Equality & Diversity Policy
1. Introduction
Artist Republic is committed to providing a workplace and professional environment where equality, diversity, and inclusion are respected and actively supported. We believe discrimination of any kind is unacceptable and take reasonable steps to prevent it. Our approach is guided by the Equality Act 2010 and applies to all aspects of our work, including our dealings with staff, contractors, artists, clients, suppliers, and partners.
We aim to ensure that no one is treated less favourably because of a protected characteristic, background, or personal circumstances. Our commitment is rooted in both legal compliance and common-sense values of respect, fairness, and professionalism. We see diversity as an asset to our business and the creative industries we work in.
2. Aims
Our aim is to ensure that Artist Republic operates in a way that values and respects everyone we work with. We recognise that the creative industries are enriched by diversity of background, experience, and perspective, and we strive to reflect this in our work and our relationships.
We want all staff, contractors, artists, and clients to feel valued and to treat one another with dignity, respect, and fairness. We aim to create an environment that encourages collaboration, celebrates different ideas, and provides equal access to opportunities.
Our commitment includes:
• Encouraging mutual respect for all.
• Recognising and working positively with diverse groups and individuals.
• Providing inclusive services and business practices.
• Ensuring our employment and contracting policies are fair and transparent.
• Challenging and addressing any form of harassment or discrimination.
3. Principles
In working towards our aims, we are guided by the following principles:
1. Equal value – All individuals we work with are of equal value, regardless of disability, medical needs, ethnicity, colour, nationality, culture, religion or belief, gender, sexual orientation, gender identity, marital or civil partnership status, pregnancy or maternity status, or age.
2. Welcoming diversity – Treating people equally does not mean treating everyone the same. Where appropriate, we adapt our approach to recognise different life experiences, backgrounds, and perspectives.
3. Positive attitudes and relationships– Our policies and practices are designed to promote positive interaction, mutual respect, and the absence of prejudice-related bullying, harassment, or discrimination.
4. Fair opportunities – Our recruitment, contracting, and professional development processes are intended to be fair, transparent, and free from discrimination.
5. Removing barriers – We review our activities and working practices to identify and address any barriers to equal opportunity.
6. Creating opportunity – We are committed to enabling people to achieve their potential by providing fair access to work, collaboration, and professional growth.
7. Consulting appropriately – Where relevant, we listen to the views of those affected by our policies and practices.
8. Contributing positively to the industry– We aim for our actions to benefit the creative sector and promote inclusion, both in the UK and internationally.
4. Objectives and Actions
To ensure our aims and principles are actively upheld, Artist Republic will:
1. Review regularly – Keep our policies, working practices, and client interactions under review to ensure they reflect our equality, diversity, and inclusion commitments.
2. Monitor fairly – Collect and review relevant information about our workforce, contractors, and collaborators where appropriate, to identify and address any potential inequalities.
3. Address incidents – Treat any prejudice-related complaint or report of discrimination seriously, ensuring itis addressed promptly and appropriately.
4. Promote awareness – Ensure all staff and regular contractors are aware of this policy and understand their responsibilities.
5. Provide training where needed – Offer equality and diversity training or guidance to those involved in recruitment, contracting, or decision-making processes.
6. Embed in recruitment – Make sure recruitment, audition, and contracting processes are fair, transparent, and open to all suitable candidates.
7. Lead by example – Ensure leadership and management set the tone by modelling inclusive and respectful behaviour.
5. Rights of Staff, Contractors, and Collaborators
Everyone working with or for Artist Republic has the right to:
1. Fair treatment – Recruitment, contracting, project allocation, and promotion to be conducted on a fair and lawful basis, with decisions made using clear, relevant criteria.
2. Equal access to opportunity – Access to training, career development, and professional opportunities without discrimination.
3. A safe environment – Work in an environment free from discrimination, harassment, bullying, or victimisation.
4. Respect for individual needs – An environment that, where reasonable, is adaptable to meet individual requirements.
5. Advance equality of opportunity – Benefit from practices that actively seek to remove barriers and promote equal participation.
6. Raise concerns– Complain without fear of victimisation if they believe they have been treated unfairly or have witnessed discrimination, harassment, or bullying.
6. Responsibilities of Staff, Contractors, and Collaborators
Everyone who works with or for Artist Republic is expected to:
1. Examine attitudes – Be aware of and reflect on their own attitudes, ensuring that personal prejudices, stereotypes, or assumptions do not affect their judgement or behaviour.
2. Act fairly – Treat all colleagues, artists, clients, and partners with respect and without discrimination.
3. Avoid unacceptable behaviour – Not engage in bullying, harassment, victimisation, or any other conduct that undermines equality, diversity, or inclusion.
4. Challenge discrimination – Speak up or raise concerns if they witness discrimination, harassment, or other inappropriate conduct.
5. Comply with this policy – Understand and follow the principles set out in this policy in all professional dealing son behalf of Artist Republic.
Failure to follow these responsibilities may result in appropriate action being taken in line with our disciplinary or contract management procedures.
7. Responsibilities of Management
Managers, team leaders, and anyone in a position of responsibility within Artist Republic are expected to:
1. Promote equality and diversity – Lead by example, ensuring all work and decision-making supports the principles in this policy.
2. Ensure compliance – Make sure that all activities within their area of responsibility are conducted in accordance with this policy and relevant legislation.
3. Fair recruitment and contracting – Oversee recruitment, contracting, and project allocation to ensure fairness, transparency, and non-discrimination.
4. Support professional development –Provide fair access to training, mentoring, and professional growth opportunities.
5. Monitor participation – Where appropriate, monitor engagement in opportunities to ensure no group is under-represented without justifiable reason.
