DINA Equality and Diversity Policy
The purpose and scope of this policy statement
DINA wants to ensure that recognition of equality, diversity and accessibility underpins all the organisation’s work. We will promote this in our practices, and via our creative platforms to fulfil the role of a meaningful cultural agency aiming to demonstrate progressive leadership in our sector.
We commit to -
Being challenging, encouraging, daring, investigative, generous, and responsible to you.
To act as a catalyst and inspire people to develop and grow.
We believe -
That the work we make, and the impact it has, are at their best when all those who experience it – our artists, audiences and communities come from everywhere.
Culture is stronger, and more relevant if we engage all elements of our society in its production and not just the privileged sections of it.
That if we are to produce, curate and present compelling work we must involve the range of people and communities who constitute our twenty-first century society.
The arts are a powerful tool for exploring issues, changing yourself and celebrating identity; and help us to investigate and express our common humanity.
That a fair-minded and tolerant society is impatient of disadvantage - these are the values we want to promote.
Why an Ethical Rationale?
We have been asked a few times about this, well we are just the people that we are. We have come together because we like each other, probably because we share common values, so DINA, and this ‘ethical rationale’, is the product of that.
We want to use this Equalities Policy as a live and active tool to steer the organisation and publicise this commitment and
Enjoy values which celebrate the diversity of contemporary society
Express a commitment to access and equity
Demonstrably promote ethical beliefs, conduct and behaviour
Value and learn from international and cross-cultural knowledge
Aim to ensure that the diverse nature of society is reflected in our work
DINA is committed, in work and practice, to -
Identifying and eliminating unlawful and unfair discrimination
Encouraging and championing diversity both within our organisation and in our programming
Promoting a positive working creative environment in which all individuals are treated with respect, are able to give their best, are not subject to harassment or bullying
Attaining diversity across staff, our advisory group, young producers, artistic colleagues and collaborators.
Positive Action, taking lawful affirmative action, where appropriate and practicable, to promote equality of opportunity and diversity.
Fulfilling our legal obligations under the equality legislation and codes of practice.
The Legal Framework
The Equality Act 2010 combines a number of existing laws in one place for facility. It profiles the ‘personal characteristics’ that are protected by the law and everyone in the UK is protected by this Act. Under the Act people are not allowed to discriminate, harass or victimise another person because of these ‘characteristics ’.
The “protected characteristics” are:
Age, Disability, Gender Reassignment, Marriage and Civil Partnership, Pregnancy and Maternity, Race, Religion and Belief, Sex, and Sexual Orientation
See the rest of our Policies here
Our Commitments as an Organisation are
To review progress and policies regularly
To advocate and lead by example, acknowledging DINA constantly has much to learn and that issues change and we must be agile, alert and committed to respond to them.
To exchange ideas, working methods and solutions – sharing and learning widely from our community and sector.
DINA will ensure that employees understand the Equality Act and what it means for DINA and that they are given opportunities to explore how practices can be improved.
DINA will ensure that when policies are introduced, reviewed, amended annually or to coincide with changing law - that procedures are incorporated and do not create disadvantage
The Work We Do / Our Commitments
DINA is committed to encouraging as many people as possible to enjoy and take part in culture – as practitioners, participants and audiences. We will reach out to people who may have experienced barriers to taking part by offering culturally diverse , distributed and targeted programmes.
Commissioning and Artist Development: DINA is committed to ensuring that the work it produces reflects the diversity of contemporary society and commissioning strands will be targeted to achieve this.
Marketing: we will select tactical marketing tools designed to reach out to a wide cross section of our communities – in new ways and locations.
Pricing: DINA ensure that a suite of concessions will be available for its productions inc. activities for children and young people, those who are not employed and for senior citizens; in many cases opting for PWYF ticketing.
Access: DINA will strive to find ways of making our work accessible to everyone (practitioners, participants and audience members), including people with mobility difficulties, people for whom English is not a first language, people with visual or hearing impairments and people who cannot easily travel.
In addition to choosing venues with access considerations, practical interventions may include static, seated alternatives for productions, audio described, signed and relaxed performances, subtitles, bilingual/multilingual productions, broadcasting and streaming events.
Cultural diversity: DINA will take positive action to promote cultural diversity through the range of activities we deliver, and amongst the audiences, collaborators and participants we reach.
Our Commitment as an Employer
DINA aims to promote equality and diversity as an employer and to ensure that no job applicant or employee receives less favourable treatment or is disadvantaged by conditions or work requirements.
Discrimination: DINA regards discrimination, harassment, abuse, victimisation or bullying of staff, volunteers or of others in the course of work as disciplinary offences that could be regarded as gross misconduct. Condoning such behaviour could also be treated as a disciplinary offence. We will give appropriate support to people who complain of harassment.
