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SoundandMusicEquality,DiversityandInclusionPolicy2017Title:SoundandMusicEquality,DiversityandInclusionPolicyApril2018-March2022Author:RichardWhitelaw-DirectorofProgrammes
APPROVED:DECEMBER2017UPDATED:APRIL2018NEXTREVIEWPOINT:APRIL2019
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Part1. GeneralStatementofPolicy....................................................................................................................................................................................................4
Part2.Definitions...................................................................................................................................................................................................................................5
Part3.Purpose.......................................................................................................................................................................................................................................5
Part4.Principles.....................................................................................................................................................................................................................................6
Part5.PositiveActionvPositiveDiscrimination....................................................................................................................................................................................7
Part6. EmploymentatSoundandMusic............................................................................................................................................................................................8
6.1 JOBDESCRIPTIONSANDPERSONSPECIFICATIONS...................................................................................................................................................................8
6.2 ADVERTISING.............................................................................................................................................................................................................................8
6.3 APPLICATIONSANDSHORTLISTING...........................................................................................................................................................................................9
6.4 INTERVIEWING..........................................................................................................................................................................................................................9
6.5 SELECTION.................................................................................................................................................................................................................................9
6.6 DBSPOLICY..............................................................................................................................................................................................................................10
6.7 EX-OFFENDERS........................................................................................................................................................................................................................10
6.8 INDUCTION..............................................................................................................................................................................................................................10
6.9 FLEXIBLEWORKING.................................................................................................................................................................................................................10
6.10 PROMOTION.........................................................................................................................................................................................................................10
6.11 TRAINING..............................................................................................................................................................................................................................11
6.12 INTERNSHIPS.........................................................................................................................................................................................................................11
Part7. BeneficiariesandparticipantsinSoundandMusicactivities................................................................................................................................................11
7.1 APPLICATIONDOCUMENTS.....................................................................................................................................................................................................11
7.2 ADVERTISING...........................................................................................................................................................................................................................12
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7.3 APPLICATIONSANDSHORTLISTING.........................................................................................................................................................................................12
7.4 INTERVIEWING........................................................................................................................................................................................................................13
6.5 SELECTION...............................................................................................................................................................................................................................13
Part7. Termsandconditionsforemployees....................................................................................................................................................................................13
7.1 ANNUALLEAVEANDRELIGIOUSHOLIDAYS...........................................................................................................................................................................13
7.2 CULTURALANDRELIGIOUSNEEDS.........................................................................................................................................................................................13
7.3 DISABLEDEMPLOYEES............................................................................................................................................................................................................14
7.4 GRIEVANCEANDDISCIPLINARYPROCEDURES.......................................................................................................................................................................14
7.5 BULLYINGANDHARASSMENT................................................................................................................................................................................................14
Part8. Monitoring.............................................................................................................................................................................................................................14
Part9. Accountability........................................................................................................................................................................................................................15
9.1EQUALITY,DIVERSITYANDINCLUSIONPOLICYMONITORINGANDREVIEW..............................................................................................................................15
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Part1. GeneralStatementofPolicy
SoundandMusiciscommittedtoencouragingdiversityandeliminatingdiscriminationinbothitsroleasanemployerandasaproviderofopportunitiesandservices.SoundandMusicaimstocreateandpromoteaculturethatrespectsandvaluesindividuals’differences;thatpromotesdignity,equality,inclusionanddiversity;andthatencouragesindividualstodevelopandmaximisetheirtruepotential.
Throughthispolicy,SoundandMusicaimsto:
• AchieveandmaintainaworkforceandBoardofTrusteesthatbroadlyreflectsthewiderUKcommunitywithinwhichitoperates
• Diversifytherangeofpeople,includingtheartistsandaudiences,whobenefitfromtheopportunitiesandservicesitoffers
• Becomemoreinclusiveandwelcominginitsactivities,processes,communications,marketingandwiderorganisationalculture
SoundandMusicrecognisestheroleandresponsibilityithasasanationalorganisationandaleaderinthesectortochampionequality,diversityandinclusion.Theorganisationaimstoshowbyexamplethatincreasingthediversityofcomposers,artistsandaudiencesitengageswithinturnbroadensandenrichestherangeoftalentedcomposersaccessingsupport,enhancingSoundandMusic’screativeoutputandthewideraudienceexperience.
