Equality, Diversity and Inclusion Policy

We are committed to preventing discrimination, eliminating prejudice, promoting inclusion and celebrating diversity across four key areas:

• Governance
• Employment and organisational development
• Programming
• Audience development and public engagement

We recognise our responsibility to improve equality by:

• Removing or minimising disadvantages experienced by people because of their protected characteristics;
• Taking steps to meet the different needs of people from protected groups; and
• Encouraging participation where it is disproportionately low.

We use an intersectional and equity-based approach to decision-making. People may experience overlapping barriers linked to protected characteristics, poverty, language, migration, caring responsibilities and other circumstances. Treating everyone identically will not always remove those barriers. We will consider what support, outreach, resources or adjustments are needed for people to participate meaningfully. We will seek input from people with lived experience throughout the programme, from setting priorities and making decisions to delivery and evaluation.

HCC will provide fair access to employment, grants, commissions, volunteering and cultural participation. We will plan access early and make reasonable adjustments for disabled people.

This policy applies to employees, casual and agency staff, trustees, freelancers, artists, volunteers, residents, programme participants, audiences, suppliers and contractors, whether their involvement is permanent or temporary. It applies to employment and training processes and to HCC’s dealings with the public.

HCC works across offices, partner venues, schools, streets, parks, digital spaces and temporary sites. We expect partners, venues, suppliers and funded organisations delivering HCC activity to uphold the principles of this policy. We will discuss and agree specific responsibilities with them when planning an activity, including how concerns can be raised and escalated.

We aim to create a working environment where employees, volunteers and partners can contribute to their full potential and help achieve HCC’s commitments. Everyone should be treated fairly and with respect. This applies to recruitment, promotion, training, pay and working conditions.

We will develop inclusive and fair practices to recruit, develop and retain a diverse, culturally aware workforce. We are committed to building a team that reflects the communities we work with and serve. We particularly welcome applications from people who live in Haringey and from people with lived experience of one or more of our priority communities, including those who identify as Latine; Black British, African or Caribbean; of Turkish and/or Kurdish heritage; LGBTQI+; disabled; and working class.

We recruit, develop and promote staff through a fair assessment of competence and potential. No applicant should receive less favourable treatment because of a protected characteristic. We recognise that the Equality Act 2010 allows lawful positive action to encourage applications from groups that have experienced disadvantage or low participation. Recruitment and selection will use clear criteria and accessible processes, with decisions documented.

We will provide opportunities for disabled people and make reasonable adjustments to recruitment, working practices, communication and facilities in discussion with the people concerned. Staff and volunteers will receive induction and relevant learning on equality, equity, anti-racism and disability access.

All staff have a responsibility not to discriminate and to report discrimination against any individual or group. Reports will be taken seriously and handled fairly. Discriminatory conduct may lead to disciplinary action.

Our inclusive and accessible, cross-borough and co-created approach to programming aims to remove barriers to participation. The London Borough of Haringey’s Culture Strategy has helped us identify people and communities whose stories, voices and engagement are underrepresented in Haringey’s cultural life.

As part of developing the London Borough of Culture programme, we have identified priority communities whose cultural work or participation has been underserved. These include Latine; Black British, African and Caribbean; Turkish and Kurdish; LGBTQI+; Deaf and disabled; and working-class communities. These priorities will guide relationship-building and the distribution of opportunities; they do not suggest that everyone within a community has the same experience.

We will work with people from these communities to shape activity, understand barriers and consider how opportunities and resources can be distributed more equitably. Producers will consider representation, cultural context, language, cost, travel, access and safety across each site and event. We will avoid tokenism and will not present any community as having a single voice. We will monitor participation and outcomes, share our learning, invite feedback and adapt where barriers persist.

Guided by the social model of disability, we recognise that physical, digital, communication and attitudinal barriers can exclude people. We will plan access from the outset, make reasonable adjustments and involve D/ deaf and disabled people in shaping and reviewing our work. We expect partners delivering HCC activity to meet our accessibility requirements.

HCC is explicitly anti-racist. Racism, including anti-Black racism, antisemitism, Islamophobia, anti-Roma racism and racism affecting other communities, has no place in our organisation or programme. We will challenge racist language, conduct and decisions, including practices and structures that exclude people. We will listen to those affected and examine who has access to power, resources, visibility and opportunities in our work.

We will consider racial equity in governance, recruitment, pay, commissioning, grant making, programming, marketing and audience experience. We will seek participation and leadership from communities whose cultural work has been overlooked, without placing the responsibility for addressing racism on those communities.

Our zero tolerance of discrimination, harassment and victimisation applies to all the protected characteristics listed in this policy, including disability, gender reassignment, sex, religion or belief and sexual orientation. No one should be disadvantaged for raising a concern.

Anyone may raise a concern with an event lead, line manager or the CEO. Concerns about the CEO may be raised with the Chair. We will record concerns sensitively, consider any immediate safety needs, investigate fairly and take proportionate action through the relevant complaints, grievance or disciplinary process. Serious concerns about a partner may lead to changes to, or termination of, the arrangement. The Board will review patterns in concerns and HCC’s progress against this policy.

1. We cannot do this alone. The time has come for collective action, which is why we will continue to work with our cultural partners to develop new initiatives to help combat inequalities and the lack of representation in the creative industries.
2. Most importantly, we are here to listen. Only through active listening will we be able to create an environment and programme that truly supports our communities. In this spirit, we ask that you hold us accountable and support us in this mission.
3. HCC is committed to equality and to ending racism and prejudice. We respect the diversity of our employees, service users and volunteers. We have zero tolerance of discrimination, victimisation or harassment and will take all complaints and reported concerns seriously and respond promptly.