Equal Opportunities Policy
Date Adopted: 01/10/2024 Next Review Date: 01/10/2026
Directors: Rachel Cannings and Morvern Odling
1. Policy Statement
Inkling is committed to creating and maintaining a working, creative, and participatory environment that is inclusive, respectful, and free from discrimination, harassment, bullying, and victimisation.
As a small arts organisation, not an arm of a larger structure, we recognise the importance of ensuring that Inkling works to maintain equal opportunities to support accessibility as per our values.
Inkling asserts that all individuals are treated fairly and with dignity, whether they are directors, freelancers, artists, participants, volunteers, audiences, contractors, or partners.
We aim to provide equality of opportunity in all aspects of our work and to encourage a culture where diversity is valued as a strength that enriches creativity, collaboration, and artistic practice.
This policy supports our commitment to complying with the principles of the Equality Act 2010 and to promoting fairness and accessibility throughout our activities.
Inkling recognises the defi nitions in this act which name nine protected characteristics: age, disability, gender reassignment, marriage/civil partnership, pregnancy/maternity, race, religion/belief, sex, and sexual orientation.
2. Scope
This policy applies to all individuals connected with Inkling, including:
● The Directors
● Inkling Desk Holders
● Visiting artists and freelancers
● Workshop participants and community partners
● Contractors, suppliers, and consultants
● Audience members and members of the public attending our events or activities
The policy applies across all areas of our work, including:
● Recruitment and selection
● Working practices
● Artistic programming and participation
● Training and development opportunities
● Public events and workshops
● Partnerships and collaborations
● Online and in-person communication
3. Inkling’s Commitment
Inkling will:
● Treat all people fairly, respectfully, and with dignity
● Not tolerate unlawful discrimination, harassment, bullying, or victimisation
● Promote equality of opportunity in recruitment, participation, and artistic engagement
● Work to remove barriers that may prevent people from taking part in our activities
● Seek to create welcoming and accessible environments wherever reasonably possible
● Encourage diverse voices, experiences, and perspectives within our creative work
● Actively off er and prioritise making reasonable adjustments for disabled people wherever possible and seek funds to support future adjustments where possible
We will not discriminate on the basis of:
● The nine characteristics named and protected by law in the Equality Act 2010
Inkling also identifies
● Body size
● Socio-economic background
● Caring responsibilities
● Pronouns and gender expression
● Long term/ chronic Illness
● Neurodivergence
4. Recruitment for Opportunities
Inkling is committed to fair and transparent recruitment processes.Where recruitment takes place, we will:
● Advertise opportunities openly wherever possible
● Use fair and consistent selection criteria
● Make recruitment decisions based on skills, experience, and suitability for the opportunity
● Encourage applications from people currently underrepresented in the arts sector and actively make connections with community organisations to support this.
● Actively off er and then provide reasonable adjustments during recruitment process
● Ensure freelancers and contractors are treated fairly and respectfully
As a small organisation we recognise that our resources may be limited. However, we will make proportionate and practical eff orts to support accessibility and inclusion.
5. Inclusive Practice and Accessibility
Inkling is a neurodivergent led space. It is a central tenet of Inkling to ensure artistic and community activities are as inclusive and accessible as possible.
We will:
● Consider accessibility when planning events, workshops, performances, and communications
● Provide information in accessible formats, prioritising community and individual feedback as to what ‘accessible’ means to them.
● Communicate clearly about venue access and participation requirements
● Listen to feedback from participants, artists, and audiences about barriers to access
● Work positively and fl exibly to support participation from diverse communities
We understand that accessibility is an ongoing process and are committed to continuous learning and improvement.
6. Harassment, Bullying, and Victimisation
Inkling does not tolerate any form of harassment, bullying, intimidation, abuse, or victimisation. Inkling has a Safer Spaces policy which is actively shared with everyone who participates in Inkling. https://inklingglasgow.com/safer-spaces-policy
Inkling does not tolerate behaviour that:
● Creates an intimidating, hostile, degrading, humiliating, or unsafe environment
● Undermines any individual’s dignity or wellbeing - regardless of if that individual is present at the time of the behaviour
● Occurs in person, online, in writing, or through social media
Inkling does not support and will not tolerate any artwork which involves discriminatory language, behaviour, or imagery. Though as an art organisation we recognise creative freedom, it must not come at the safety of another human being.
Any concerns raised will be taken seriously and handled sensitively, fairly, and appropriately.Individuals found to have breached this policy may be subject to appropriate action, including termination of contracts, removal from activities, or ending working relationships.
7. Responsibilities
The Directors
The Directors hold the responsibility for managing Inkling. It is a central part of their duty to:
● Promote and uphold this policy
● Lead by example in creating an inclusive culture
● Hold the responsibility to respond appropriately to concerns or complaints
● Consider equality and accessibility in decision-making
● Review organisational practices periodically
Desk Holders, Visiting Freelancers, Audience and Participants
Everyone taking part in activities at Inkling is expected to:
● Recognise the central values of Inkling
● Treat others with respect and professionalism
● Support an inclusive and welcoming environment
● Not tolerate discriminatory or inappropriate behaviour in themselves or others
● Raise concerns where appropriate
● Cooperate in resolving issues fairly and constructively
8. Reporting Concerns
Anyone who experiences or witnesses discrimination, harassment, or unfair treatment in connection with Inkling is encouraged to raise the matter as soon as possible.
Concerns can be reported to The Directors. This is made clear to everyone.
The Directors make the commitment that concerns will be:
● Taken seriously
● Handled confi dentially as far as possible
● Investigated fairly and proportionately
● Addressed in a timely and respectful manner
No individual will be treated unfairly for raising a genuine concern in good faith.
There is an anonymous feedback form on the Inkling website, which is shared with everyone participating in Inkling. https://inklingglasgow.com/ (scroll to bottom)
9. Monitoring and Review
Inkling will review this policy regularly to ensure it remains relevant, eff ective, and aligned with current legislation and organisational practice. We will continue to
refl ect on how we can improve equality, diversity, inclusion, and accessibility across our work.
10. Approval
This Equal Opportunities Policy was compiled and approved by The Directors of Inkling on the establishment of the new space in The Cooperage.
Date: 01/10/2024
Signed:
Morvern Odling, Director
Rachel Cannings, Director