Streetz Ahead demonstrates its commitment to equal opportunities in every area of its business. The company belief is that all individuals, irrespective of origin, age, gender or ability, have the right to experience the power of self-expression through dance, movement and the arts.
The law defines Equal Opportunities in The Equal Pay Act 1970, Sex Discrimination Act 1975, Race Relations Act 1976 and the Disability Discrimination Act 1995. Recommendations from these acts have been applied when writing this policy.
When referring to Streetz Ahead staff this includes: artists, administrative staff, company dancers/teachers, contracted freelance teachers and volunteers.
Streetz Ahead aims to ensure equality of opportunity in the recruitment and terms of engagement of artists, staff, freelancers, volunteers and participants, to include:
- Job descriptions, advertising, selection and induction.
- Appraisal, grievance and disciplinary procedures.
- Training and professional development.
Streetz Ahead believes that everyone has the right to work, do business and participate in social activities in an environment free of discrimination and harassment.
Streetz Ahead will endeavor to use venues for performances that have access and facilities for disabled patrons and where possible, workshops should be held in venues that are easily accessible. Streetz Ahead maintains a fair pricing policy. The company’s current education policy is that dance should be accessible to all, regardless of age or ability. Workshops and Schools Residencies are designed to meet the needs of all people including those with physical and/or learning difficulties and varying ranges of dance ability.
The company adopts research into models of good practice, keeps pace with equal opportunity, health & safety, child protection, diversity, disability and access legislation and debate, and reviews its written policies on a continuing basis.
Freelance teachers are selected by attending an invited teaching audition and interview. Teaching artists are requested to send the company an up to date CV with a covering letter detailing their reasons for applying and suitability, applicants will be invited according to this and previous experience and training. Applicants will be asked to teach a pre-selected group of young people by leading a creative task.
Streetz Ahead has an education strand that is truly inclusive; that understands, appreciates and values the diversity of each individual and incorporates measures that make people feel valued and able to participate and achieve their full potential. Streetz Ahead classes will endeavor to communicate clearly and actively create a positive, inclusive atmosphere, based on respect for people’s differences and show commitment to challenging and preventing discrimination.
Equal opportunities Streetz Ahead will ensure equal opportunities for all artists, employees, job applicants, students, clients and customers irrespective of race, nationality, gender, marital status, sexual orientation, disability, physical characteristics, health, religion, belief, socio- economic background, parental status or age (subject to student age groupings and retirement conventions).
Streetz Ahead will ensure equal opportunities for all employees, job applicants, students, clients and customers irrespective of race, colour, nationality, or ethnic origin. Streetz Ahead values a diverse customer base and the individuality and creativity that every employee potentially brings to the workforce.
Streetz Ahead is committed to promoting a good and harmonious working environment where every employee is treated with respect and dignity. No one should feel threatened intimidated or degraded on the grounds of race, nationality, gender, marital status, sexual orientation, disability, physical characteristics, health, religion, belief, socio- economic background, parental status or age. This policy also covers harassment that falls outside the above categories and that can be classed as bullying.
Access to policy
This policy will be made available to all artists, employees and job applicants through being included in induction material and application packs. Current and prospective students and funders will also be informed and sent copies if requested.
ASSESSMENT AND MONITORING OF POLICY
Streetz Ahead will review and update the policy to ensure it is in line with UK legislation. The effectiveness of this policy will be reviewed and in consultation with its board of trustees and amended where appropriate.
ALLEGATIONS INVOLVING MEMBERS OF STAFF
Any proven allegation of misconduct may result in the dismissal of the member of staff or appropriate alternative disciplinary action.
ALLEGATIONS REPORTED BY MEMBERS OF STAFF
All allegations made by staff will be treated with the highest level of discretion and where appropriate an impartial third party will be invited to assess allegations. Company procedure of one verbal warning and two written warnings before dismissal (unless in the case of gross misconduct) will be followed to ensure allegations are dealt with fairly, the final decision resting with two members of the board of directors one of whom will be the chair.
Employees or clients who believe that they have suffered any form of discrimination, harassment or victimisation are entitled to raise the matter through a meeting with the Artistic Director & Board of Trustees. All complaints will be dealt with seriously, promptly & confidentially. In addition to our internal procedures, employees & clients have the right to pursue complaints of discrimination to an industrial tribunal. Employees & clients wishing to make a complaint to a tribunal would be required to raise their complaint to the Artistic Director & Board of Trustees first. Every effort will be made to ensure that employees who make complaints will not be victimised. Any complaint of victimisation will result in disciplinary action & may warrant dismissal.
Complaints can be made to Olivia Wakeford, General Manager, Streetz Ahead, Streetz Ahead, 1 Moira Close, N17 6HZ