6. Address concerns promptly – Investigate and address any complaints or concerns regarding equality, diversity, or inclusion in a timely and confidential manner.
7. Model inclusive behaviour – Maintain a respectful, collaborative environment, and ensure their own conduct reflects the organisation’s values.
8. Recruitment and Selection
Artist Republic’s recruitment and selection processes are designed to be fair, transparent, and inclusive. We will:
1. Regularly review processes – Assess recruitment and selection procedures to ensure no group is disadvantaged, directly or indirectly.
2. Equality in advertising – Ensure opportunities are promoted in a way that is accessible to a diverse range of applicants.
3. Clear criteria – Base all shortlisting and selection decisions on objective, role-related criteria.
4. Training for decision-makers – Provide appropriate guidance to those involved in recruitment or contracting to help avoid bias and discrimination.
5. Reflect our industry – Where possible, encourage applicants from under-represented groups to apply for roles or projects, in line with relevant legislation.
6. Policy awareness – Make sure every new staff member, contractor, or long-term collaborator is made aware of this policy during induction or onboarding.
7. Progression opportunities – Give all staff and contractors equal opportunity to progress within the organisation, based on merit and ability.
9. Grievances and Complaints
Artist Republic takes any concerns related to equality, diversity, or inclusion seriously.
1. Right to complain – Any one working with or for Artist Republic who believes they have experienced or witnessed discrimination, harassment, bullying, or victimisation has the right to raise a complaint without fear of retaliation.
2. Confidentiality – All complaints will be handled sensitively and, where possible, confidentially.
3. Prompt action– Concerns will be investigated promptly, and any necessary action will betaken in line with our disciplinary, grievance, or contract management procedures.
4. Fair process– Complaints will be addressed impartially, ensuring that all parties have an opportunity to present their account.
5. Escalation – If a person feels their complaint has not been properly addressed, they may escalate it in accordance with our formal grievance process.
6. No victimisation– No one will be treated unfavourably for making, or supporting, a complaint in good faith.
10. The Equality Act 2010 and Protected Characteristics
This policy is underpinned by the Equality Act 2010, which consolidates previous anti-discrimination laws into a single framework. The Act protects individuals against discrimination, harassment, and victimisation based on the following protected characteristics:
1. Age
2. Disability
3. Gender reassignment
4. Marriage and civil partnership
5. Pregnancy and maternity
6. Race(including colour, nationality, and ethnic or national origins)
7. Religion or belief (including lack of belief)
8. Sex
9. Sexual orientation
We also recognise and address different types of discrimination as defined in the Act:
• Direct discrimination – Treating someone less favourably because of a protected characteristic.
• Indirect discrimination – Applying a rule, policy, or practice that disadvantages people with a protected characteristic, without a legitimate and proportionate reason.
• Discrimination arising from disability – Treating someone unfavourably because of something connected to their disability, without justification.
• Associative discrimination – Discriminating against someone because of their connection to a person with a protected characteristic.
• Perceptive discrimination – Discriminating against someone because they are perceived to have a protected characteristic, whether or not they do.
• Victimisation– Treating someone unfairly because they have made or supported a complaint about discrimination.
• Harassment – Unwanted conduct related to a protected characteristic that violates dignity or creates an intimidating, hostile, degrading, humiliating, or offensive environment.
11. Reasonable Adjustments
Artist Republic is committed to making reasonable adjustments to ensure that no one is placed at a substantial disadvantage because of disability or specific needs.
1. Definition – A reasonable adjustment is a change to remove or reduce the effect of an individual’s disability so they can participate fully in work, collaboration, or events.
2. Examples – Adjustments may include changes to the way work is organised, modifications to physical spaces, provision of auxiliary aids or services, or alternative formats for information.
3. Proactive approach – We will consider reasonable adjustments in advance where practicable, rather than waiting until an individual experiences difficulty.
4. Case-by-case basis – What is “reasonable” will depend on the circumstances, including the adjustment’s effectiveness, practicality, cost, and the resources available.
5. No additional cost – Individuals will not be charged for reasonable adjustments required to enable equal participation.
6. Consultation– Wherever possible, adjustments will be discussed with the individual concerned to ensure their needs are met appropriately.
12. Voluntary Alignment with Public Sector Equality Duty Principles
Although Artist Republic is not a public authority and is not legally bound by the Public Sector Equality Duty, we support the spirit of its aims. Where relevant to our work, we seek to:
1. Eliminate discrimination, harassment, and victimisation.
2. Advance equality of opportunity between people who share a protected characteristic and those who do not.
3. Foster good relations by promoting understanding and respect among diverse groups within the creative industries.
13. Policy Review and Governance
1. Responsibility – Overall responsibility for the implementation and monitoring of this policy rests with the Directors of Artist Republic.
2. Application – All managers, staff, contractors, and regular collaborators are responsible for following the policy in their day-to-day activities and ensuring that equality, diversity, and inclusion principles are upheld in all work connected to Artist Republic.
3. Review cycle – This policy will be reviewed at least once every two years, or sooner if there are significant changes in legislation, industry practice, or the organisation’s operations.
4. Updates – Any changes will be approved by the Directors and communicated to all staff, contractors, and key partners.
5. Accessibility– The most current version of this policy will be available to all staff, contractors, and collaborators, and provided to clients or partners upon request.
Artist Republic believes that equality, diversity, and inclusion are essential to a thriving creative environment. We are committed to treating everyone we work with fairly, with dignity, and with respect. By embedding these values into our everyday actions and decisions, we aim to contribute positively to the music and entertainment industry, building relationships and opportunities that benefit people from all backgrounds. This is not simply a matter of compliance but a reflection of who we are as an organisation and the standards we set for ourselves and those we work with.
Next Review Date:09-08-27