Employment Practices: Selection, recruitment, training, promotion and employment practices generally will be subject to review to ensure that they comply with this Policy.
Flexible working: DINA will attempt to accommodate staff requests to work flexibly, whether part-time or some other working arrangement so long as agreement is consistent with the needs of the organisation. DINA will encourage initiatives designed to help staff who wish to return to work after a career break. Including Maternity and Paternity, Bereavement.
Reasonable Adjustments: We recognise that organisations are obliged under the Equality Act 2010 to make reasonable adjustments to accommodate disabled people and to enable them to do their job without unnecessary difficulty. We will make adjustments which are practical.
Religion and Belief: We completely accept our obligation not to discriminate against applicants and employees on the basis of their religion or belief.
We will try to accommodate employees’ religious beliefs in any way which is compatible with the work of the organisation by, for example, allowing for prayers during the working day and at the workplace; considering employees’ dietary requirements in providing facilities for staff to eat and store food; allowing staff to take their holidays for religious festivals; trying to arrange job interviews or other important work meetings at times when they do not clash with important religious festivals; and not imposing a dress code with which people of a particular religion cannot comply.
Age: DINA will not discriminate on grounds of age in recruitment, promotion, training or the availability of benefits such as pension contributions. DINA will seriously consider any application to work beyond the retirement age of 65, whether flexibly or otherwise.
Positive Action: DINA will take whatever positive action is required to offer equality of opportunity. Where appropriate and where legally permissible, employees from under-represented groups will be given training and encouragement in order to promote equality and diversity.
All Workers have responsibility for promoting equality of opportunity, and should ensure that their behaviour complies with the provisions of DINA’s Equality and Diversity Policy.
Commissioned Artists and Casual Staff working for and with DINA are responsible for upholding this policy and for reporting any discrimination, intentional or otherwise they become aware of.
All forms of discrimination are unacceptable, regardless of whether there was any intention to discriminate or not. All individuals working with or on behalf of DINA have a duty to co-operate to ensure that this policy is effective in ensuring equal opportunities and in preventing discrimination.
Employees should be aware that whilst an employer can be held liable in law for acts of discrimination committed by employees, employees too can be held personally liable in law for acts of discrimination which they commit, authorise, contribute to, or condone in relation to other employees, workers and members of the public.
Publicising the Policy
All employees, volunteers, free-lancers , Young Producers and the Advisory Board will be informed that an Equality and Diversity Policy is in operation and introduced to its requirements.
Copies of the whole policy will be provided on appointment on signature of a contract or at induction. The policy will also be drawn to the attention of DINA’s creative collaborators, funding agencies, job applicants and those using the services of DINA .
Our grievance and disciplinary procedures will be used to deal with any complaints about discrimination, harassment or bullying involving staff.
At DINA we care deeply about our relationships with audiences, artists, and community members. That’s why we want to know what you think; whether it’s praise (always welcomed!), a suggestion on how we might improve aspects of our work, or if you felt we didn’t get it right.
You can contact us using any one of the following methods:
By emailing: email@example.com
By calling: venue based ‘manager‘ phone
By writing to: DINA, 12 Fitzalan Square, Sheffield, South Yorkshire S1 2AS
We will endeavour to acknowledge all communications within five working days and to respond fully to any complaints within 10. Thanks for coming on the journey!
Appendix A: Sources of advice
Publications offering guidance for employers about their responsibilities under the Equality Act 2010 are available as free downloads at http://www.acas.org.uk/ under “Equality” in the A-Z advice section
Equality and Human Rights Commission
Publications offering guidance for employers about their responsibilities under the Equality Act 2010 are available as free downloads at http://www.equalityhumanrights.com/private-and-public-sector-guidance/employing-people/guidance-employers
Sources of advice on specific issues
Aims to improve later life for everyone
Telephone: 0800 169 6565
Centre for Accessible Environments (CAE)
Provide information and training on the accessibility of the built environment for disabled people
Telephone/Textphone: 020 7840 0125
Gender Identity Research and Education Society (GIRES)
Provide a wide range of information for Trans people, their families and professionals who care for them
Telephone: 01372 801 554
The Gender Trust
The UK’s largest charity working to support transsexual, gender dysphoric and transgender people or those who are affected by gender identity issues.
Telephone: 0845 231 0505
Press for Change (PfC)
Campaigns to achieve equality and human rights for all Trans people in the UK
www.transequality.co.uk / www.pfc.org.uk
Telephone: 0161 432 1915
The UK’s leading lesbian, gay and bisexual charity
Telephone: 0800 050 2020