (other than an employee of the data controller) who processes the data on behalf of the data controller.
Talent: models and/or other talent who have engaged, or are looking to engage, our modelling and/or talent agency services and are or are considering being, represented by us.
Third party: a person, organisation or other body other than the data subject, controller, processor and persons who, under the direct authority of the controller or processor, are authorised to process personal data.
BFMA members are committed to providing the highest level of management, care and guidance for our models.
The aim of our Code of Conduct is to guide and promote respect to all, responsible, ethical and positive behaviour within all areas of our business.
It is a written collection of principles, values, standards, expectations and actions that all members must strive to uphold and recognise as being fundamental to our industry and its reputation.
Individual actions shape how the world views the British modelling industry and, by implementing a robust framework of good practice, we aim to inform and protect our models.
BFMA members are committed to the well-being and welfare of all the models we collectively represent and are committed to providing correct, professional advice in all aspects of the profession. We assure our models of the following;
Advice in these areas should always be sought from a professional. Our preferred route is via the Be Well Collective, a not-for-profit organisation which is financially supported by and affiliated to the BFMA. https://www.bewellcollective.co.uk/. The organisation is run by a qualified nutritionist and all their advisors are qualified in their respective fields. See below.
Members must promote healthy eating and are encouraged to attend Be Well Collective workshops particularly those related to wellbeing, eating disorders and mental health.
Members understand that models are uniquely individual and will not ask their contracted models to reach or maintain measurements that are not realistic or achievable for their shape or frame.
If members need physically to measure a model, boy or girl, they agree to do so with privacy, discretion and respect.
We believe it is inappropriate to measure any young person under the age 18 except for their height.
It is unacceptable to take, send or receive body, bikini or lingerie digitals of any young person under the age of 18. Members will actively discourage third parties from submitting similar imagery.
Foreign agencies should consult with models’ UK mother agents before any measurements are taken.
Members commit to provide their models with an updated Model Agreement and provide clear guidance on all
terms, specifically anything restrictive such as the Term and Termination.
All agreements for any model who is under 18 must be signed by the parent/s or guardian.
On attaining the age of 18, all models should re-sign their model agreements on their own behalf.
Members commit to provide;
Members understand and discourage micro-aggressions, whether intentional or unintentional, from clients or within the agency.
Members commit to a Duty of care.
Members are committed to the following:
Members will conduct due diligence on hosts wherever practical.
Members will always:
Models 1 works within current legislation around the employment of persons under compulsory school age. This includes the provision of chaperones and reduced working hours.
As mandated by law, we require the written consent of a parent or guardian in order to represent a model below school leaving age. We will not permit a young person’s education to be disrupted by the development of a career in modelling.
All minors are required to be licensed to undertake any type of work and must obtain school permission if during school hours.
Models under the age of 18 are not allowed to partake in shows at London Fashion Week.
No models under the age of 16 are employed to promote age-inappropriate clothing for brands (including, but not limited to catwalks, advertising, lookbooks, and e-commerce).
If present at the shoot, a show or location for more than 4 hours but less than 8 hours, the law requires that minors must have one meal break of 45 minutes and at least one break of 15 minutes.
All models under school leaving age will be accompanied by a chaperone on bookings.
Models between 16-18 will be accompanied by a chaperone for all fashion shows and when it is a requirement of a client or parent. Such cost will be borne by clients.
The chaperone is responsible for safeguarding the model and for ensuring that suitable rest and refreshment periods are complied with and that the model is treated with respect at all times, including the provision of appropriate changing facilities. If in any doubt regarding the well-being of the minor at the place of work, the Chaperone should immediately report their concerns to the Agency which will engage directly with the Client to address any concerns before allowing the minor to continue.
The Disclosure and Barring Service (DBS) helps employers make safer recruitment decisions and prevent unsuitable people from working with vulnerable groups, including children. It replaced the Criminal Records Bureau (CRB) and Independent Safeguarding Authority (ISA).
