HCO Equal Opportunities Policy
Scottish Charity No SC030515
Highland Chamber Orchestra
Equal Opportunities Policy
Highland Chamber Orchestra (HCO) is a voluntary organisation which exists to provide opportunities for people to develop their artistic potential and to display their talents to as wide an audience as possible – taking music into the smaller rural venues in the Scottish Highlands.
Statement of Purpose:
The Scotland Act 1998 defines “equal opportunities” as: “the prevention, elimination or regulation of discrimination between persons on grounds of sex or marital status, on racial grounds or on grounds of disability, age, sexual orientation, language or social origin, or of other personal attributes including beliefs or opinions such as religious beliefs or political opinions”
HCO upholds the sentiment in this promotional Act and is therefore committed to a positive policy of equal opportunity that opposes all discrimination that may lead to less favourable treatment on the grounds of a person’s gender identity (male, female or transgender including those who are undergoing or have undergone gender reassignment), race, ethnic origin, nationality, belief or religion, culture, physical or mental disability, learning difficulty, long-term illness (such as HIV, AIDs, cancer etc), sexual orientation (lesbian, gay, heterosexual or bisexual), age, marital status, economic status, parenting or caring responsibilities, political affiliation, or social background.
Discrimination:
HCO is committed to the eradication of all forms of discrimination[i] and prejudice including direct and indirect discrimination, harassment and victimisation.
Equalities Legislation:
HCO respects all current Equality Law and uses it as a framework for good practice. We will review this policy to reflect any changes such as the Single Equality Act which is expected in 2010.
Welcoming Diversity:
HCO aims to create a positive culture of inclusion which actively welcomes a rich diversity of individuals who are distinct and different one to another. This applies to our musician members, our conductors, our audiences, and our ‘friends’.
HCO Performers:
We admit new musicians (players and conductors) to the orchestra solely on the basis of musical standard and availability of places. If anyone who wishes to join the orchestra faces additional barriers, we will strive to make reasonable adjustments to overcome these.
This may include making special provision for a variety of mobility and sensory disabilities. We use fully accessible rehearsal space and where possible, fully accessible concert venues.
We take the health and safety of our members (and the public) very seriously and have a separate Health & Safety Policy. Many of the measures within it support the ease with which different people can interact with HCO. Eg We encourage the attendance of those feeling vulnerable by providing safe and well lit ways into our venues.
We do not routinely ask monitoring questions on other aspects of diversity but are aware that our current orchestra has a mix of nationalities, gender, age, disabilities, sexual orientation and religions.
HCO Audience:
Our concerts are open to all and concessionary ticket prices apply to encourage older people, children, students and those on benefits.
As stated above, we strive to perform in fully accessible venues. Our front of house personnel will be briefed on how to interact with people with accessibility issues and will be encouraged to ensure that every individual who attends is made to feel valued and respected.
Communication:
We will ensure that our communications are in line with SAIF’s (Scottish Accessible Information Forum) guidance on accessible standards and offer alternative formats if requested. Where photographs are used, we will strive to make them reflective of our diversity to reinforce the message that HCO is open and inclusive.
Responsibilities:
Everyone has a responsibility to put equal opportunities policies into practice. All members have a responsibility not to behave in a way that could be offensive to others and to treat fellow musicians and members with courtesy and respect. This expectation extends to members of the public.
Anyone who experiences or witnesses any breach in this code of conduct should report the incident to an HCO Committee Member and in cases where things cannot be resolved amicably and informally will be brought before the committee for consideration. Anyone in breach of Equal Opportunities Policy will be given, first of all, the chance to apologise and adopt an acceptable standard of behaviour going forward, but may be asked to leave the orchestra/performance if unwilling to accept this code of conduct.
Objective Justification:
The HCO serves to entertain the public in the Scottish Highlands. It may at times be difficult to locate a suitable performance space that is fully accessible, and we may occasionally have to accept less than ideal conditions in order to take our music into more remote rural areas. However, we have to date benefited from the good accessibility of village halls.
Entertaining the public means that performances are held at weekends. To accommodate a diversity of audience, we routinely offer a choice of Saturday night and Sunday afternoon performances. Where this (and Friday evening rehearsals) indirectly discriminate against certain faiths, HCO strives to offer flexible options including: sharing performances such that some musicians play at the first performance and others at the second performance; ensuring that Friday evening rehearsals are optional; holding Saturday evening performances after sundown in the later months.
HCO is not a full-time professional orchestra. All our players are volunteers and the number of weekends involved each year is minimal, so the impact on people with beliefs is not too significant.
We will display a statement of our commitment to diversity at all rehearsals and performances, and all new members of the orchestra will be given a copy of this policy to make them aware of the collective set of values that we expect everyone to adhere to.
Reviews:
This policy is a living document that will influence the conduct of the HCO. The policy will be reviewed annually to keep abreast of changing legislation and understanding of good practice.
1
Second Version, May 2009
Author Morag Redwood, Project Leader Highlands & Islands Equality Forum
[i] Definitions of Discrimination:
Direct Discrimination
Where an individual or group of people is treated less favourably than others in circumstances which are the same or not materially different
Indirect Discrimination
Where a requirement or condition, or circumstances or behaviour which is applied generally to all, has a negative or disproportionate effect on a particular individual or group.
Harassment
Where a person subjects another person to unwanted conduct which has the purpose or effect of violating that person’s dignity, or which creates an intimidating, hostile, degrading, humiliating or offensive environment.
Victimisation
Where a person is treated less favourably for having relied on the regulations ie treats someone less favourably because they have raised a complaint or supported another who has raised a complaint.