Inparticular,SoundandMusicisguidedbythefollowingaims:
• SoundandMusicwillendeavourtoensurethatallofitsactivitiesandservicesaresensitive,accessibleandappropriatetotheneedsofdifferentgroups• SoundandMusicwillcontinuetotakealeadingroleincombatinganyformofconsciousorsubconsciousdiscriminationinthenewmusicsector• Sound andMusicwillworkwith others to ensure that the diversity of the population in theUK is recognised, that fair and equal representation is
embracedandthatallarecelebratedfortheircontributiontothearts• SoundandMusicwillinparticularfocusonaddressingbarrierstoemploymentandparticipationonthegroundsofgender(includingTrans),ethnicity,
disability, and socio-economic background. The organisation has set out targets tomonitor andmeasure progress. These targets, and the strategicprocessesforachievingthem,arelaidoutintheEquality,DiversityandInclusionActionPlan
• SoundandMusicwilltakecaretoavoidconsciouslyorunconsciouslydiscriminatoryimagesortextappearinginpublished,printedorspokenmaterial
TheEquality,DiversityandInclusionPolicyformspartoftheContractofEmploymentandStaffHandbook.
Anyformofdiscriminationbyanemployee,trusteeorvolunteeristreatedveryseriouslyandwhereappropriatewillbedealtwithusingthedisciplinaryprocesslaidoutintheStaffHandbook.
ThisEquality,DiversityandInclusionPolicyanditsassociatedActionPlanhavebeenshapedandpeerreviewedbytheActiveEncouragementSteeringGroupmembersAmbleSkuse,ShaunBlezardandJamieBeddard.SoundandMusicthanksthemfortheiradviceandcontribution.HoweverthisdocumentanditscontentsarethesoleresponsibilityofSoundandMusic.
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Part2.DefinitionsEqualityisaboutfairnessandfairaccess.ItalsomeansmeetinglegalobligationsundertheEqualityAct2010andotherrelevantlegislation.
Diversity represents the organisation’s commitment to work with a wide range of people of different backgrounds, with a particular focus on those fromspecifiedbackgrounds(includingsomeofthoseconsideredas‘protectedcharacteristics’undertheEqualityAct2010)
Inclusionrepresentstheorganisation’sdesiretomakethenecessaryinternalchangestoitsactivities,culture,processesandotherrelevantfactors,inordertoberelevantandwelcomingtoallthoseworkingorcomingintocontactwithSoundandMusic.ItalsoinformsSoundandMusic’spubliccampaigningforwiderculturalchangewithinorganisations
Part3.Purpose
Thepurposeofthispolicyis:
• ToensureequalityandfairnessforallcurrentandprospectiveemployeesandBoardofTrusteemembers;andallthoseengagingwithSoundandMusic’sactivitiesinanyform
• ToprovideaframeworktoensureSoundandMusicdoesnotdiscriminate,consciouslyorunconsciously,onthegroundsofgender,maritalstatus,race,religion,ethnicorigin,colour,nationality,nationalorigin,disability,neuro-diversity,sexualorientation,religion,socio-economicbackgroundorage.SoundandMusicopposesallformsofdiscriminationandcommitstothefollowing:
◦ Allemployees,trustees,freelanceprovidersandvolunteers,whetherpart-time,full-timeortemporary,willbetreatedfairlyandwithrespect.Selectionforemployment,promotion,training,volunteeringoranyotherbenefitwillbeonthebasisofskills,potentialandcommitmenttoSoundandMusic
◦ Allparticipantsacrosstheorganisation’sprogrammeswillbetreatedfairlyandwithrespect.Selectionwillbeonthebasisofskills,potentialandcommitmenttoSoundandMusic
◦ AllcurrentandpotentialaudiencesforSoundandMusicwillbetreatedfairlyandwithrespect.Marketingandcommunicationswillberepresentative,accessibleandwelcoming
◦ ActingwithfairnessandwithequalitywillbeattheforefrontofallSoundandMusic’swork.ThiscommitmentrequiresSoundandMusictofosterinnovativeandcuttingedgepracticethatwillactivelysupportabroaderrangeofcomposersandartistsfromacrosstheUK.Thiswillinturninvigoratetheworkandunlocktheengagementofmoreandbroaderaudiences
ForSoundandMusicequality,diversityandinclusivityarevitaldriversfornecessaryinnovation.
