Leicester Theatre Trust

Equal Opportunities statement

Spring 2011

Leicester Theatre Trust (LTT) recognises that discrimination is unacceptable and has made the decision to adopt a formal equal opportunities policy.

Curve Theatre, part of LTT aims to be an equal opportunities company and has a legal and ethical responsibility to act fairly, as an employer, and in the provision and delivery of services. LTT will do everything possible to ensure that every customer, supplier, job applicant, employee and worker has equal access to services or employment opportunities and is treated with dignity and respect at all times. LTT will ensure that training and development is available irrespective of personal characteristics so that each employee achieves his/her full potential.

LTT also values diversity and recognises that there is a difference between equality and diversity. LTT understands equality as the protection of certain groups of staff from unfair treatment based on personal characteristics such as gender, race, disability, sexual orientation, religion, belief or age.  Diversity recognises and values the differences people have, such as appearance, social class or working patterns.

LTT’s ethos is to aim to treat our customers and workers in line with our Dignity at Work Policy, and to expect our workers to act in this way, with customers, suppliers and with each other.

Policy Statement

LTT recognises the value of employing a diverse workforce and harnessing the talents of individual workers from different backgrounds and with varied skills. The benefits to the business include improved morale, lower absence levels and satisfied customers. This, in turn, may lead to a wider customer base and the avoidance of legal proceedings arising from breaches of equality legislation.

Discrimination

LTT is committed to exceeding the minimum legal requirements relating to equality whilst still being mindful of current and future equality legislation (and codes of practice) to include but not be limited to:

• Sex Discrimination Act 1975 (as amended)
• Race Relations Act 1976 (as amended)
• Disability Discrimination Act 1995 (as amended)
• Employment Equality (Sexual Orientation) Regulations 2003
• Employment Equality (Religion or Belief) Regulations 2003
• Employment Equality (Age) Regulations 2006

This legislation is aimed at protecting individuals against all or any type of discrimination, harassment or victimisation due to their gender, race, disability, sexual orientation, religion, belief or age.

LTT promotes an environment free from bullying, harassment and victimisation. Bullying can be defined as persistent actions, criticism or personal abuse, either in public or private, which humiliates, denigrates, undermines, intimidates or injures the recipient. Harassment is unwanted behaviour which has the intention or effect of violating someone else’s dignity and is normally based on a particular characteristic such as gender, race, disability, sexual orientation, religion or belief. Victimisation occurs when someone is harassed because they have made a complaint or assisted someone else in making a complaint either to an Employment Tribunal or using the grievance procedure.

Any form of discrimination, indirect discrimination, harassment, victimisation or bullying is not tolerated by the company.

All employees will read and understand this policy and behave in accordance with it. All management are responsible for ensuring that the policy is adhered to, and any breaches are reported immediately and dealt with swiftly, considerately, confidentially and with sensitivity.