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Policy Documents
Equal Opportunities Policy
YWT is a Theatre-in-Health and Social Education Company.
We believe that the work of the Company should be accessible to as many people, in as many locations as possible, and aim to break down the myths and prejudices that 'Theatre' is an elitist artform. YWT is committed to implementing an Equal Opportunities policy and to the promotion of Equal Opportunities throughout the wider arts sectors.
This policy is aimed at improving practices, workshops, performances, training and publications. To enhance, not divide. The work created by the Company will actively seek to reflect the Company's commitment to Equal Opportunities.
We aim to provide a working environment that respects and protects everyone's dignity and is free from direct or indirect discrimination, harassment or victimisation.
We are committed to promoting equality and diversity, which embraces a broader definition than equal opportunities.
This broader definition recognises that everyone has a contribution to make and that services can be improved by harnessing the skills and contributions from all sectors of the workforce and community.
To achieve equality and diversity we will:
| • Treat people as individuals with consideration and respect for their needs. |
| • Provide a welcoming, supportive and safe environment for all employees and customers. |
• Commit to developing an organisational culture that values all people and the individual contributions that they make. |
| • Provide appropriate training and development opportunities to facilitate the effective delivery of services. |
| • Encourage the recruitment of employees from all parts of the community. |
| • Accept our responsibilities and work within the requirements set out in all relevant legislation. |
YWT is committed to the principles of equal opportunities and to maintaining, developing and supporting policies, which translate this commitment into practice. The aim of our Equal Opportunities Policy is to ensure that no individual is treated less favourably than another, either in employment or in accessing services on the grounds of their :
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YWT believes that it has an obligation to the communities, which it serves and will therefore ensure that provision will be accessible to all sectors of the community, where appropriate. In respect of this YWT notes the need for specific groups in the community to hold closed workshops and performances that offer positive action to help further their development and equal status.
YWT is against discrimination, victimisation and bullying, which it defines as follows: -
"Discrimination" includes both direct discrimination (which occurs when a person or group is treated less favourable than others) and indirect discrimination (which occurs when a provision or practice is imposed which, although it may be applied equally to all, adversely affects a particular individual or group and cannot be justified on non-discriminatory grounds).
"Victimisation" refers to discrimination because a person has asserted her/his rights under the relevant legislation or under this Policy or has helped another person assert these rights.
"Harassment" refers to a whole range of behaviour which is unacceptable to the recipient and which creates an intimidating, hostile or offensive environment for employment or services. This may be personal harassment (any unsolicited or unwelcome hostile or offensive act, expression or derogatory statement based on an individual's age, sexuality, class, or other personal characteristics as outlined in the first section of this Policy which unreasonably interferes which an individuals work or creates an intimidating or hostile environment or undermines their dignity or integrity.
Sexist Harassment (any unwanted sexual comments, looks, actions, suggestions or contact which is found objectionable and which threatens an individual's work, environment, dignity or integrity).
Racist Harassment (any unwelcome terms, comments, actions or behaviour which members of a racial, cultural or religious group find abusive, offensive or insulting, and which threatens the individual's work, environment, dignity or integrity)
Harassment based on disability (any unwelcome terms, comments, actions or behaviour which is found objectionable and which threatens an individual's work, environment, dignity or integrity).
Harassment based on gender, race or disability constitute acts of discrimination in terms of legislation, but all harassment on any ground listed in section one of this Policy is viewed as contrary to this Policy, and will be taken seriously by YWT.
"Bullying" refers to behaviour which is stressful, fearful or intimidating to an individual and which may unreasonably interfere with an employee's work, environment, dignity or integrity. Bullying may include misuse or abuse of power, coercion, "picking on" people and similar behaviour. It may be persistent or an isolated incident and may be directed at one individual, or at more than one person.
Responsibility
The Management Committee of YWT wishes it to be known that it is committed to YWT being an equal opportunities organisation, and that the Committee recognises and accepts its ultimate authority for implementation of this Equal Opportunities Policy.
This policy applies to everyone connected with YWT: members of the Management Committee, employees at every level, volunteers, trainees and job placements.
Responsibility for the day-to-day implementation, monitoring and evaluation of this Policy rests with Company Manager of YWT, answering to the Management Committee of YWT and with the advice and assistance of the widest possible constituency.
All new Management Committee members, short listed job applicants, employees, volunteers and placements will be provided with a copy of this Policy within one month of joining YWT.
Recruitment
YWT will conduct its recruitment and selection procedures openly and fairly, and these procedures will be kept under review.
YWT will attempt, through its recruitment and promotion practices to work towards the composition of a staff team that reflects the communities in which we work.
All job advertisements will include an Equal Opportunities statement
The composition of interview panels will be taken into account as far as possible, and all panel members will be given training where necessary. Adjustments will be made as needed for disabled interview candidates, and all reasonable adaptations will be made to the working environment for disabled employees. Recruitment and selection will be on merit by open and fair competition and will be conducted to ensure that no job applicant receives less favourable treatment on any grounds laid out in the first section of this Policy. Records will be kept of all interviews and their outcomes.
Codes of Practice
YWT workers will endeavour to develop the skills and confidence of people who experience discrimination.
Workers will adopt non-exclusive and non-oppressive language. Whenever possible, they will challenge racist, sexist and homophobic language and attitudes, explaining the rationale behind the challenge with the aim that people understand and overcome prejudice and discrimination.
YWT will not allow its events, premises, publications or facilities to be used for the expression of views that conflict with this policy.
Implementation
Workers employed by the Company are expected to adopt and promote the Equal Opportunities Policy. Any act or incitement of any act which discriminates on the grounds of race, nationality, gender, disability, sexuality, marital status, age, caste or class as well as political and religious beliefs, health, criminal record, homelessness, economic status will constitute a gross misconduct and will be dealt with using the current Disciplinary Procedures.
YWT will annually review their Equal Opportunities Statement at the Annual General Meeting.
YWT will display this Equal Opportunities Statement in the office and distribute it alongside Company information.
YWT requires that all Employees, Management Committee Members, Contractors and Sessional or Temporary employees operate within the framework of the agreed equal opportunities policy.
Enforcement
Contravention of the Equal Opportunities Policy, particularly if shown to be intentional, will result in the relevant Disciplinary Procedure being applied.
