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
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
1. General Points
The Chase Theatre Company Equal Opportunities
policy is designed to promote an environment where all people can be
treated fairly and equally.
The policy aims to ensure equality of
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.
Chase Theatre Company is committed to ensuring
that there is no discrimination in its practices and to taking
positive action to promote Equal Opportunities.
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.
- The laws relating to Equal Opportunities are as
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
Race Relations Act 1976 (Amendment)
Employment Equality (Sexual Orientation)
Employment Equality (Religion or Belief)
Disability Discrimination Act 1995 (Amendment)
Employment Equality (Age) Regulations 2006
Chase Theatre Company will meet its legal
obligations and comply with the spirit and letter of Equal
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.
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.
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.
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.
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.