This policy is in accordance with NODA, of which the Abbey Theatre Club has been a member since March 2024.
About this policy
The Abbey Theatre Club, Arbroath (Society or we) is committed to providing a creative environment in which diversity and inclusion is valued and ensuring all members, committee members, volunteers, visitors, audience members (and any freelancers) are treated, and treat others, with dignity and respect.
As part of our zero-tolerance approach to discrimination in any form, you will receive equal treatment 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). We are also committed to providing equitable treatment to all those we deal with as an organisation, including customers and suppliers.
This Policy sets out our approach to diversity, equity and inclusion. Our aim is to encourage and support diversity, equity and inclusion and actively promote a culture that values difference and eliminates discrimination at rehearsals, performances, meetings or during any other activities arranged by the Society, including social functions.
It applies to all aspects of engagement with us, including recruitment, membership, training, conduct when working with or for the Society, disciplinary and grievance procedures, and termination of engagement.
The theatre and creative world pushes boundaries; it explores, expands, and celebrates the spectrum of human emotions and experiences. This Policy sets out to underpin this valued work, not to censor any activities.
The Abbey Theatre committee as a whole is responsible for this Policy and will review it annually.
Diversity and Inclusion training
Theatre members will be given appropriate training to ensure that everyone is aware of and understands the contents of this Policy [and the Anti-harassment and Bullying Policy] and is capable of recognising and avoiding discrimination, harassment and victimisation, and promoting equality of opportunity and diversity in the areas of recruitment, development, rehearsals and production.
Discrimination
You must not unlawfully discriminate against or harass any other people. This applies at rehearsals, performances, meetings, when dealing with patrons, suppliers or other Society-related contacts, or during any other activities arranged by the Society, including social functions.
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 someone 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. [Harassment is dealt with further in our Anti-harassment and Bullying Policy].
- Victimisation: retaliation against someone who has complained or has supported someone else’s complaint about discrimination or harassment. This includes where someone mistakenly believes that the person victimised has done so.
- 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.
Show Casting and Selection:
Show casting and other selection exercises will be conducted on the basis of merit, against objective criteria that avoid discrimination. When recruiting or casting, we will aim to take steps to improve the diversity of our casts and provide equality of opportunity. Our procedures will be reviewed regularly to ensure that individuals are objectively assessed on the basis of their relevant merits and abilities.
When casting or performing another selection exercise, candidates should not be asked questions which might suggest an intention to discriminate on grounds of a Protected Characteristic. For example, applicants should not be asked where they are from or whether they are pregnant or planning to have children.
Candidates should not be asked about health or disability before a role offer is made, except in the very limited circumstances allowed by law: for example, to check that the applicant could perform an intrinsic part of the role (taking account of any reasonable adjustments), or to see if any adjustments might be needed at interview/audition because of a disability.
Disabilities:
If you are disabled or become disabled, we encourage you to tell us about your condition so that we can consider what reasonable adjustments or support may be appropriate.
Breaches of this Policy
We will take a strict approach to breaches of this policy, [which will be dealt with in accordance with our Disciplinary Procedure]. Serious cases of deliberate discrimination and victimisation may result in being asked to leave the club.
If you believe that you have suffered harassment, bullying or discrimination, or witnessed it happening to someone else in the theatre, you can raise the matter with a committee member or through our Grievance Procedure and through our Anti-harassment and Bullying Policy as appropriate. Complaints will be treated in confidence and investigated as appropriate. We encourage the reporting of all types of potential discrimination, as this assists us in ensuring that diversity, equity and inclusion principles are adhered to. However, making a false allegation in bad faith, or that you know to be untrue, will be treated as misconduct and dealt with under our Disciplinary Procedure.
The Abbey Theatre Club, Arbroath 