Equality, Diversity & Inclusion Policy
Imaginari Theatre CIC is committed to encouraging equality, diversity and inclusion
among our workforce and eliminating unlawful discrimination. The aim is for our workforce to be truly representative of all sections of society and our customers and for each employee to feel respected and able to give their best. The organisation - in providing goods and/or services and/or facilities - is also committed against unlawful discrimination of customers or the public.
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Our Policy’s Purpose
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This policy’s purpose is to:
1. Provide equality, fairness and respect for all in our employment, whether temporary, part-
time or full-time.
2. Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:
a. Age
b. Disability
c. Gender reassignment
d. Marriage and civil partnership
e. Pregnancy and maternity
f. Race (including colour, nationality, and ethnic or national origin)
g. Religion or belief
h. Sex
i. Sexual orientation
3. Oppose and avoid all forms of unlawful discrimination. This includes in:
a. Pay and benefits
b. Terms and conditions of employment
c. Dealing with grievances and discipline
d. Dismissal
e. Redundancy
f. Leave for parents
g. Requests for flexible working
h. Selection for employment, promotion, training or other developmental opportunities
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Our Commitments
The organisation commits to:
1. Encourage equality, diversity and inclusion in the workplace as they are good practice and
make business sense.
2. Create a working 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.
a. This commitment includes training managers and all
other 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 bullying,
harassment, victimisation and unlawful discrimination.
b. All staff should understand they, as well as their employer, can be held liable for
acts of bullying, harassment, victimisation and unlawful discrimination, in the course
of their employment, against fellow employees, customers, suppliers and the public.
3. Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination
by fellow employees, freelance partnering artists, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities.
a. Such acts will be dealt with as misconduct under the organisation’s grievance
and/or disciplinary procedures, and appropriate action will be taken. Particularly
serious complaints could amount to gross misconduct and lead to dismissal without
notice.
b. Further, sexual harassment may amount to both an employment rights matter and a
criminal matter, such as in sexual assault allegations. In addition, harassment under
the Protection from Harassment Act 1997 – which is not limited to circumstances
where harassment relates to a protected characteristic – is a criminal offence.
4. Make 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.
5. Make decisions concerning staff being based on merit (apart from any necessary and
limited exemptions and exceptions allowed under the Equality Act).
6. Review employment 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 workforce regarding information such as age, sex, ethnic
background, sexual orientation, religion or belief, and disability in encouraging equality,
diversity and inclusion, and in meeting the aims and commitments set out in the equality,
diversity and inclusion policy.
a. Monitoring will also include assessing how the equality, diversity and inclusion
policy, and any supporting action plan, are working in practice, reviewing them
annually, and considering and taking action to address any issues.
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Agreement to Follow this Policy
The equality, diversity and inclusion policy is fully supported by senior management and has been agreed upon with trade unions and/or employee representatives.
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Our Disciplinary and Grievance Procedures
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Details of the organisation’s grievance and disciplinary policies and procedures can be found at
www.imaginari.org/equality-diversity-inclusion-policy.
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In the case of a disciplinary or grievance event, the employee should raise a grievance directly with the company's director, Raquel Bellastella (a.k.a. Raquel Varela)
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Use of the organisation’s grievance or disciplinary procedures does not affect an employee’s right to make a claim to an employment tribunal within three months of the alleged discrimination.
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Review
This policy will be reviewed every 2 years
Any changes we may make to our privacy policy in the future will be posted on this page.
This privacy policy was last updated on 29th February 2024.