Equal Opportunities
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Chase Theatre Company

Equal Opportunities Statement of Intent

Chase Theatre Company aims to promote equality of opportunity for all minority and disadvantaged groups, including women, black and ethnic minorities, D/deaf and disabled people, lesbian, gay, bisexual and transgender people, working class people and those who hold different beliefs. Therefore, Chase Theatre Company declares that it will introduce measures that combat all direct and indirect discrimination in its provision of services and its membership involvement.

Chase Theatre Company will develop and maintain procedures and systems for monitoring the progress of the Equal Opportunities policy in practice. Monitoring will involve the collection of relevant statistics on the composition of the performances both paid and unpaid, performers of Chase Theatre Company and to some extent, audiences. Any information collected will be used solely for monitoring purposes. Arrangements will be made to protect the confidentiality of the information during its collection and retention.

Where necessary Chase Theatre Company provides information on of where scripts are available to purchase or will purchase on the performers behalf. We ensure the rehearsal space is accessible.  We will make reasonable adjustments to accommodate any member's specific access requirements.

1. General Points

  1. The Chase Theatre Company Equal Opportunities policy is designed to promote an environment where all people can be treated fairly and equally.

  2. The policy aims to ensure equality of opportunity for:

  • job applicants

  • employees

  • voluntary managers

  • performers

irrespective of race, colour, age, disability, D/deafness, nationality or ethnic origin, sexuality, marital status, religious beliefs, class, HIV status, responsibility for dependants or spent criminal record.
  1. Chase Theatre Company is committed to ensuring that there is no discrimination in its practices and to taking positive action to promote Equal Opportunities.

  2. Chase Theatre Company will review the implementation of the policy and advise all staff, volunteers, self-employed contracted artists and members of the organisation on all aspects of the policy.

2. The Law

  1. The laws relating to Equal Opportunities are as follows:
  • Disabled Persons Employment Act 1944 and 1958

  • Equal Pay Act 1970

  • Sex Discrimination Act 1975 and 1986

  • Race Relations Act 1976

  • The Companies (Chief Executive Report, Employment of Persons) Regulations 1980

  • Gender Recognition Bill 2003

  • Equal Pay Act 1970 (Amendment) Regulations 2003

  • Race Relations Act 1976 (Amendment) Regulations 2003

  • Employment Equality (Sexual Orientation) Regulations 2003

  • Employment Equality (Religion or Belief) Regulations 2003

  • Disability Discrimination Act 1995 (Amendment) Regulations 2004

  • Employment Equality (Age) Regulations 2006

  • Chase Theatre Company will meet its legal obligations and comply with the spirit and letter of Equal Opportunities Legislation.

3. Responsibility

  1. Chase Theatre Company , performers and anyone associated with Chase Theatre Company has a responsibility to work to implement the policy and the Production Manager and Producer  will be answerable for its implementation.

4. Definitions

  1. Direct Discrimination is defined as treatment that involves a conscious motive to discriminate. It consists of treating someone less favourably in the same circumstances because of, for example, their race, gender, disability or impairment. Discrimination on the grounds of race, gender, sexual orientation, religion or belief, disability or marital status is against the law.

  2. Indirect Discrimination means applying a condition or requirement that adversely affects one particular group considerably more than others, and cannot be strictly justified in terms of requirements for performing the job.

  3. Harassment includes unreciprocated and unwelcome comments, looks, actions, materials, suggestions or physical contact that is found objectionable and/or offensive and may create an intimidating working environment.

  4. Victimisation is unlawful in relation to the Sex Discrimination Act, Race Relations Act and Equal Pay Act. This means that a person may not be treated less favourably than other persons because they have taken action relating to the Acts e.g. have brought proceedings or have given evidence in a case.