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Part4.Principles
SoundandMusicadherestothefollowingprinciples:
• Tocreateaworkingenvironmentinwhichindividualdifferencesandthecontributionsofallouremployees,BoardofTrustees,freelanceproviders,participants,audiencesandvolunteersarerecognisedandvalued
• Tocreateanenvironmentthatpromotesdignityandrespectforall.Noformofintimidation,bullyingorharassmentwillbetolerated–bothinfacetofaceanddigitalinteractions
• Toensuretraining,developmentandprogressionopportunitiesareavailabletoallemployees
• Topromoteequalityintheworkplace,whichSoundandMusicbelievesisgoodmanagementpracticeandmakessoundbusinesssense
• Toworktowardsensuring,andmonitoring,thatourworkforce,beneficiariesandparticipantsreflectandrepresentthebroaderpopulation
• Toregularlyreviewallemploymentandvolunteeringpracticesandprocedurestoensurethatnojobapplicants,staff,trusteesorvolunteersaretreatedlessfavourablythanothers
• Toregularlyreviewactivitiesandcommunicationstoensuretheyareaccessibleandappropriatetoallgroupswithinsociety
• Tobeproactiveinopeningupouremploymentandprogrammeopportunitiestoabroaderdiversityofapplicants
• Tomonitor,evaluateandreportonthediversityofallapplicationprocesses
• Tomonitor,evaluateandreportonthediversityofouraudiences
• Totreatbreachesofthispolicyseriouslyandtotakedisciplinaryactionwhenrequired
• Toprovideinformationandtrainingtoallemployees,trusteesandvolunteerssothattheyarefullyawareoftheissuesrelatingtoequality,diversityandinclusion,andtheirresponsibilitiesrelatingtoensuringthispolicyisadheredto
• Todevelop,regularlymonitorandreportagainstanEquality,DiversityandInclusionActionPlan,toensurethisPolicyisfullyimplemented
• ToensurethePolicyisfullysupportedandembracedbytheBoardofTrustees
• Tomonitor,evaluateandreviewthePolicyannually
• ToensurethisPolicyisavailableandaccessiblepublically
• Topromoteequality,diversityandinclusionthroughoutthesector
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• Toimplementactions/initiativeswhichaddressinequalitiesasappropriate
• Toencourageandprovideequality,diversityandinclusiontrainingaspartofallstaffmembers’professionaldevelopment
Part5.PositiveActionvPositiveDiscrimination
5.1POSITIVEACTIONSoundandMusicunderstandsthedifferencesbetweenpositiveactionandpositivediscrimination.Positiveactionsarethestepsthatcanbetakentoencourageandworkwithpeoplewithdifferentneeds,lowparticipationorpasttrackrecordofdisadvantage.SoundandMusicwillusepositiveactioninrecruitingpresentandfutureemployees,Trustees,participants,volunteersandbeneficiariesasameansofholdingitselftoaccountinmeetingitspubliccommitmentstoaddressinequalities,disadvantagesandlowerparticipationofpeoplefromparticularbackgrounds.Whatthismeansinpracticeisoutlinedbelow.5.2POSITIVEDISCRIMINATIONPositivediscriminationmeanstreatingsomeonefavourablysolelyonthebasisofindividual,protectedandsensitivecharacteristics.Positivediscriminationisgenerallyunlawful,asistherecruitmentof'quotas'ofparticulargroupsbasedsolelyontheirindividualcharacteristics.DiscriminationinselectiontoachieveorsecureabalanceofpersonsofdifferentracialgroupsisalsonotallowedundertheEqualityAct2010,althoughemployersareallowedtotakepositiveactiontoprovidecertainhelptothosewithaprotectedcharacteristic.
TheEqualityActalsoprovidesanexceptionallowingemployerstotakeemployment-relateddecisionsrelatingtoaprotectedcharacteristicincertaincircumstancesbecauseofa‘genuineoccupationalrequirement’(an‘OR’).Ingeneralterms,thiswouldbewherebeingofaparticularsex;race,disability,religionorbelief,sexualorientationorage(ornotbeingatranssexualperson,marriedoracivilpartner)isanOR.
