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ONE LOVE CHOIR: EQUALITY, DIVERSITY AND INCLUSION POLICY

2024

OUR COMMITMENT

One Love Choir recognises the importance of promoting equality, diversity and inclusion in One Love Choir. We understand that certain individuals and groups are discriminated against in society and can therefore be unjustly excluded from participating in the full range of activities that we offer. We will take the necessary steps to amend unconscious biases, remove discriminatory practices and foster an environment in which all members feel comfortable and supported.

    We aim to treat all individuals who engage with  One Love Choir inclusively and with respect, with particular regard toward:

‘Protected Characteristics’ as described in the Equality Act 2010[1]:

  • age
  • disability
  • gender reassignment (including gender identity and expression)
  • marriage and civil partnership
  • pregnancy and maternity (including paternity)
  • race (colour, ethnic, or national background)
  • religion or belief (including non-belief)
  • sex (including intersex)
  • sexual orientation (including asexuality, bisexuality, homosexuality)

Characteristics which are not explicitly covered by the above: 

  • neurological condition (e.g. AD(H)D, ASD, dyscalculia, dyslexia, Tourette’s)
  • romantic orientation (e.g. aromantic, biromantic, demiromantic, polyamorous)
  • Circumstances and experiences which are not explicitly covered by the above:
  • people with dependants (including carers)
  • people with low income and/or who consider themselves working class
  • people with mental health issues
  • people with complex or uncommon histories (including care leavers, rehabilitated people and ex-incarcerated people)
  • immigrants, refugees and asylum seekers

    This list is not exhaustive and is expected to evolve over time in response to emergent issues. We are also mindful of intersectionality; people comprise and express multiple varied characteristics, which combine to produce unique personal situations.

    A statement on these intentions will be displayed on the choir website and in adverts for voluntary and paid roles in the choir. We will also use it, where appropriate, on publicity materials related to recruitment to the choir and performances.

 

POLICY SCOPE

This policy applies to all Members of One Love Choir, where ‘Members’ includes all those defined in the following structure:

  • Members
  • Paying Members
  • Volunteers
  • MD

This policy applies to all One Love Choir events, such as:

  • Rehearsals and Workshops
  • Social Events
  • Performances
  • New Members Evenings
  • Community Work

This policy applies to all One Love Choir processes and decision-making.

 

STANDARDS

The following statements represent the key standards we are aiming to achieve to improve equality of opportunities within our organisation.

  • We, in all our elements (including Members and our audiences) represent Bristol’s diversity.
  • Choir is a safe space; we do not tolerate violence, harassment or hate speech.
  • We challenge bullying and harassment as soon as it is identified.
  • We challenge ourselves to think about and stop language and attitudes which discriminate against others. This particularly includes recognising the influences of white supremacy, patriarchy and institutionalised prejudices in our activities.
  • We publicise opportunities to join the choir with consideration to accessibility and the diversity of our community.
  • We perform in accessible and diverse venues.
  • We provide an environment in which members feel comfortable in raising concerns, and are encouraged to do so (e.g. where they have accessibility needs that are not yet being met).
  • We provide a range of choices for engaging with choir activities, including options for choralography, dress codes and performance participation, to suit Members’ accessibility needs, comfort and abilities.
  • We communicate across sufficiently varied media such that information is accessible and available to all Members.
  • We provide accessible means for Members to give feedback to the MD.
  • Our leadership and decision-making incorporate a diverse range of views and experiences.
  • We respectfully perform music from a wide variety of cultures and identities, honouring and uplifting diverse voices.
  • We seek out and learn from a range of groups to form stronger community ties (e.g. through collaboration and partnerships).
  • We commit a minimum of two trustees to lead a subcommittee that works to improve our equality, diversity and inclusion. They also commit to reviewing this policy every 2 years minimum.
  • We evolve continually as a choir; we are open to different perspectives, and meet new ideas proactively and non-judgmentally.

 

ROLES AND RESPONSIBILITIES

Members

When individuals join the choir, they will receive a copy of this policy and be asked to agree to commit to it, along with other choir policies and procedures. Existing members, contractors and trustees will also be asked to commit to the policy.

    All Members of One Love Choir have the responsibility to familiarise themselves with this policy. Members are expected to challenge breaches of this policy, either by engaging constructively with the issue directly, or raising the issue with the Safeguarding Officer, a Section Coordinator, or one of the trustees. We also encourage Members to reflect on their own biases, both conscious and unconscious.

It is everyone’s responsibility to read the policy and clarify any questions they may have; any ignorance of policy is not an acceptable excuse for violation and inappropriate behaviour.

  

DEALING WITH BREACHES

Breaches of this policy are taken seriously. If a Member receives or witnesses a breach, they may take any of the following actions:

  • Challenge the behaviour immediately with the person acting harmfully in a kind and respectful manner, offering to explain why the incident constitutes non-inclusive behaviour and how it can be prevented in the future.
  • Report the behaviour to the MD. The person in receipt of the report (written or verbal) will act in proportion to the nature of the incident. Actions include, but are not limited to:
  • Speaking privately with the person harmed by the incident as to how they would like the situation to resolve. They will then carry out remedial actions between individuals as directed in a proportionate manner.
  • Speaking privately with the person acting harmfully, explaining the harm caused and how it can be prevented in the future.
  • (MD only) Issue a formal warning to the person acting harmfully, providing evidence of the behaviour and outlining next steps. Next steps could include any of the above, a discussion between parties mediated by the MD and if neccessary by a third party from within or external to the choir as appropriate or anything else deemed appropriate by the person harmed.
  • Should the harmful behaviour continue and merit a second warning, they may consult a third party and, on agreement between the MD and the person harmed, instead dismiss the Member from the choir.
  • Where a significant incident occurs the MD may dismiss the Member from the choir with immediate effect.

Raise a formal feedback and suggestions as per the choir’s Feedback and Suggestions Policy.

For further details, please see the Feedback and Suggestions policy on the One Love website.

[1] www.legislation.gov.uk/ukpga/2010/15

© Orgena Rose 2024