RPA’s Equality, Diversity and Inclusion Policy

Revolution Performing Arts is committed to encouraging equality, diversity and inclusion among our workforce and eliminating unlawful discrimination.

The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.

The organisation, in providing goods, services and facilities, is also committed to preventing unlawful discrimination against customers and members of the public.

Our Policy’s Purpose

The purpose of this policy is to:

1. Provide equality, fairness and respect for everyone in our employment, whether temporary, part-time or full-time.

2. Not unlawfully discriminate because of any of the protected characteristics identified by the Equality Act 2010:

   • Age
   • Disability
   • Gender reassignment
   • Marriage and civil partnership
   • Pregnancy and maternity
   • Race, including colour, nationality and ethnic or national origin
   • Religion or belief
   • Sex
   • Sexual orientation

3. Oppose and avoid all forms of unlawful discrimination. This includes discrimination concerning:

   • Pay and benefits
   • Terms and conditions of employment
   • Dealing with grievances and discipline
   • Dismissal
   • Redundancy
   • Leave for parents
   • Requests for flexible working
   • Selection for employment, promotion, training or other developmental opportunities

Our Commitments

The organisation commits to:

1. Encourage equality, diversity and inclusion in the workplace, as they are good practice and make business sense.

2. Create a working environment free from bullying, harassment, victimisation and unlawful discrimination. We will promote dignity and respect for everyone and recognise and value individual differences and the contributions of all staff.

   This commitment includes training managers and all other employees about their rights and responsibilities under the Equality, Diversity and Inclusion Policy.

   Responsibilities include staff conducting themselves in a way that helps the organisation provide equal opportunities in employment and prevent bullying, harassment, victimisation and unlawful discrimination.

   All staff should understand that they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination committed during their employment against fellow employees, customers, suppliers or members of the public.

3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, members of the public and any other people encountered during the organisation’s work activities.

   Such acts will be dealt with as misconduct under the organisation’s grievance or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

   Sexual harassment may amount to both an employment rights matter and a criminal matter, such as in allegations of sexual assault.

   Harassment under the Protection from Harassment Act 1997, which is not limited to circumstances where harassment relates to a protected characteristic, is a criminal offence.

4. Make opportunities for training, development and progression available to all staff.

   Staff will be helped and encouraged to develop their full potential so that their talents and resources can be fully utilised to maximise the efficiency of the organisation.

5. Make decisions concerning staff based on merit, apart from any necessary and limited exemptions and exceptions allowed under the Equality Act.

6. Review employment practices and procedures when necessary to ensure fairness, and update them and this policy to take account of changes in the law.

7. Monitor the composition of the workforce using information such as age, sex, ethnic background, sexual orientation, religion or belief and disability.

   This information will be used to encourage equality, diversity and inclusion and to meet the aims and commitments set out in this policy.

   Monitoring will also include assessing how the Equality, Diversity and Inclusion Policy and any supporting action plan are working in practice, reviewing them annually and considering and taking action to address any issues.

Agreement to Follow This Policy

The Equality, Diversity and Inclusion Policy is fully supported by senior management and has been agreed with employee representatives.

Our Disciplinary and Grievance Procedures

Details of the organisation’s grievance and disciplinary policies and procedures can be found in the Staff Handbook. This includes details of the person with whom an employee should raise a grievance, which will usually be their line manager.

Use of the organisation’s grievance or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.