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Part6. EmploymentatSoundandMusic
6.1 JOBDESCRIPTIONSANDPERSONSPECIFICATIONS
JobDescriptionsincludingPersonSpecificationsarepreparedforallposts,includinginternshipsandBoardofTrusteepositions.TheseJobDescriptionsindicatetheresponsibilitiesandtaskstobeundertakenbythepostholder.ThePersonSpecificationdescribesthequalifications,skills,experienceandabilitiesrequired.
Alistofpreferredcriteriamayalsobeprepared.CarewillbetakentoensurethatneitherthedescriptionnorthespecificationisdiscriminatoryonthegroundsquotedintheDataProtectionPolicyandstatements.Thespecificationwillonlyincludesuchqualifications,skills;experienceandabilitiesthataredirectlyrelevanttothefulfilmentoftherole,andmakeclearwhichareessentialandwhicharedesirable.
6.2 ADVERTISING
SoundandMusicwillusearangeofadvertisingmethodsinordertoattractthewidestpoolofappropriateapplicants.Vacanciesfornewandexistingjobsorvoluntaryroleswillnormallybeadvertisedinternallyandexternally.
AllSoundandMusic’sadvertisingwill:
• Containthestatement'SoundandMusicisanEqualOpportunitiesEmployer'• EnsurethatSoundandMusicdoesnotexclude,discriminateagainst,ordiscourageanyparticulargroupfromapplyingnormakeitdifficultforanyone
fromsuchagrouptoapply• RefertotheJobDescriptionandPersonSpecificationinordertogiveinformationabouttherequirementsofthejob• Proactivelyencourageadiversityofapplicants• Offerdocumentsandinformationinarangeofformatsonrequest• Giveclearinstructionsaboutobtainingtheapplicationpack• Whereappropriate,useagencies/networks/publicationsspecialisingindiversity• Ensureonlineandprintpublicitymaterialsreflectadiverseworkforceandparticipants
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6.3 APPLICATIONSANDSHORTLISTING
AllapplicantswillbeaskedtofilloutanApplicationForm,whichcontainsonlyinformationessentialandrelevanttotheappointment.Differentformatswillbemadeavailableonrequest.Applicationswillbeshortlistedbyatleast2people.ShortlistingwillbeperformedonthebasisofobjectivecriteriaandtheextenttowhichcandidateshaveshownintheapplicationformthattheymeettherequiredPersonSpecification,andcancarryouttasksandresponsibilitiesrequiredofthepost-holder.Formalqualificationsandstandardsofliteracyandnumeracywillonlybetakenintoaccountwhentheyarerecognisedasdirectlyrelevantforaparticularjob.Shortlistedcandidateswillbeinvitedtoaninterview.
In order to inform its positive action commitments to diversifying theworkforce, Sound andMusic asks candidates (as a completely voluntary question) toprovide sensitive personal data about their ethnicity, gender, disabled status and socio-economic background. Sound andMusic guarantees an interview tocandidatesfromsignificantlyunder-representedgroupswhomeetthespecifiedminimumrequirementsofarole.
StaffandmembersoftheBoardofTrustees(inthecaseofseniormanagementrecruitment)responsibleforshortlisting,interviewingandselectionofcandidateswillbe:
• Clearlyinformedofselectioncriteriaandtheneedfortheirconsistentapplication
• GivenanuptodatecopyoftheEquality,DiversityandInclusionPolicyatthecommencementofrecruitmentshortlisting
6.4 INTERVIEWING
Allinterviewswillbecarriedoutbyaminimumof2people.Thenamesandgenderofintervieweeswillbemadeavailableinadvance.
ThequestionsaskedwillseektogatherobjectiveevidenceinsupportoftheJobDescriptionandPersonSpecifications.Thesamequestionswillbeaskedofallcandidatesapplyingforthejob.
Allcandidatesinvitedtointerviewwillbeaskediftheyneedaccesssupportduringtheinterviewprocessandwhereverpossibletheirneedswillbeaccommodated.Flexibilitywillbeprioritisedforthosecandidateswhoareinpersonalassistantorcompanionroleswithdisabledpeople.
NoteswillbetakenandevidencegatheredagainsttheJobDescriptionandPersonSpecification.
