GLASSHOUSE
Glasshouse Music Limited
Diversity & Inclusion Policy
1. Effective date 1 January 2020
2. Scope
The Inclusion and Diversity policy applies to
• Glasshouse Music’s workforce of staff and/or contractors
• the potential workforce of job applicants for staff and/or contract positions
• composers, collaborators and other music practitioners, working with Glasshouse Music
• the wider public, as participants, audience members and beneficiaries
The policy deals with the Glasshouse Music’s internal ways of working and the approach to developing and delivering artistic programmes and musical community and education programmes and engaging with the public.
The Inclusion and Diversity policy does not cover harassment which is the subject of the Harassment and Bullying policy.
3. Purpose
The purpose of this policy is to:
• apply inclusive practices and considerations to the development and delivery of artistic programmes and musical community and education projects offered by Glasshouse Music to the public
• promote diversity and a supportive and inclusive culture at Glasshouse Music
• ensure the Glasshouse Music is representative of all sections of society
• provide for equality, fairness and respect for staff, contractors and others with whom we work
• not unlawfully discriminate on the basis of a protected grounds as defined in the Employment Equality Acts 1998–2015 i.e. gender, civil status, family status, sexual orientation, religion, age, disability, race, membership of the Travelling community.
• not provide less favourable conditions or treatment to any employee, contractor, or candidate. This includes in pay/fees, contract terms and conditions, dealing with grievances and discipline, termination of contract, parental leave, requests for releases or flexible working, and selection for positions, promotion, training or other developmental opportunities
4. Policy
Glasshouse Music’s Inclusion and Diversity policy is to establish inclusive practices throughout its public-facing and internal operations, to achieve over time, a more diverse arts and entertainment sector and more diverse audience, governance and staff.
5. Definitions
5.1 Accessibility is the ease with which opportunities (which includes, but is not limited to, facilities, careers, events or participation) can be reached, understood and appreciated, particularly by those who may face economic, social, physical or mental barriers.
5.2 Diversity is the range of human differences and the inclusion of people with different characteristics and individual traits. This includes protected grounds as defined by the Employment Equality Acts 1998–2015 and also socio-economic status and different perspectives and life experiences.
5.3 Equality is ensuring that individuals and groups are not treated more or less favourably on the basis of their specific protected grounds.
5.4 Inclusion is involving and valuing human differences and viewing such differences as strengths so that individuals feel valued, respected and supported.
6. Detail
6.1 There are ethical, business and creative cases for diversity within Glasshouse Music and the arts and entertainment sector:
• Pursuing equal access to orchestral music, opportunities and careers in the arts and entertainment sector is the right thing to do;
• There is compelling evidence that diversity has the potential to result in better performing teams, greater outcomes and impact and sustainable operations;
• Equality, inclusion and diversity in creative endeavours offers opportunities for unique achievements and new works.
6.2 Glasshouse Music will integrate consideration of inclusion and diversity into artistic planning, public-facing materials, internal communications and other work planning
6.3 Glasshouse Muisc will highlight areas where there is unequal access to enjoying and participating in music and take steps to provide and promote solutions and routes to addressing these.
6.4 Glasshouse Music’s work and performances should be accessible, whether through the geographical breadth of its presence and its reach into communities or the range of music experiences that it offers.
6.5 Through its external relationships and internal practices, Glasshouse Music will recognise and value individual differences and the contributions of all.
6.6 At Governance level, Glasshouse Music will promote diversity and inclusion and will seek to include diverse inputs from internal and external sources in decision making.
6.7 Selections of musicians and non-musicians working with Glasshouse Music and appointments, training and other development opportunities will be made on the basis of aptitude and ability. The risk of bias in selection processes will be mitigated and managed.
6.8 Inclusion, diversity and equality are commitments from the Governance of Glasshouse Music. Leaders of the organisation will deliver in their own areas of responsibility and across the organisation.
6.9 Glasshouse Music seeks to remove barriers to playing and hearing orchestral music and sustain in individuals a lifelong engagement with orchestral music.
6.10 In enacting its Inclusion and Diversity policy, Glasshouse Music will seek relevant, specific and continuous improvement through a strategy and rolling action plan and building inclusive practices into work programmes for specific areas of operations.
6.11 Glasshouse Music will share knowledge and successes as well as challenges with network bodies and partners to develop and promote inclusive practices and diversity.
7. Obligations
The leadership of Glasshouse Music has obligations under this policy to adopt inclusive practices and to raise awareness of the case for inclusion and diversity in the arts and entertainment sector, internally and externally.
Employees and contractors are obliged to comply with the policy.
8. Review
The effectiveness of this policy in achieving the measures set out in the plan for continuous improvement will be reviewed by the Board at least annually and changes made in the policy or plan as required.