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Policy Statement On Equal Opportunities
The Ashton group is striving to be an equal opportunities
employer in all aspects of our work and employment practice.
The Ashton Group will ensure, when employment decisions
are made, that the only personal characteristics taken into
account are those which (as well as being consistent with
relevant legislation) are necessary for the requirements
and proper performance of the work involved. There will
be no discrimination in respect of marital status, gender,
sexual orientation, disability, ethnicity, race, nationality,
religious belief, age or class. Employment decisions will
be based solely on an assessment of the capability and suitability
of the individual concerned and not on any generalized concepts
about the characteristics of groups of persons.
The only basis for selection or promotion is the management’s
considered opinion of the applicant’s suitability
for the job. The Ashton Group will endeavour to assist any
disadvantaged groups to achieve a position from which equality
of opportunity can operate in the field of theatre production.
In our artistic work the company will undertake to be aware
of the cultural diversity, which exists in society, and
ensure that the content of our artistic work reflects, celebrates
and promotes this.
All workers have legal and moral obligation not to discriminate
and to report incidents of discrimination against any individual
or group of individuals. Any worker found to be practicing
discrimination would face disciplinary proceedings. Workers
will be offered awareness training with a recognized agency
The company will also undertake to review this policy annually
to reflect the evolving thinking about issues of equality
purpose of this policy is to ensure equal opportunities
for all workers, job applicants, clients and customers,
irrespective of race, colour, nationality, ethnic or national
origin. We value a diverse customer base and the individuality
and creativity that every worker potentially brings to the
job applicants, visitors, clients and customers will be
treated fairly, openly and honestly, and with dignity
job applicant or worker will receive less favourable treatment
on grounds of race, colour, nationality, ethnic or national
will be taken to make sure all business practices ensure
training and promotion opportunities will be made as widely
available as possible.
criteria for employment, training and promotion opportunities
will be entirely related to the job.
decisions on recruitment, promotion and training will
be made solely on the basis of merit.
has the right to work and do business in an environment
free of unlawful discrimination and harassment. We will
not tolerate such behaviour under any circumstances.
action, including dismissal, may be taken against any
worker found responsible for harassment or discrimination.
employee who believes he or she is being discriminated
against, victimised or harassed should raise the matter
through the company's complaints procedure.
policy is fully supported by the Board of Trustees. We will
ensure that all our employess are aware of the policy, and
that they understand that they are responsible for observing
racial equality action plan outlines the steps we will take
to give effect to this policy. We will monitor the action
plan and review the progress we have made each year, to
make sure the policy is achieving its aims.
Ashton Group Contemporary Theatre Child Protection Guidelines
The Ashton Group Contemporary Theatre has developed this
set of guidelines for all employees to ensure clear procedures
are in place when dealing with issues of child protection.
The term “child” in this policy refers to children
and young people up to the age of 16 and also includes vulnerable
The company is registered as an organisation mandated to
run disclosure checks with the CRB. All employees are required
to produce an Enhanced Disclosure document as a contractual
In addition, wherever possible, a minimum of two staff work
This policy is also to protect employees from false accusations
and unwitnessed interpretations of incidents and events
and to ensure a level of support in case of emergency.
All employees are expected to ensure the safety of the children,
young people and vulnerable adults they are working with
Risk Assessment and Health and Safety requirements for each
Adhering to the Ashton Group’s Equal Opportunities
Policy ( issued and agreed to when signing contract of employment)
Following the Child Protection Guidelines( issued and agreed
to when signing contract of employment)
THE COMPANY WILL NEVER SANCTION EMPLOYEES USING PHYSICAL
OR VERBALLY ABUSIVE BEHAVIOUR OR ANY BEHAVIOUR THAT IS IN
BREACH OF OUR EQUAL OPPORTUNITIES POLICY.
The Ashton Group recognises that the welfare of children,
young people and vulnerable adults is paramount. Employees
must always take suspicions and allegations seriously and
report any incident immediately.
When working in schools/organisations the company will report
any relevant information or incident to the designated teacher
or worker responsible for child protection.
When working in the community, the company will seek advice
from appropriate professional/statutory organisations when
any situation arises that they believe may be a child protection
The company will give all employees a set of basic guidelines/procedures
to assist them when dealing with child protection issues.
These guidelines are based on Cumbria County Council Child
PROCEDURES FOR CHILD PROTECTION
If you suspect a child/young person is being abused because
of marks /bruising /behaviour/ hearsay from others then:
Report this to Rachel Ashton who will tell the designated
Do not ask the child/young person about the situation yourself.
If a child/young person tells you he/she has been subject
to physical or sexual abuse or neglect then:
Never agree to keep “secrets” even if the child
is upset or persuasive.
Listen carefully and allow the child to say what they need
Avoid using closed or leading questions.
Never interrogate the child/young person. The designated
teacher/worker only needs to know abuse has taken place/is
likely to take place.
Reassure the child/young person that they have done the
right thing. If age appropriate tell the child that the
designated teacher/worker/social services may need to be
involved in the case.
Do not tell anyone else about the incident and report it
Write down the facts of the situation as you have experienced
them. Give a copy to Rachel Ashton and keep a copy yourself.
Remember that, even if a person is 16 or 17 and has left
home, there may be other siblings/minors who are still being
PROTECT CHILDREN, YOUNG PEOPLE AND VULNERABLE ADULTS
IF IN DOUBT-ASK
ALWAYS REFER-NEVER INVESTIGATE
For more information about child protection issues ask Sarah
Miller or Rachel Ashton or look in the child protection
file in the office for general information.
The Ashton Group Theatre Ltd, The Old Fire Station, Abbey
Road, Barrow-in-Furness, Cumbria LA14 1XH
Telephone 01229 430636
Updated November 2005