Equal Opportunities Policy

York Theatre Royal emphasises that it will observe in particular the objectives of the Sex Discrimination Act 1975, the Race Relations Act 1976, the Equal Pay Act 1970 and the Disabled Persons (Employment) Acts 1944 and 1958 and Codes of Practices drawn in accordance with such Acts.

Statement of Intent
York Theatre Royal is committed to a programme of action to make this policy fully effective with the following aims:

Recruitment
That no employee is directly or indirectly placed at a disadvantage by requirements or conditions which are not relevant to any appointment or contract. Each job will have a Job Description and Person Specification which is not discriminatory in design. Each job will be advertised with the aim of attracting interest from the widest community.

Where a requirement or condition which cannot be justified is applied which had a disproportionately adverse effect on a particular group or groups by requesting specific qualifications which are not necessary for the effective performance of the job, this will be considered discrimination.

All adverts will carry a positive statement relating to this Equal Opportunities Policy ie: "We are an Equal Opportunities Employer".

York Theatre Royal participates in the "Positive about Disabled People" scheme and guarantees an interview to all disabled applicants who meet the Essential Criteria contained within the Person Specification for each post.

Monitoring forms will be attached to all Application Forms in order to allow York Theatre Royal to monitor whether its advertising is reaching and attracting all sections of the community, especially those presently under-represented in the workforce.

Selection
The suitability of each applicant will be measured against the basic requirements of the Job Description and the Person Specification and appointed on that basis. It will not be assumed, for example, that men only or women only will be able to do certain types of work, or that people with disabilities are restricted to a limited number of jobs.

Training
In so far as it is possible within available resources:

Employees will be given training in Equal Opportunities in order to better understand and achieve opportunities and treatment as set out in this Policy.

All persons responsible for recruitment and selection of staff will receive training in equal opportunities. This training will enable employees to recognise the organisation's and their own legal obligations under the Race Relations Act 1976, the Sex Discrimination Act 1975 and the Disabled Persons (Employment) Act 1944 and to develop the necessary skills to translate the equal opportunities policy into practice.

Access
York Theatre Royal will work towards providing a comfortable, accessible, and appropriately equipped working environment which will facilitate employment without discrimination and will take advice from relevant organisations towards this end.

Implementation
The Trust will delegate overall responsibility for the implementation of this policy to the Officers of the Trust who will:

Ensure that all employees and their trade union representatives or professional body are aware of this Policy and will consult with such bodies when appropriate concerning its implementation and seek their agreement.

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 Chief Executive and the Artistic Director. Any complaint or alleged complaint regarding the conduct of the Artistic Director should be reported immediately to the Chief Executive and any complaint or alleged complaint regarding the conduct of the Chief Executive should be reported immediately to the Trust.

Arrange training and provide guidance in accordance with the Statement of Intent.

Examine and recommend to the Trust changes of procedures and selection structures and criteria where they are actually or potentially discriminatory.

Regularly review the company's performance and targets and recommend action to the Trust to improve these and any physical or potentially discriminating features which prejudice this policy and its implementation.

Employee Responsibility
While the ultimate responsibility for ensuring this policy is implemented lies with the Trust, employees should accept responsibility in avoiding discrimination in any form, whether to or by others and to practice equal opportunities by observance and encouragement.

Employees should familiarise themselves and observe the Codes of Practice based on those issued by the Equal Opportunities Commission, the Commission for Racial Equality and that of the Department of Employment (Training) on the employment of disabled persons relevant to their jobs.

In particular each of the employees should:

Comply with measures which are introduced to make sure that there is equal opportunity and non-discrimination.

Not discriminate, as persons responsible, either against other members of staff or in selection decisions in recruitment, promotion, transfer or training.

Not induce or attempt to induce other employees or management to practice discrimination, for example by refusing to work with employees from any racial groups, or a person with disabilities, or express attitudes or words which would offend or reflect on any group or individual.

Draw the attention of the Chief Executive or Artistic Director to a suspicion of discriminatory acts or practices or statements both written and oral.

Not to victimise others who have made complaints or provided information about discrimination or harassment.

Not to harass, abuse or intimidate other employees, on any grounds, nor support others who seek to do so.

Understand that employees who in the course of their employment are found not to have adhered to this Policy and the Codes of Practice, or have been involved in any discriminatory practice, will be considered by the York Theatre Royal to be in serious breach of the terms of their employment which will render the employee liable for disciplinary action including dismissal.

Eclipse- developing strategies to combat racism in theatre

In 1998/9 Arts Council of England statistics showed that only 4% of permanently employed staff in English regional producing theatres were Black, Asian or Chinese, and that only 3% of Board members were black.

In 1999 The Macpherson Report which followed the murder of Stephen Lawrence offered a definition of Institutional Racism:

"Institutional Racism consists of the collective failure of an organisation to provide an appropriate and professional service to people because of their colour, culture or ethnic origin. It can be seen or detected in processes, attitudes and behaviour which amount to discrimination through unwitting prejudice, ignorance, thoughtlessness and racist stereotyping which disadvantage minority ethnic people".

In August 2002 York Theatre Royal had no permanently employed staff and no Board members who were Black, Asian or Chinese .

The Arts Councils Eclipse strategy is not claiming that the theatre industry or any individual theatre is racist but seeks to establish recommendations to cover all areas of practice: board membership, employment & training, programming, and marketing.

York Theatre Royal is committed to these strategic aims and will work closely with funders and others to ensure genuine equality of opportunity.

Sexual Harassment at Work
In order to provide a productive and pleasant working environment, it is important that we endeavour to maintain a workplace characterised by mutual respect. Accordingly, sexual harassment in our workplace will not be tolerated.

Prohibited Activities
Sexual harassment has been defined as a form of sex discrimination, consisting of unwanted sexual advances. Examples of prohibited sexual harassment include:
Supervisors or managers explicitly or implicitly suggesting sex in return for a hiring, compensation, promotion or retention decision.
Verbal or written sexually suggestive or obscene comments, jokes, or propositions
Unwanted physical contact, such as touching, grabbing, or pinching etc.
Displaying sexually suggestive objects, pictures, or magazines
Continual expression of sexual or social interest after an indication that such interest is not desired
Conduct with sexual implications which affects the employee's work or creates an intimidating work environment e.g the wearing of inappropriate clothing
Suggesting or implying that failure to accept a request for a date or sex would adversely affect the employee in respect to a performance evaluation or promotion
Harassment by non-employees
We will endeavour to protect employees, to the extent possible, from reported harassment by non-employees such as from visitors and other parties who have workplace contact with our employees.

We also need to be aware that as we work with a large number of Young People through our Education and Youth Theatre activities, that there is a possibility that the young people may develop emotional attachments to staff , which unless handled appropriately may give off the wrong signals . Further guidance on this is contained within our work placement policy, but if in doubt please speak to a member of the Education department, or your line manager.

Complaint Procedure
Any employee who feels that he or she has been harassed is strongly urged to immediately bring the subject to the attention of their line manager or the Chief Executive. Alternatively if the complaint is regarding the conduct of the line manager or the Chief Executive then contact should be made with the Board's Personnel group.

Inquiries and/or complaints will be investigated as quickly as possible. Any investigation will be conducted in as confidential manner as is compatible with a thorough investigation of the complaint.

Discipline
Any employee found to have harassed another employee or applicant for employment will be subject to appropriate disciplinary procedure action, including warnings, suspension or termination of employment.

A person committing sexual harassment may also be held legally liable for his or her actions under applicable law.