Equity, Diversity and Inclusion at Curve

At the heart of what we do are our people. We are committed to creating an environment of positive working relationships.

Everyone who works with, and for Curve should therefore be treated with dignity. This means:

• A workplace free from bullying, harassment or victimisation
• Be treated with dignity, respect and courtesy
• Experience no form of discrimination or aggressive behaviour
• Be valued for their skills and abilities
• Be appointed and developed on the basis of merit

Any behaviour that contradicts the above will not be tolerated and will be dealt with immediately.

Everyone at Curve has the responsibility to ensure no one working for our theatre is a victim of such behaviour.

We encourage everyone to report any experiences of unacceptable behaviour to another colleague, your line manager, HR or member of the Senior Management Team.

We celebrate the diversity of the work on our stages and we continue to work hard to find ways of ensuring our workforce is more reflective of the city in which we serve. Below is the 2025/26 data regarding representation at Curve.

OUR WORKFORCE

Ethnicity
6% Asian/Asian British
5% Black/Black British
2% Mixed Background
86% White/White British
1% Any other Ethnic Groups
0% Prefer not to say/Not known

Sexual Orientation
7% Bisexual
5% Gay Man
5% Gay Woman/Lesbian
70% Heterosexual/Straight
3% Queer
1% In another way
7% Prefer not to say
2% Not known

Disability
18% identify as being either D/deaf and or disabled or have a long term health condition
16% identify as neurodivergent

Gender Identity
59% Female
39% Male
2% Non-binary
1% Prefer not to say

OUR EXECUTIVE LEADERSHIP TEAM

Ethnicity
100% White British

Sexual Orientation
33% LGBTQ+

Disability
33% identify as being either D/deaf and or disabled or have a long term health condition

Gender Identity
44% Female
56% Male

Socio-economic background of our Leadership Team:
22% highest income earner at age 14 was routine manual and service
11% highest income earner at age 14 was senior management
25% highest income earner at age 14 was modern professional
22% highest income earner at age 14 was technical and craft occupation

OUR BOARD OF TRUSTEES

Ethnicity
8% Asian/Asian British
25% Mixed Background
67% White British

Sexual Orientation
8% Gay Man
83% Heterosexual/Straight
8% Prefer not to say

Disability
8% identify as being either D/deaf or disabled, or having a long term health condition

Gender Identity
58% Female
42% Male

Socio-economic background of our Leadership Team:
17% Highest income earner at age 14 was middle and junior management
33% Highest income earner at age 14 was modern professional
8% Highest income earner at age 14 was semi-routine manual
25% Highest income earner at age 14 was traditional professional
8% Highest income earner at age 14 was technical and craft occupation
8% Not applicable

ARTISTS ON OUR STAGES

Ethnicity
3% Asian/Asian British
3% Black/Black British
12% Mixed Background
81% White/White British
1% Prefer not to say/Not known

Sexual Orientation
10% Bisexual
8% Gay Man
3% Gay Woman/Lesbian
63% Heterosexual/Straight
3% Queer
3% In another way
10% Prefer not to say
0% Not known

Disability
8% identify as being either D/deaf or disabled, or having a long-term health condition
10% identify as neurodivergent
1% Prefer not to say
30% Not known

Gender Identity
36% Male
61% Female
1% Non-binary
2% Prefer not to say
0% Not known

The Gender Pay Gap (GPG) shows the differences in the average pay between men and women. An employer must comply with the regulations for any year where they have a ‘headcount’ of 250 or more employees on the ‘snapshot date’ (5 April 2025).

For the purposes of the GPG report, the definition of who counts as an employee is defined in the Equality Act 2010. This is known as the ‘extended’ definition which includes:

• Employees
• Worker and agency workers
• Some self-employed people

To be included as a full-pay relevant employee, the employee must be paid their full usual pay during the period in which the snapshot date falls. If the employee is paid less than their usual rate because of being on leave for that period, they should not be counted as a full-pay relevant employee.

As we don’t make bonus payments, we are required to report on three calculations:

• Mean gender pay gap in hourly pay. A mean average involves adding up all of the numbers and dividing the result by how many numbers were in the list.
• Median gender pay gap in hourly pay. A median average involves listing all the numbers in numerical order. If there is an odd number of results, the median average is the middle number. If there is an even number of results, the median will be the mean of the two central numbers.
• Proportion of males and females in each pay quartile. This calculation requires an employer to show the proportions of male and female full-time relevant employees in four quartile pay bands, which is done by dividing the workforce into four equal parts.

Our gender pay gap data is calculated based on the snapshot of 5 April 2025. The following data
gives an accurate picture of our overall gender pay gap. We are pleased to report that both our Mean
and Median gender pay gap decreased in 2025.

Full-pay relevant employees

Full-Pay relevant employees on the snapshot date of 5 April 2025 was 63 females and 48 males.

Males – 43%
Females – 57%

The Office of National Statistics has reported that the gender pay gap for full time employees as reported at April 2024 at 7.1% (median) and decreased to 6.9% (median) at April 2025.

Quartiles

Upper Quartile:

Males – 57%
Females – 43%

Upper Middle Quartile:

Males – 46%
Females – 54%

Lower Middle Quartile:

Males – 39%
Females – 61%

Lower Quartile:

Males – 30%
Females – 70%

• The quartiles have been split as evenly as possible with 28 full-pay relevant employees in
  each quartile.
• The pattern that can been seen across the UK economy is reflected in the make-up of
  Leicester Theatre Trusts’ workforce, where the majority of front-line roles are women and
  the make-up of our technical and facilities teams are mostly men. There have been
  improvements in the gap between men and women in the Upper and Lower quartiles since
  2024 however we are continually seeking ways to improve this across the organisation.
• Whilst unremunerated and not captured as part of the Gender Pay Gap report, it is
  important to note that on 5 April 2025, of our 13 Board of Trustees 7 are female (54%).

• Continue to work to attract and develop women into non-traditional roles within theatre,
  such as technical through apprenticeships and CYCC technical;
• Continue to embed revised recruitment process and practice including diversity on interview
  panels and evolvement of less formal interview practices;
• Review flexible working practices where possible to encourage a healthy work/life balance;
• Develop our management team across the organisation to support the development of
  talent within their teams;
• Attend Job/Careers fairs to raise awareness of the different career opportunities available
  within Curve (and the Arts);
• Continually monitor and review best practice across the industry to improve the Gender Pay
  Gap within theatre, looking at ways to work on initiatives with other industry exemplars;
• Continue to ensure all posts are benchmarked against industry standard.

Signed,

Chris Stafford, Chief Executive and Nikolai Foster, Artistic Director