Introduction
The Queen’s Hall is dedicated to encouraging and actively pursuing an equality, diversity, and inclusion policy.
This policy addresses the rights and needs of everyone to be treated with respect and dignity in an environment where diverse backgrounds and experience are valued.
This reflects the values of regional, national, and international communities that we serve and influence.
We are and wish to continue to be a place where people can be free to be themselves no matter what their identity or background.
The Queen’s Hall staunchly opposes all forms of discrimination.
The Queen’s Hall aim is for our employees, booking agents, performers, board of directors and audience to be truly representative of all sections of society and for everyone to feel respected and able to give their best.
The Queen’s Hall is against unlawful discrimination with respect to our audience, customers, the public, and anyone who works for us in any capacity.
This policy has been developed as a commitment of the Board of The Queen’s Hall, its senior management, and its members of staff to the development, implementation and application of conduct which does not discriminate, and which provides equality of opportunity for all.
The Queen’s Hall seeks to develop cultural diversity, creativity, and learning in all sections of society, and to encourage, inspire, and support anyone in their experience of live performance and all that comes with it.
Policy
This policy’s purpose is:
- To ensure equality, fairness, and respect for all who work at The Queen’s Hall whether temporary, part-time, or full-time. It is to ensure equality, fairness, and respect for all visiting artists and for anyone who attends any performance, or any member of the public within the venue.
- To ensure there is no unlawful discrimination regarding protected characteristics as outlined in the Equality Act 2010. These characteristics are age, disability, gender reassignment, marriage or civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex, and sexual orientation.
- To oppose and avoid all forms of unlawful discrimination in employment. This includes in pay and benefits, terms, and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, parental leave, requests for flexible working, selection for employment, promotion, training, or other developmental opportunities.
Definitions
There are four main types of discrimination:
- Direct Discrimination happens when one person is treated less favourably than another because of a protected characteristic they have or are thought to have (perceptive discrimination), or because they associate with someone who has a protected characteristic (associative discrimination).
- Indirect Discrimination happens where there is a rule, a policy, or a practice that applies to everyone, but which doesn’t consider a potential disadvantage due to their protected characteristic.
- Harassment is unwelcome, unwanted, and unreciprocated behaviour which violates the recipient’s dignity and/or creates a hostile environment.
- Victimisation occurs when a person suffers unfair treatment such as e.g., after taking a stand against discrimination or harassment, either on their own behalf, or on someone else’s.
Our Commitments
The Queen’s Hall commits to:
- Encouraging equality, diversity and inclusion in the workplace and venue.
- Creating and supporting 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 staff are recognised and valued.
- Communicating transparently with employees about their rights and responsibilities under the equality, diversity, and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunities in employment, and prevent direct and indirect discrimination, harassment, and victimisation.
- Ensuring all staff understand they, as well as their employer, can be held liable for acts of direct and indirect discrimination, harassment, and victimisation in the course of their employment, against fellow employees, customers, suppliers, and the public.
- Taking seriously any complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others during the organisation’s work activities.
- Treating any negative acts (aforementioned, or similar) as misconduct under the organisation’s grievance and/or disciplinary procedures and taking appropriate action. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.
- Treating any sexual harassment seriously, which may amount to employment rights and criminal matters as per sexual assault allegations.
- Making opportunities for training, development, and progress available to all staff, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.
- Reviewing employment practices and procedures when necessary to ensure fairness and update them and the policy to take account of changes in the law.
- Regularly assessing the make-up of the workforce, including the board, to ensure aims and commitments set out in the equality, diversity and inclusion policy are met.
- Applying this policy to all members of the public who come to The Queen’s Hall. It applies to all Queen’s Hall employees and any / all volunteers who give time to The Queen’s Hall.
Legal Framework
This policy has been drawn up with reference to key legislation:
- Equality Act 2010.