DIVERSITY AND EQUALITY POLICY
Global English Theatre (hereafter 'Global', 'us' or 'we') exists to help build bridges between people of different backgrounds. We want to create a creative, safe and inclusive environment in which an exchange of knowledge and skills is fostered. Individuals with different cultures, perspectives and experiences are at the heart of the way Global works.
We are guided by our values, and recognise that being a diverse and inclusive employer helps us deliver richer and fuller work. We seek to develop a work environment in which we treat all employees as equals, and undertake to keep it free from discrimination or harassment of any kind. We will remove unnecessary barriers for those seeking to work or collaborate with us and continue to support our leaders, employees and collaborators to demonstrate the principles of diversity and inclusion in their activities, roles and functions.
Each person is an individual with visible and non-visible differences and by respecting this everyone can feel valued for their contributions which is beneficial not only for the individual but for Global too. We consider diversity to mean celebrating difference and valuing everyone. We acknowledge that equality and diversity are inter-dependent. There can be no equality of opportunity if difference is not valued.
We work within the spirit and practice of the Equality Act 2010 by promoting a culture of respect and dignity and actively challenging discriminatory behaviour should we encounter it from our own staff, our collaborators or the students with whom we work.
II - Scope
The rights and obligations set out in this policy apply equally to all employees, whether part time or full time on a substantive or fixed-term contract, and also to associated persons such as voluntary collaborators.
As an employee you have personal responsibility for the application of this policy. As a term of your employment agreement, you are expected to read and familiarise yourself with this policy, ensure that this policy is properly observed and fully complied with.
This policy is also of particular relevance to directors, line managers and other employees concerned with recruitment, training and promotion procedures and employment decisions which affect others.
III – Our Commitment
Every employee is entitled to a working environment that promotes dignity, equality and respect for all. Global will not tolerate any acts of unlawful or unfair discrimination (including harassment) committed against an employee, contractor, job applicant, collaborator, visitor, volunteer or student because of a protected characteristic:
• gender identity or reassignment;
• marriage and civil partnership;
• pregnancy and maternity;
• race (including ethnic origin, colour, nationality and national origin);
• sexual orientation;
• religion and or belief
All employees will be encouraged to develop their skills and fulfil their potential and to take advantage of training, development and progression opportunities in Global. Selection for employment, promotion, training, or any other benefit will be on the basis of aptitude and ability. We will create specific recruitment policies for individual vacancies and make our commitment to diversity a feature of each of these.
No form of intimidation, bullying or harassment will be tolerated. If you believe that you may have suffered discrimination because of any of the above protected characteristics, you should consider the appropriateness and feasibility of attempted informal resolution by discussion in the first instance with your line manager or another colleague in a relevant position of seniority.
Allegations regarding potential breaches of this policy will be treated in confidence and investigated in accordance with the appropriate procedure. Global will ensure that individuals who make such allegations in good faith will not be victimised or treated less favourably by Global as a result. However, false allegations of a breach of this policy which are found to have been made in bad faith will be dealt with under Global's Discipline Policy.
A person found to have breached this policy may be subject to disciplinary action under Global's Discipline Policy.
IV – When Does This Policy Apply?
This policy applies to all conduct in the workplace and also to conduct outside of the workplace that is related to your work (including time spent with host families and in the wider communities in which Global operates whilst you are employed by us) or which may impact on Global’s reputation (e.g. the expression of views on social media, contrary to the commitments expressed in this policy, that could be linked to Global). We set out below some specific areas of application:
a) Recruitment - Selection for employment at Global will be on the basis of aptitude and ability. Further detail is set out in our Recruitment Policies.
b) Training – Issues of particular relevance to the work project will be highlighted as part of all training activity organised by Global.
c) Promotion - All promotion decisions will be made on the basis of merit, and will not be influenced by any of the protected characteristics listed above. Where appropriate, steps will be taken to identify and remove unnecessary or unjustifiable barriers to promotion.
d) During employment - The benefits, terms and conditions of employment and facilities available to Global employees will be reviewed on a regular basis to ensure that access is not restricted by unlawful means and to provide appropriate conditions to meet the special needs of disadvantaged or under-represented groups.
V – Types of Discrimination
There are various types of discrimination prohibited by this policy. The main types are:
a) Direct Discrimination - Direct discrimination occurs where one person is treated less favourably than another because of a protected characteristic set out in this policy. This would include:
Associative discrimination - this is direct discrimination against someone because they associate with another person who possesses a protected characteristic. For example, an employee is discriminated against because his/her son is disabled.
Perceptive discrimination - this is direct discrimination against an individual because others think they possess a particular protected characteristic. For example, where co-workers believe the individual is gay. It applies even if the person does not actually possess that characteristic.
b) Indirect Discrimination - Indirect discrimination occurs when an unjustifiable requirement or condition is applied, which appears to be the same for all, but which has a disproportionate, adverse effect on one group of people. This is discrimination even though there was no intention to discriminate.
c) Victimisation - Victimisation is where an employee is treated less favourably than others because they have asserted legal rights against Global or assisted a colleague in doing so.
d) Harassment - Harassment is unwanted conduct related to a relevant protected characteristic, which has the purpose or effect of violating an individual’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual.