Border Crossings Equality, Diversity and Inclusion Policy

Border Crossings creates new intercultural, multi-media theatre in response to the contemporary globalised world. The company works across the borders between cultures and art forms, and between nations and peoples. Our work aims to challenge perceptions, innovate and encourage exciting and inclusive theatre. A commitment to equality and inclusion underpins and informs all of our activities as theatre makers, an employer, an educator and purchaser. Aim of this policy Border Crossings will ensure that no individual or group receives less favourable treatment because they hold one or more characteristics protected by the Equality Act 2010. The protected characteristics are: Age Disability Gender reassignment Marriage or civil partnership Pregnancy and maternity Race Religion or belief Sex Sexual orientation

We will oppose all forms of unlawful and unfair discrimination and seek to advance equality and foster good relations in everything we do. Purpose of this policy The purpose is to ensure that all contractors, job applicants, volunteers, associates, contract staff, trustees and audiences are treated fairly and without discrimination and that all others working in the name of Border Crossings treat all others fairly. Our commitment We recognise that a commitment to equality, diversity and inclusion makes sound business sense as well as being part of our artistic mission We will create a working environment in which individual differences are recognised, valued and utilised We recognise that all employees, contract staff, associates and volunteers are entitled to a working environment that promotes dignity and respect for all. No form of intimidation, bullying or harassment will be tolerated We will regularly review all of our employment polices and practices to ensure that they are fair and in line with best practice We will ensure that our suppliers are aware of this policy and our commitment to equality. Selection for employment, promotion, training or any other benefit will be on the basis of ability and aptitude

 Breaches of this policy will be regarded as misconduct and could lead to disciplinary proceedings This policy will be monitored and reviewed annually and action will be taken to ensure that the policy remains effective Our commitment relates to all forms of prohibited conduct as outlined in the Equality Act 2010. Responsibility Board members, employees, contract staff, associates and volunteers are made aware of the policy and their responsibility for putting it into practice Ultimate responsibility for this policy rests with the Board.

Making a complaint An allegation of discrimination, harassment or victimisation will be dealt with fairly and in a timely manner. It is hoped that the great majority of issues can be settled amicably at the first stage, and that complaints will only reach the second stage in exceptional circumstances. First Stage (Informal Complaint) The complainant should initially make the complaint to the Artistic Director, unless the latter is the subject of the complaint. In such circumstances the complaint should go first to the General Manager. If the complaint has been made in writing, the complainant will receive a written response within two weeks. The object of this First Stage is to resolve problems quickly and simply with the minimum of formality. A record will be kept of any complaint made, the nature of the complaint and how it was resolved. Second Stage (Formal Complaint) If the matter cannot be resolved satisfactorily by the Artistic Director or General Manager, it will be referred to the Board for investigation by a minimum of two Board members. The Board will respond to a letter of complaint in a timely manner.

Policy ratified on 4th January 2012