All Models 1 staff are required to have completed DBS checks
Where a Model is 16 years old or younger the Client must comply with the legislation in accordance with the Children and Young Persons Acts of 1933 and 1963 and the Children (Performances) Regulations 1968. It is the Client’s responsibility to arrange the granting of any licence required under this legislation.
The Agency can arrange Performance licences on the Client’s behalf, but clients should note that only Local Education Authorities can issue licences and it cannot be guaranteed that licences will be granted in less than 21 days, which is the stipulated maximum time that the LEAs require for issuing a licence.
At Models One, we are committed to creating a culture of inclusion and diversity, where people from all backgrounds feel confident that their voices are heard, and their contributions welcomed. Our aim is to create a culture where everyone has the opportunity to reach their full potential and where people respect and celebrate their differences.
At the start of 2020, we enacted a series of measures to expand and drive our diversity and inclusion efforts:
Also, through our work with D&I experts and from discussions with a network of creatives, we have taken our staff through bias training and started to create a safer space for our models and staff. The overarching goal is to provide those with protected characteristics equal opportunities for entry into our industry, and also, to move the needle forward towards creating a more diverse fashion industry at all levels.
We’ve also started to form partnerships with professional ED&I experts, working collaboratively to help us fulfil our measures and become the driving force for diversity and inclusion change within our industry.
Central Saint Martin’s College
We partnered with UAL in 2018 and launched The Models 1 Scholarship to provide financial support to students from BA Fashion, alleviating these worries and allowing them to get on with being creative!
We introduced bias training at Models 1 and commissioned Gracey Reid, a coach and change agent, to design a bespoke programme of conscious and unconscious bias workshops. She provided us with a D&I roadmap and recommendations for change. Our work together is ongoing.
“Fixing the employment gap for Black Talent in the Creative Industry.” Social Fixt are an online recruitment platform connecting Black Talent to jobs within the Creative Industry. By using Socialfixt, the platform enabled Models 1 to fulfil its commitment to develop more diverse hiring practices.
Models 1 have partnered with Camden Council to become a “Camden Steam Employer” The STEAM programme connects Models1 with students from all diverisities and backgrounds within the Borough of Camden. Through the scheme we are able to offer an ongoing programme of career talks, mentoring and work experience.
British Fashion Council
Models 1 is officially affiliated to the BFC. The British Fashion Council is a not-for-profit organisation that aims to harness the collective power of the industry to enable sustainable growth and strengthen British fashion in the global fashion economy. Central to these values is the commitment to champion diversity, equity and inclusion and work together to deliver positive change
Be Well Collective
Models 1 endorses the Be Well Collective, an organisation that works to prevent poor mental health in young adults. A range of free initiatives is available to support young people by providing guidance and education on topics such as nutrition, mindfulness, sleep or movement. Diversity and inclusion are recognised and embodied within the culture of the Be Well Collective
The Race at Work Charter
We signed up to the race at work charter in 2020 and now capture annual ethnicity and gender data and publicise progress.
As a part of our commitment to the Race at Work Charter, we are obliged to publish statistics relating to our employees’ race and gender.
Below are the profiles taken in January of each year.
We are committed to being an equal opportunities model agency in respect of our models, employees clients and suppliers. We oppose all forms of unlawful discrimination including discrimination because of sex, marriage or civil partnership, gender reassignment, pregnancy or maternity, sexual orientation, race, (including national origin andnationality), religion or belief, disability and age.These are known by the UK Equality and Human Rights Commissionas“protectedcharacteristics”. This includes consistent and objective standards in recruitment, selection, appraisal, promotion, reward, training, personal development and treatment of people prior to, or after, returning from maternity leave.
The Company requires everyone to act in accordance with this policy, be they staff, models or clients, and to be treated fairly and without discrimination. If you anyone is subject to harassment based on discrimination or victimised, it should immediately be raisedwith a director of the Company. It is not just the Company who may be liable for unlawful discrimination – sometimes those who participate can be found to be personally liable to the victim.