6.5 SELECTION
AllcandidateswillbescoredagainsttheJobDescriptionandPersonSpecification.Thehighestscoringapplicantswillbeofferedtheposition.Wherescoringisequal,thosefromunder-representedgroupswillbegivenpriority,inlinewithSoundandMusic’spositiveactioncommitments.
Offerswillbemadetosuccessfulcandidates,subjecttosatisfactoryreferencesandDBS(DisclosureandBarringService)check(whererequired).
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Allunsuccessfulcandidateswillbeinformedoftheresultoftheirapplicationandofferedbespokefeedback.
6.6 DBSPOLICY
Forcertainpositionswewillrequestenhanceddisclosuresforallemployees,trusteesandvolunteers.Thisrequirementwillbeclearlystatedintheapplicationpack
SoundandMusicalsohasaseparatePolicyandProcedurefortheProtectionofChildren,YoungPeopleandVulnerableAdults,whichcanbemadeavailableonrequest.
6.7 EX-OFFENDERS
SoundandMusicwillnotdiscriminateagainstex-offenderswithunspentconvictions,unlessrequiredtodosobecauseofthenatureofthepost.Allapplicationswillbeconsideredonanindividualbasis.
6.8 INDUCTIONAllemployees,BoardofTrusteesandvolunteerswillberequiredtofollowanappropriateinductionprocesstoensuretheyareequippedtodothejob.
Allemployees,BoardofTrusteesandvolunteerswillreceivetrainingontheEquality,DiversityandInclusionPolicyandActionPlanaspartoftheirinduction.FornewstaffandboardmembersthiswilltaketheformofaconversationregardingthePolicyandActionPlanwithacurrentmemberoftheSeniorManagementTeam.ForvolunteersontheSummerSchool,introductiontothePolicywillformpartoftheirinduction.
Adiscussionaround,andimplementationof,‘reasonableadjustments’relatedtoindividualneedswillstartassoonaspossible,andbeinplacewhenemploymentbegins.
6.9 FLEXIBLEWORKING
SoundandMusicwillconsiderallrequestsforflexibleworkingarrangementsconstructivelyandcreatively,takingaccountofbalancingtheneedsoftheorganisationwiththeneedsoftheindividualemployee.
ForfurtherdetailsareoutlinedintheStaffHandbook.
6.10 PROMOTION
Vacanciesornewrolesarisingwillbeadvertisedexternallyaswellasinternally,unlessthereisanexceptionalreasonnottodoso.Vacancieswillbepromotedinplacesthatwillattractdiverseapplicants.
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6.11 TRAINING
SoundandMusichasallocatedbudgetforemployees’traininginordertomaximisethecapabilityandretentionofemployees.ProfessionaldevelopmentwithinjobrolesisarequirementofSoundandMusicemployment.
Trainingneedsandopportunitieswillbediscussedduringonetoonemeetingswithlinemanagers,andselectionfortrainingwillbemadeonthebasisofboththeneedsofthebusinesssetoutintheorganisationsBusinessPlanandthepersonaldevelopmentoftheindividual.
Accesssupportandrequirementsforpeoplewithdisabilitiesorcaringresponsibilitieswillbetakenintoaccountwheneverpracticableandmethodssoughttominimiseanybarrierstotakinguptrainingopportunities.
Staffwithmanagement,recruitmentandselectionresponsibilitieswillbegivenguidanceintheimplementationoftheEquality,DiversityandInclusionPolicytoensurethattheyunderstandtheirpositioninlawandunderSoundandMusic’sownpolicy.
6.12 INTERNSHIPS
SoundandMusichassigneduptotheFairAccessPrinciplessetbyTheCreativeSocietywithregardtointernships.Thisincludescommitmentstoonlyofferingpaidinternships,andalsotoadvertisinginternshipopportunities.
Part7. BeneficiariesandparticipantsinSoundandMusicactivities
7.1 APPLICATIONDOCUMENTS
EveryopportunityofferedbySoundandMusicisadvertisedpublicly,withacleardescriptionoftheopportunityandtheexpectationsoftheparticipantinfulfillingthatopportunity,togetherwithclearguidelinesastohowtoapply.
Applicationdocumentswillbeavailableindifferentformatsonrequestandthiswillbemadeexplicitlycleartopotentialapplicants.
SoundandMusicwillmakeclearinapplicationdocumentsthataccessrequirementswillbemetwhereverpossible.
Languageofapplicationdocumentswillbeasfaraspossibleclear,welcomingandinclusive,includinghighlightingtheorganisation’scommitmentstoequality,diversityandinclusionandalinktothisPolicy.
SoundandMusicwillseekfeedbackonapplicationdocumentsandprocessesbothbeforeandaftertheirimplementation,specificallytoimproveaccessibilityinfutureopportunities.
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7.2 ADVERTISING
SoundandMusicwillusearangeofadvertisingmethodsinordertoattractthewidestpoolofappropriateapplicants.
Alladvertisingwill:
• EnsurethatSoundandMusicdoesnotexclude,discriminateagainst,ordiscourageanyparticulargroupfromapplying,normakeitdifficultforanyonefromsuchagrouptoapply
• Refertoapplicationdocumentationtomakeclearthenatureoftheopportunity
• Giveclearinstructionsabouthowtoapplyandofferalternativeformatsifrequired
• Beexplicitabouttheorganisation’scommitmentstoequality,diversityandinclusion
7.3 APPLICATIONSANDSHORTLISTING
AllapplicantswillbeaskedtofilloutanApplicationForm,whichcontainsonlyinformationessentialandrelevanttotheopportunity.Differentformatswillbemadeavailableonrequest.
Inordertoinformitspositiveactioncommitmentstodiversifyingtheworkforce,SoundandMusicasksapplicants(onacompletelyvoluntarybasis)toprovidesensitivepersonaldataabouttheirethnicity,gender,disabledstatusandsocio-economicbackground.SoundandMusicguaranteesaninterviewtocandidatesfromsignificantlyunder-representedgroupswhomeetthespecifiedminimumrequirementsoftheopportunity.
Applicationswillbeshortlistedbyatleast2people.Shortlistingwillbeperformedonthebasisofobjectivecriteriaandtheextenttowhichcandidateshaveshown,intheapplicationform,thattheymeetthecriteriaofthecalldocumentation.
Withtheexceptionofourprogrammesforyoungcomposers(uptoage18),shortlistedapplicantswillbeinvitedtoaninterview.
Staffandexternalpartnersresponsibleforshortlisting,interviewingandselectionofapplicantswillbe:
• Clearlyinformedoftherequirementsoftheopportunitiesdocumentation,andtheneedfortheirconsistentapplication
• GivenacopyoftheEquality,DiversityandInclusionPolicy
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7.4 INTERVIEWING
All interviews will be carried out by a minimum of 2 people. This will normally be a member of the Sound and Music team; plus one or more externalindependentindividuals.Therewillbeatleastonewomanoneverypanel.Everyopportunitywillhaveadifferentpanel.
• Thenamesandgenderofpanelmemberswillbemadeavailableinadvance
• Thequestionsaskedwillseektogatherobjectiveevidencerelevanttotherequirementsoftheopportunitydocumentation.Thesamequestionswillbeaskedofallapplicants
• Allcandidatesinvitedtointerviewwillbeproactivelyaskediftheyneedaccesssupportduringtheinterviewprocess.Specialconsiderationwillalsobegiventoapplicantswhoarecarers
• Noteswillbetakenandevidencegatheredagainsttherequirementsoftheapplicationdocumentation
6.5 SELECTIONAllapplicantswillbescoredagainsttherequirementsofthecalldocumentation.Thehighestscoringapplicantswillbeofferedtheposition.Wherescoring isequal,thosefromunder-representedgroupswillbegivenpriority,inlinewithSoundandMusic’spositiveactioncommitments.
Allunsuccessfulcandidateswillbeinformedoftheresultoftheirapplicationandofferedbespokefeedback.
Part7. Termsandconditionsforemployees
7.1 ANNUALLEAVEANDRELIGIOUSHOLIDAYS
SoundandMusicwillnotaskaboutanemployee’sreligionandwillnotdiscriminateagainstanyonewishingtocelebratetheirfestivals.Employeesarerequiredtousepartoftheirannualholidayentitlementtocovertimeofffortheseandmustfollowthenormalholidaybookingprocedure.
7.2 CULTURALANDRELIGIOUSNEEDS
Whereemployees,trusteesorvolunteershaveparticularculturalandreligiousneeds,SoundandMusicwillconsiderwhetheritisreasonablypracticabletomeettheseneedswhilemaintainingtheefficiencyofthebusiness.
