Equity, Diversity and Inclusion (EDI) Policy
The Actor’s Lounge
Equity, Diversity and Inclusion (EDI) Policy
1. Purpose
The Actor’s Lounge is committed to promoting equity, valuing diversity and fostering an inclusive environment in which everyone is treated with dignity and respect. We embrace a values-led approach to how we work, aiming to create inclusive, supportive and respectful environments for learning, collaboration and creative practice.
This policy sets out our commitment to lawful, fair and inclusive practice and the standards of behaviour expected of all those who engage with the organisation in all professional and creative contexts.
This policy is informed by and compliant with the Equality Act 2010 and relevant UK legislation. It applies to all areas of our work, including recruitment, training, creative practice, communications and organisational culture.
2. Scope
This policy applies to:
- Employees
- Freelancers, contractors and associates
- Tutors, visiting artists and guest practitioners
- Students and participants (The Actor’s Lounge works exclusively with adults aged 18+)
- Directors and senior leadership
- Anyone acting on behalf of or representing The Actor’s Lounge
3. Legal Framework
The Actor’s Lounge complies with the Equality Act 2010, which protects individuals from discrimination, harassment and victimisation on the basis of protected characteristics.
We recognise the following protected characteristics under the Equality Act 2010:
- Age
- Disability
- Gender reassignment
- Marriage and civil partnership
- Pregnancy and maternity
- Race (including colour, nationality, ethnic or national origin)
- Religion or belief
- Sex
- Sexual orientation
We also acknowledge that exclusion and disadvantage may arise in relation to factors beyond the legal definition, including socio-economic background, caring responsibilities, neurodivergence and access needs.
4. Our Commitment
The Actor’s Lounge is committed to:
- Preventing unlawful discrimination, harassment and victimisation
- Promoting equity by recognising and addressing barriers to access and participation
- Valuing diversity of identity, experience, perspective and creative expression
- Creating inclusive, respectful and safe learning and working environments
- Taking reasonable and proportionate steps to uphold EDI principles across all activity
5. Equity and Reasonable Adjustments
Equity means recognising that different people may require different levels or types of support to access the same opportunities.
The Actor’s Lounge will:
- Make reasonable adjustments for disabled people and those with access needs
- Respond appropriately to disclosed needs
- Consider accessibility in programme design and delivery
- Take reasonable and proportionate steps individuals are not disadvantaged by policies, practices or environments
Reasonable adjustments will be made at no cost to the individual, where it is reasonable and practicable to do so.
If you are disabled or become disabled, we encourage you to tell us about your condition or access requirements so that we can consider what reasonable adjustments or support may be appropriate.
As The Actor’s Lounge operates across a range of third-party venues, we recognise that some venues may have physical or practical limitations. Where this is the case, we will consider access requirements in advance and explore reasonable adjustments or alternative arrangements where practicable, taking into account individual needs, health and safety considerations, and venue constraints.
6. Recruitment, Staffing and Freelance Engagement
The Actor’s Lounge is committed to fair and transparent recruitment and engagement practices.
We will:
- Recruit and engage based on merit, against objective criteria including skills, experience and suitability
- Use inclusive and non-discriminatory language
- Apply consistent and proportionate selection processes
- Offer reasonable adjustments during recruitment and engagement
- Avoid criteria or practices that unlawfully disadvantage individuals or groups
All recruitment and engagement decisions will comply with the Equality Act 2010.
7. Teaching, Learning and Creative Practice
EDI principles underpin our educational and creative work.
We will:
- Promote inclusive teaching and learning practices
- Respect different learning styles, access needs and lived experiences
- Encourage reflection on representation, power and narrative
- Challenge discriminatory or harmful stereotypes
- Support tutors and practitioners to work inclusively and responsibly
8. Behaviour, Conduct and Harassment
Discrimination, harassment, victimisation or exclusionary behaviour will not be tolerated.
This includes behaviour related to protected characteristics or perceived differences and applies to conduct:
- In person
- Online
- In learning, rehearsal and performance spaces
- In communications and professional interactions
The Actor’s Lounge will take reasonable steps to prevent such behaviour and will act promptly and appropriately if concerns are raised.
9. Reporting Concerns
Concerns relating to discrimination, harassment or exclusion may be raised through:
- The Designated Safeguarding Lead
- A member of senior leadership
- The organisation’s complaints or safeguarding procedures
Concerns will be assessed on a case-by-case basis and addressed proportionately, taking into account the nature of the concern, the information available and any relevant policies.
10. Responsibilities
Organisational Responsibility
The Actor’s Lounge leadership is responsible for:
- Embedding EDI into policy, practice and decision-making
- Providing appropriate guidance and oversight
- Reviewing this policy regularly
Individual Responsibility
Everyone engaging with The Actor’s Lounge is expected to:
- Treat others with dignity and respect
- Act in line with this policy
- Act in line with the Codes of Conduct
- Reflect on their own behaviour and practice
- Challenge discrimination safely and appropriately
11. Data Protection
Any equality or diversity data collected will be:
- Voluntary
- Proportionate
- Handled in accordance with UK GDPR and data protection legislation
12. Monitoring and Review
This policy will be reviewed at least every two years, or sooner if required due to changes in legislation, organisational structure or practice.
13. Related Policies
This policy should be read alongside:
- Safeguarding Policy
- Safer Recruitment Policy
- Complaints Policy
- Codes of Conduct
- Health and Safety Policy
- Data Protection / GDPR Policy