All Head Bookers are responsible for ensuring that this policy is applied within their own area. Staff have a personal responsibility to comply with this policy and do their best to ensure that it is adhered to in their day to day work. No one must discriminate or help others to do so in contravention of this policy. Breaches of this policy will be taken seriously and are likely to result in disciplinary action, up to and including dismissal. Individuals may also be personally liable towards anyone unlawfully discriminated against and may have to pay compensation on top of any compensation the Company might be ordered to pay.
The Company is committed to keeping the working environment, for staff as well as models, free from harassment of any kind by fostering an environment where everyone can work in a professional manner and where relationships with each other are based on dignity and respect. Harassment in the workplace is unacceptable and unlawful. We therefore have a procedure for reporting instances of any harassment and for dealing with the individuals concerned in a confidential and professional way.
Bullying and harassment include conduct that has the purpose or effect of creating an intimidating, degrading or offensive environment. This includes inappropriate actions, behaviour, comments or physical contact that cause offence or objection. This can take the form of physical harassment, ranging from unnecessary body contact to assault; verbal harassment such as unwelcome remarks, suggestions, and propositions, offensive jokes (including those by email), gossip, bullying or pestering or can be non-verbal harassment such as the displaying of offensive literature, pictures/posters graffiti, isolation or non-co-operation. Harassment can affect people in a number of ways, often impacting confidence and self-esteem, and can cause stress and anxiety. It can be classed as bullying.
Individuals who are subjected to bullying and harassment related to “protectedcharacteristics” have special protection. Both the Company, as employer, and the person carrying out the bullying or harassment can be liable
We do not tolerate bullying or harassment whether it is related to “protected characteristics” or not. This applies not only in the workplace, for staff as well as models, but outside work where there is a work connection such as a social event and, of course, a model assignment. Such behaviour is normally gross misconduct and likely to result in dismissal; in serious cases, it may be a criminal offence.
Bullying or harassment related to “protected characteristics” has a broad meaning. It is unlawful:
Sometimes conflicts arise between persons with different “protected characteristics” (for example sexual orientation and religion). We do not expect everyone to be friends, but we do require staff, models, clientsand others to treat each other with respect and dignity regardless of privately held views.
If a clientor other third party (someone who is not employed by us) subjects a member of staff or a model to harassment or bullying, we should be informed. We will do what we reasonably can to prevent it happening again.
It is important that anyone who is the recipient of harassing behaviourshould feel able to come forward. For this reason, our procedure allows for the resolution of genuine complaints to be treated either formally or informally, with the aim of ensuring that the behaviour stops and that the harasser is spoken to about their behaviour.
All reports will be taken seriously and will be dealt with in a fair and reasonable manner, with respect to confidentiality.
We will ensure that complaints are treated seriously, promptly and with sensitivity. In each instance every effort will be made to treat the complaint with complete confidentiality although there may be the need to refer to witnesses or to directly involve others.
If an investigation upholds a complaint, action will be taken immediately to stop the harassment and prevent its recurrence.
This policy applies to all persons working for us or on our behalf in any capacity, including employees at all levels, directors, staff, mother agents, contractors and suppliers.
Modern slavery is a term used to encompass slavery, servitude, forced and compulsory labour, bonded and child labour and human trafficking. Human trafficking is where a person arranges or facilitates the travel of another person with a view to that person being exploited. Modern slavery is a crime and a violation of fundamental human rights.
Models 1 strictly prohibits the use of modern slavery and human trafficking in our operations and modelling supply chain. We have and will continue to be committed to implementing systems and controls aimed at ensuring that modern slavery is not taking place anywhere within our organisation or in any of our supply chains. We expect that our Mother Agents will hold their own scouts to the same high standards.
Models 1 is a founder member of the BFMA and actively contributes to the management of the Association.
The British Fashion Model Agents Association (previously the AMA) is the trade association of the UK fashion model industry. Founded in the 1970s, it includes the major UK fashion modelling agencies among its members. In 2017 the BFMA was officially affiliated with the British Fashion Council.