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7.3 DISABLEDEMPLOYEES
• SoundandMusicwillmakegenuineeffortstorecruitdisabledpeopleandtakereasonablestepstomaketheworkplaceandindividualjobsfullyaccessible
• SoundandMusicwillregularlyreviewitsfacilitiesfordisabledemployees,BoardofTrusteesandvolunteersandwilltrytoovercomeanyproblemsfacedwhereverpracticableandwithinreasonableresourcesavailable
• SoundandMusicwillensurethatdisabledpeoplehavemaximumaccesstoemploymentopportunitiesandtomeetingsandevents
• SoundandMusicwillsupportdisabledemployeesapplyingtoAccesstoWorkorotherrelevantschemeswhereappropriate
7.4 GRIEVANCEANDDISCIPLINARYPROCEDURES
SoundandMusicwilltakeseriouslyanycomplaintsofdiscriminationandwillnotvictimisepeoplewhomakesuchcomplaints.
ForfurtherdetailspleaseseeSoundandMusic’sDisciplinaryandCapabilityPolicyandProcedureandGrievancePolicyintheStaffHandbook.
7.5 BULLYINGANDHARASSMENT
SoundandMusicupholdstherightofallemployeesandvolunteerstobetreatedwithrespectanddignityandtoworkinanatmospherefreeofbullyingandharassment.ForfurtherdetailspleaseseeSoundandMusic’sDisciplinaryandCapabilityPolicyandProcedureandtheGrievancePolicy.BothoftheseareintheStaffHandbook.
Part8. MonitoringAllapplicantstoSoundandMusicincludingprogrammeparticipants,employees,BoardofTrusteesandvolunteerswillbeaskedtofillinanEqualOpportunitiesMonitoringformwiththeirapplication.Completingthisisentirelyvoluntaryandthisismadecleartoallapplicants,alongwithanexplanationofwhythisdataisusefultoSoundandMusic,andhowitwillbeusedandstored.Datacollectedincludesdataaboutage,ethnicity,gender,whetherdisabled,andlevelofeducationattained.
TheEqualOpportunitiesMonitoringformiscompletedandsubmittedusingTypeformandiscompletelyanonymous.Itisnotusedintheselectionprocess,butaggregatedinordertoinformSoundandMusic’smonitoring,reporting,evaluationandcampaigningactivities.
AllmonitoringstatisticswillbecollatedandpresentedtostaffandtheBoardofTrusteesannuallyandusedtoinformpubliccampaigningasrelevant.
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Part9. Accountability
ItistheChiefExecutive’sresponsibilitywiththesupportoftheBoardofTrusteestoensuretheimplementationoftheEquality,DiversityandInclusionPolicyandActionPlan.AppropriatefundswillbesoughttoimplementapprovedaspectsofthePolicy,whichrequirespecialandadditionalresources.
TheBoardofTrusteeswilldiscussprogressoftheEquality,DiversityandInclusionActionPlanasastandingitematBoardmeetingstwiceayear.
Allemployees,trusteesandvolunteershavetheindividualresponsibilityto:
• Followproceduresintroducedtoensureequalopportunityandnon-discrimination
• Todrawtheattentionofmanagementtosuspectedorallegeddiscriminatorypractices
• Torefrainfromharassingorintimidatingotheremployees,BoardofTrusteesorvolunteers,clientsorvisitorsofSoundandMusiconanyofthegroundscitedinthepolicystatement
• Reportanywitnessedharassingorintimidatingbehaviourtotheirlinemanager
9.1EQUALITY,DIVERSITYANDINCLUSIONPOLICYMONITORINGANDREVIEW
FromApril2018SoundandMusicwillhaveinplacethefollowingmonitoringsystems:
• AnnualreviewoftheEquality,DiversityandInclusionPolicy,aspartoftheorganisation’sannualevaluationcycle
• AnnualreportingofprogressagainsttheEquality,DiversityandInclusionActionPlan
ThisEquality,Diversityand InclusionPolicywasapprovedbySoundandMusicBoardofTrusteesinDecember2017.ItwasupdatedinApril2018andwillbepublishedthatmonth.
Nextreviewpoint:April2019
