Harleston Players is committed to providing equality of opportunity in all areas of its work and activities, both as a community organisation and as a creator of productions.
It has adopted the following policy to ensure that Equal Opportunities are implemented throughout the work of the organisation.
Policy
Harleston Players adheres to all aspects of The Equality Act 2010 and strives to ensure that it treats everyone equally on the grounds of gender, race, nationality, ethnic or national origins, sexuality, marital status, age, religion, disability, sexual orientation, pregnancy and maternity.
Harleston Players will seek to promote a positive understanding of the society in which we live through all its activities.
Implementation
The Management Team are responsible for ensuring that this policy is implemented.
This policy will inform Harleston Players’ actions, strategies and attitudes in relation to freelance artists, volunteers, audience, participants and Management Team members. It also relates to programming, training, auditions and working conditions - and marketing and audience development.
Harleston Players will ensure that its recruitment procedures are fair to ensure that all applicants are considered strictly on merit and strive to provide conditions of service, that consider good equal opportunities practice.
Harleston Players will ensure that all members of the organisation understand their responsibilities under the law. This policy will be given to volunteers, production staff and Management Team members as part of their induction process and will be included in any contracts with freelance artists, all of whom will be asked to respect its intent and feedback any comments to the Management Team.
The Management Team will take immediate and appropriate action in accordance with established procedures in the event of any breach. Any complaint or alleged complaint should be reported immediately to the Chair of Harleston Players and the Management Team. Any complaint or alleged complaint regarding the conduct of the Management Team should be reported immediately to the Chair.
Monitoring and Reviewing
The effectiveness of the policy will be regularly monitored using audience research, volunteer and staff feedback and other such measures.
The Management Team undertakes to review this policy every two years and take any appropriate action to eliminate discriminatory practices.
Policy Dated : August 2024
Review Date : August 2026.