Equality, Diversity and Inclusion Policy
Outspoken Arts Scotland is committed to implementing an Equality, Diversity and Inclusion policy (EDI) which promotes equality of access to a full range of arts events for people of all ages, abilities, cultures and communities. The policy can only be implemented through proactive co-operation of organisations and individuals engaged in arts activity and Outspoken Arts Scotland expects, as a condition of working or volunteering for the company, that individuals embrace the spirit and ethos of equality, diversity and inclusion and operate effective equality practices.
Our policy addresses:
- how our organisation deals with freelancers, staff, artists and volunteers;
- how our organisation deals with the public or service users.
- the role of our Board of Trustees
Outspoken Arts Scotland is committed to equal opportunities policy and practice and will ensure that all employees and service users, both actual and potential, are treated equally and as individuals regardless of age, disability, race, gender, religion, sexual orientation, civil partnership/marriage, pregnancy/maternity or gender reassignment.
In implementing this policy Outspoken Arts Scotland will take account of the Human Rights Act and Equality Act 2010. This equality, diversity and inclusion policy will be implemented across all aspects of the organisation’s work:
- the appointment of members to its Board;
- the appointment of staff, their conditions of service and employment procedures;
- the appointment of volunteers;
- all dealings with the public and service users.
- the contracting and management of freelancers
BOARD OF TRUSTEES
Outspoken Arts Scotland will aim to ensure that the Board of Trustees is representative of the community and users which it serves. The Board of Trustees will be responsible for ensuring that the equality, diversity and inclusion policy is properly implemented, monitored and reviewed. The members of the Board of Trustees will aim to undertake equality, diversity and inclusion training as part of their membership role.
Outspoken Arts Scotland will ensure that no job applicant, freelancer, employee or volunteer receives less favourable treatment than another on grounds of disability, gender, race, sexual orientation, age, religion/belief, civil partnership/marriage, and pregnancy/maternity or gender reassignment status.
Outspoken Arts Scotland are committed to undertaking open recruitment and selection procedures and wherever possible all relevant vacancies will be advertised and fair and equitable short listing and interview processes will be followed.
Employees, freelancers and volunteers working with the organization will be informed of the equality, diversity and inclusion policy and receive training on equality issues as a mandatory requirement. (Via a number of affordable mediums)
Outspoken Arts Scotland will also ensure that the changing and developing needs of freelancers, staff and volunteers are recognised and appropriate adjustments made to working conditions and/or training provided.
Outspoken Arts Scotland operates other policies and procedures which all staff will be appraised of. Behaviour or actions against the spirit and /or letter of the equality laws, on which this policy is based, will be considered a serious disciplinary matter.
We are opposed to all forms of unlawful and unfair discrimination. All job applicants, employees and others who work for us will be treated fairly and will not be discriminated against on any of the above grounds. Decisions about recruitment and selection, promotion, training or any other benefit will be made objectively and without unlawful discrimination.
We recognise that the provision of equality, diversity and inclusion in the workplace is not only good management practice; it also makes sound business sense. Our EDI policy will help all those who work for us to develop their full potential and the talents and resources of the workforce will be utilised fully to maximise the efficiency of the organisation.
PUBLIC AND SERVICE USERS
Outspoken Arts Scotland aims to make its services accessible to as wide a range of the public as possible and in order to achieve this will take steps to remove barriers which prevent potential audience, participants, members and users from having equal access to the organisation’s activities. This will include:
- Events and workshops to be held on suitable days and times to be inclusive of community members.
- Cultural and religious needs to be identified and met as far as possible e.g. single gender sessions, dietary requirements.
- All project (arts) activities to take into account the varying needs and abilities of the participants.
- ensuring that activities take place in venues and premises which are accessible to disabled people
- providing facilities for disabled people to enable them to participate fully in activities e.g. making reasonable adjustments
- ensuring that the design of publicity material takes account of the needs of people with disabilities and second language speakers both in terms of print,
- format and information on access;
- encouraging and enabling people from underrepresented groups to attend and participate.
We are committed to:
- Promoting equality of opportunity for all persons
- The contracting and management of freelancers
- Promoting a good and harmonious working environment in which all persons are treated with respect
- Preventing occurrences of unlawful direct discrimination, indirect
- discrimination, bullying, harassment and victimisation
- Fulfilling all our legal obligations under the Equality Act 2010
- Complying with our own EDI policy and associated policies
- Taking lawful positive action, where appropriate
- Regarding all breaches of EDI policy as gross misconduct which could lead to disciplinary proceedings.
The Director and Board of Trustees have specific responsibility for the effective implementation of the Equality Diversity and Inclusion (EDI) policy and we expect all our freelancers, consultants, artists, employees and volunteers to abide by the EDI policy and help create the equality environment which is its objective.
In order to implement this policy we shall:
- Communicate the policy to employees, job applicants and relevant others (such as freelancer, contractors/artists)
- Incorporate specific and appropriate duties in respect of implementing the EDI policy into job descriptions and work objectives of all those that work for and on behalf of Outspoken Arts.
- Provide equality, diversity and inclusion training and guidance as appropriate, including EDI training elements within staff induction and Board away days.
- Ensure that those who are involved in assessing candidates for recruitment or promotion will be trained in non-discriminatory selection techniques
- Incorporate equal opportunities notices into general communications practices
- (e.g., newsletters, intranet)
- Obtain commitments from other persons or organisations such as subcontractors or agencies that they too will comply with the policy in their dealings with our organisation and our workforce and communities
- Ensure that adequate resources are made available to fulfil the objectives of the
- Ensure that the spirit of the Equality law is threaded through our other policies, practices and procedures
- Identify a Board member as the EDI lead
Monitoring and review
We will establish appropriate information and monitoring systems to assist the effective implementation of our EDI policy. The effectiveness of our EDI policy will be reviewed regularly [at least annually] in consultation with the Board of Trustees and action taken as necessary. For example, where monitoring identifies an under-representation of a particular group or groups, we shall develop an action plan to address the imbalance.
Employees, freelancers etc. who believe that they have experienced any form of discrimination, harassment or victimisation are entitled to raise the matter through the agreed procedures. A copy of these procedures is available from the Director. All complaints of discrimination will be dealt with seriously, promptly and confidentially.
In addition to our internal procedures, employees have the right to pursue complaints of discrimination under the Equality Act 2010 having made a complaint under our internal grievance procedures first.
Every effort will be made to ensure that employees who make complaints will not be victimised. Any complaint of victimisation will be dealt with seriously, promptly and confidentially. Victimisation will result in disciplinary action and may warrant dismissal.
Updated: 28 May 2018