On 1 November, SOLT and UK Theatre have released an updated version of their 10 Principles for creating safe and inclusive working spaces in the theatre industry, to prevent and challenge bullying, harassment and discrimination.
We at Federation of Scottish Theatre, along with 20 other leading industry trade bodies, membership organisations, unions and members of AAPTLE, support these Principles. We encourage all theatre employers, employees, freelancers, trainees, volunteers, and Board trustees and directors to adopt these principles and download a free A3 poster and display it in your offices, rehearsal rooms and backstage areas.
Originally created in response to the #MeToo movement, the 10 Principles first launched in 2017 as part of SOLT and UK Theatre’s Safer and More Supportive Working Practices Handbook, designed to help employers meet their legal requirements and promote a shared responsibility for creating and maintaining a healthy working environment.
Among the relaunched Principles is the recognition that harassment and discriminatory language or behaviour may be unlawful, and the commitment to explicitly address and seek to prevent racism and all other forms of discrimination and bias, their manifestations and effects.
Theatre employers are urged to accept their responsibilities under the Equality Act 2010 and the Health and Safety at Work Act 1974, and to respect everyone’s dignity and differences, regardless of seniority. Download the 10 Principles and your A3 poster below.
The 10 principles are:
- Everyone is responsible for creating and maintaining an inclusive workplace that is positive and supportive.
- We recognise that harassment or discriminatory language or behaviour may be unlawful under the Equality Act 2010.
- We will explicitly address and seek to prevent racism and all other forms of discrimination and bias, their manifestations and effects.
- Those of us who are employers accept our responsibilities under the Equality Act 2010 and the Health and Safety at Work Act 1974.
- We do not tolerate bullying, harassment or discrimination on any grounds, and will ensure that processes are in place for the reporting and investigation of these serious issues.
- We recognise that bullying, harassment and discrimination can have significant adverse impacts on the productivity, long-term physical and mental health and wellbeing of affected people and we will work to eradicate it. This will mean providing adequate protection for complainants and victims, and, where bullying, harassment or discrimination is found to have occurred, taking appropriate action against the perpetrators.
- We value inclusivity, appreciate difference, encourage self-education and consider people equal without prejudice or favour. We build relationships based on mutual respect. We will all work to give and receive feedback in a constructive way, which we know will improve creativity and productivity.
- We understand that reporting bullying, harassment or discrimination can be intimidating. If anyone comes forward to report any of this behaviour we will endeavour to make the process of reporting clear and straightforward, investigate objectively and respect confidentiality where possible. Individuals who have made two complaints or participate in good faith in any investigation into bullying, harassment or discrimination should not suffer any form of reprisal or victimisation as a result.
- We will respect each other’s dignity and differences, regardless of the seniority of our role in an organisation.
- As we continually work to better understand, develop and deliver this work, those of us who are employers commit to paying professionals with lived experience and/or specialist knowledge in these areas to advise us.