Dated 16 May 2022

EQUALITY & DIVERSITY POLICY

TEATRO VIVO LIMITED

A registered charity in England & Wales (number 1151584)

 

Teatro Vivo believes in diversity, promotes equality and seeks to challenge discrimination. We aim to treat everyone equally, regardless of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation (“Protected Characteristics”).

This policy sets out our approach to equality and diversity and the avoidance of discrimination at work and in the services we provide. With regard to recruitment of core staff, self-employed and employed performers, creatives or technicians and Board members, reference should be made to Teatro Vivo’s Recruitment Policy. This policy applies to anyone working on behalf of or with Teatro Vivo, including:

• the Artistic Directors;
• core staff;
• self-employed and employed performers, creatives or technicians (“Project Company members”);
• those performers or creatives who have been invited by the Artistic Directors to have an ongoing artistic relationship with Teatro Vivo (“Artistic Associates”);
• members of the public who take part in Teatro Vivo’s projects, on an unpaid basis, as beneficiaries of the charity (“Community Chorus members”);
• volunteers;
• workshop participants, and
• Board members.

The following is prohibited:

Unlawful discrimination against or harassment of other people, including Artistic Directors and other core staff, Project Company members, Artistic Associates, Community Chorus members, workshop participants, Board members and other persons with whom it works.

The following forms of discrimination are prohibited under this policy and are unlawful:

• Direct discrimination: treating someone less favourably because of a Protected Characteristic. For example, rejecting a job applicant because of their religious views or because they might be gay.
• Indirect discrimination: a provision, criterion or practice that applies to everyone but adversely affects people with a particular Protected Characteristic more than others, and is not justified. For example, requiring a job to be done full-time rather than part-time would adversely affect women because they generally have greater childcare commitments than men. Such a requirement would be discriminatory unless it can be justified.
• Harassment: this includes sexual harassment and other unwanted conduct related to a Protected Characteristic, which has the purpose or effect of violating someone's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for them.
• Victimisation: retaliation against someone who has complained or has supported someone else's complaint about discrimination or harassment.
• Disability discrimination: this includes direct and indirect discrimination, any unjustified less favourable treatment because of the effects of a disability, and failure to make reasonable adjustments to alleviate disadvantages caused by a disability.

The Artistic Directors are expected to set an example in non-discriminatory behaviour and to ensure that, as far as is reasonably practicable, all participants in Teatro Vivo activities act in accordance with this policy.

Teatro Vivo affirms that all aspects of this Equal & Diversity Policy will be reflected throughout its daily working and in all policy discussions or decisions.

It is the responsibility of the Artistic Directors to monitor the effectiveness of this Policy and report these findings to the Board. It is the responsibility of the Board to keep this policy under review. Each Artistic Director, member of core staff, Project Company member, Artistic Associates, Community Chorus member, volunteer, workshop participant and Board member is responsible for their own compliance.

If you believe that you have suffered discrimination you can raise the matter using the procedure set out in our Enquiries and Complaints Policy, unless the complaint relates to recruitment, in which case it should be made using the procedure set out in our Recruitment Policy.