New Sussex Opera: equality, diversity and inclusion policy

New Sussex Opera is committed to encouraging equality, diversity and inclusion in all our activities, avoiding unlawful discrimination.

The aim is for our company to be truly representative of all sections of society and our audiences, and for everyone involved to feel respected and able to give their best.

Our policy’s purpose

This policy’s purpose is to:

1. Provide equality, fairness and respect for all involved in any way in our charity’s activities, whether as a professional involved in a production or as an amateur member of the company or indeed as a member of our audiences.

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

·       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 in:

·       pay and benefits

·       terms and conditions of contract

·       dealing with grievances and discipline

·       dismissal

·       requests for flexible working

Our commitments

NSO commits to:

1. Encourage equality, diversity and inclusion in the company.

2. Create an environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all company members are recognised and valued.

3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by anyone involved in any aspect of the charity’s activities.

Such acts will be dealt with by the Trustees, and appropriate action will be taken

4. Make opportunities for all involved in any capacity in the charity to develop their full potential.

5. Make decisions on e.g. casting for roles based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).

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

7. Monitor the make-up of the charity and the company to assess how the equality, diversity and inclusion policy, are working in practice.

Our disciplinary and grievance procedures

Any grievance should be referred to a Trustee – or to an appropriate line manager e.g. production manager, chorus manager, orchestra manager. Disciplinary matters will be referred to a meeting of the Trustees.