EDI
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TITLE |
SIOW EQUALITY, DIVERSITY AND INCLUSION POLICY
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Scope
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This policy covers all current and potential employees and all volunteers.
Prospero Theatre undertakes to safeguard those who face inequality or harassment due to one or more of the nine ‘protected characteristics’ as set out in the Equality Act (2010).
Prospero recognises neurodiversity and intellectual disability as a characteristic of particular relevance due to the composition of our members and the nature of our work. This policy therefore also covers discrimination of non-neurotypical individuals. Prospero recognises that there can be differences between the physical sex and gender assigned at birth and an individual’s gender identity/expression. This policy therefore also covers discrimination on the basis of a person’s gender identity.
Prospero commits to confront and challenge all forms of unlawful or unfair discrimination.
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Policy Statement
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Prospero recognises that providing equality of opportunity, valuing diversity and promoting a culture of inclusion are vital to our success.
As an inclusive organisation Prospero understands that lack of diversity negatively impacts mental health and wellbeing; that there is and has long been extraordinary pressures on historically excluded groups and minorities. Lack of inclusion, lack of ‘belonging’ leads to social and emotional isolation, mental ill-health and unrealised potential.
We also recognise that it is important that we promote equality, diversity and inclusion within the arts.
We recognise that for our services to be fully realised we must work quickly to be a more diverse and inclusive organisation across every area of diversity. We want our staff, volunteers, partners and associates to reflect the diversity of the communities that we serve.
We aim to be a place where people can be free to be themselves no matter what their identity or background. We will do this by creating a safe and enriching environment in which individuals can utilise their skills and talents to the full without fear of prejudice or harassment. Diverse input and diverse thinking will be fully valued, creating a culture that enables all to reach their fullest potential.
We will ensure that equality and diversity are embedded in all our activities, policies and decisions and will work with our partners to share good practice.
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Commitment
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Equality is at the heart of Prospero Theatre’s values.
We will take active steps to fulfil our responsibilities and promote good practice by:
- Complying with legal obligations in a transparent manner.
- Publishing this policy widely amongst staff and on our website.
- Assessing the impact of policies, content and working practices to identify, remove or mitigate any disadvantage to underrepresented groups, and to recognise any cultural or religious sensitivity or differences.
- Taking action to redress any gender, racial or other imbalance highlighted from monitoring data, in line with the Positive Action allowed by the Equality Act of 2010.
- Promoting awareness and understanding of EDI matters among staff and Directors through policies, training and guidance.
- Raising awareness of our policies and commitment to EDI with our Community Partners.
- Ensuring that staff and applicants to work are treated fairly and judged solely on merit and by reference to their skills and abilities.
- Making sure reasonable adjustments are made, as appropriate, to enable staff and candidates with disabilities or additional needs to overcome barriers in the working, learning and social environment.
- Requiring that Prospero communications contain, where practical, positive, diverse content that is sensitive and relevant to our community.
- Ensuring staff and Trustees are provided with appropriate tools so that they feel confident to discuss EDI issues and raise any concerns.
- Dealing with potential and actual acts of discrimination, harassment and bullying appropriately as detailed below.
We commit to applying equality, diversity and inclusion to every aspect of employment including recruitment, pay, communications, access to facilities, benefits and disciplinary procedures.
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Complaints Procedure
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Prospero expects all members of its staff and wider community to treat others equitably, with dignity and respect. Anyone who believes they have been discriminated against, harassed or bullied has the right to make a complaint free from victimisation or fear of retaliation.
All complaints will be taken seriously and investigated.
Such acts will be dealt with as misconduct under Prospero’s grievance and disciplinary procedures, and appropriate action will be taken.
Complaints concerning actions that amount to gross misconduct, when confirmed by investigation, will result in dismissal without notice.
During the process of investigation employees will have the right to representation.
Prospero will also take action under the Protection from Harassment Act of 1997, which is not limited to circumstances where harassment relates to a protected characteristic as defined by the Equality Act of 2010.
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Responsibilities
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The designated EDI lead within Prospero Theatre is Beth Wood. Beth has the dual objectives of promoting full diversity and ensuring that diversity, mental health and wellbeing remain aligned.
At induction it will be made clear to all new staff and trustees that they, as well as Prospero, can be held responsible for acts of bullying, harassment and unlawful or unfair discrimination.
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Training
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All staff and trustees are required to take part in EDI training. This training will include an explanation of the EDI Policy and how it will affect them.
In addition Prospero commit to highlight the benefits of EDI training, and to offer it wherever possible, to partners and associates.
Prospero recognise the value of the ongoing process of challenging and combatting cognitive and discriminatory bias, understanding that this is essential to the formation of a happy, engaged and fully connected team.
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Monitoring and Evaluation
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We will monitor the composition of the staff and trustees with reference to: - Age - Sex - Ethnic Background - Sexual Orientation - Gender Identity - Disability - Neurodiversity - Religion or Belief
We will also assess the way that this Policy and any resulting Action Plans are working in practice. These will be reviewed annually or more often if deemed necessary.
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Conclusion |
Prospero commit to updating this policy to take account of relevant changes in employment practices and procedures and changes in the law.
This policy is fully supported by the Senior Management of Prospero Theatre and by the Directors.
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| Effective Date: | 1st August 2022
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| Review Date: | 1st August 2023
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