BFMA members are employment agents and, as such, are regulated by The Conduct of Employment Agencies & Employment Businesses Regulations 2003, under the aegis of the Department for Business, Energy & Industrial Strategy, with whom the Association consults.
In addition to the legal framework, all BFMA members adhere to a strict set of criteria which governs their business activities, this includes the BFMA Code of Conduct, the Terms & Conditions of Booking and the Best Practice Guide for both model agencies and industry, drawn up by the British Fashion Council, in consultation with the BFMA.
Full details of the BFMA can be found on the website at www.bfma.fashion
The BFMA aims to create a unified voice for the UK model industry. Its activities are informed by the main objective of its members which is to discover, develop and represent fashion models so as to enable them to enjoy profitable, safe and fulfilling careers.
Members meet at regular intervals and maintain an on-going dialogue with clients from all sectors and with other relevant stakeholders. These include NGOs, government and regulatory bodies such as HMRC, the Home Office / UK Border, and other trade associations. These dialogues are conducted with the view to enhancing the working conditions & welfare of the models which the BFMA’s members represent and the regulatory framework within which the industry operates.
The aims of BFMA are to:
1. Promote the interests of fashion model agencies which in turn have a duty to manage the careers of their models to maximum benefit
2. To safeguard the health and wellbeing of models
3. Provide member agencies with the requisite information to best ensure they comply with all relevant legislation & best practice
4. Operating under the aegis of the British Fashion Council, to set the highest standards of model care & welfare to be maintained across the fashion industry
5. To maintain the ethical standards of the modelling industry
6. To provide a voice to Government, NGOs and the media
7. To work towards the elimination of rogue agents
8. Public point of contact for enquiries
9. To provide a clear route for models to report, in confidence, any incidents of harassment and abuse
10. To ensure that member agencies subscribe to the Aims and the Code of Conduct and to have the remit to investigate/suspend or strike off a member
Role of the BFC in the BFMA
Establish independent oversight council which will also take on the role as an independent whistle-blower
Continue to manage funds to ensure they are used to promote the interests of models
Encourage dialogue between models, agencies and other industry parties
Establish a code of best practice adhered to by both agencies and industry in the interests of models
Host a secretariat for BFMA
Code of Best Practice for both Agencies and Industry
The British Fashion Council calls on patrons and industry partners to sign-up to a Code of Best Practice which aims to set an agreed industry standard to be used as a benchmark for both models and any party employing models or those employing casting directors to employ models on their behalf.
The BFC together with the BFMA has expectations of any client as an organisation that employs or hires models:
To agree to act ethically, reasonably and with the same due care and respect afforded to any organisational employee. This includes but is not limited to
• Being mindful and ensuring where possible the health and well-being of the employed model (whatever the fee) during the employed task
• To ensure that there are no injurious practices in relation to a model’s health e.g. excessive exposure (including frequency) to flash photography, over long or late days etc
• Ensuring that no illegal are unethical practices are undertaken during the working day
• That each casting and employed engagement provides a clear route for models to report, in confidence, any incidents of harassment or abuse
• That any models under the age of 16 are required a chaperone
• That in the case of minors (under the age of 18), all work and working conditions are age appropriate
• No models under the age of 16 are employed to promote age inappropriate clothing (including, but not limited to catwalks, advertising, look books, ecommerce)
• Any drastic change of image is pre-agreed by the agency, ensuring authority and clear consent
• Any nudity is pre-agreed by the agency, ensuing authority and clear consent
• Suitable working conditions e.g. appropriate changing facilities, temperature control, meal breaks with nutritious food and drink, appropriate accommodation and transport provision where necessary
• That no-one in the employment of the organisation, whether full time or freelance will exert any abuse of power or perceived power
• To provide appropriate levels of insurance when the model is working under the auspices of the client either directly or through any subcontractor such as a studio, production company or photographer