Barrowland Ballet Fair Work Statement 

Barrowland Ballet is committed to fostering a fair and equitable work environment where all employees are treated with dignity and respect. We fully support fair work practices, recognising the positive impact on employees and overall company ethos and performance. We strive to be an organisation which sees employees engaged in what we do; supported through training and development opportunities; and we promote positive approaches to make Barrowland Ballet a flexible and dynamic place to work.

EFFECTIVE VOICE

We believe in empowering employees’ voices and establishing this through many avenues of engagement. We encourage an open and safe environment for raising concerns and ensuring that all voices are heard, on workplace issues, organisational development and programming discussions.  We are tolerant of different views and encourage transparent, open dialogue. We provide:

– Regular and clearly-minuted team meetings ensure open communication and encourage reflective practice among staff.

– 1:1 line management meetings for staff every month, and annual appraisal meetings, where staff can raise issues in an open and transparent dialogue and where their voice can be heard.

– All team members, from performers to designers are invited to project debriefs, ensuring all voices are heard and feedback taken account of.

– Staff are aware that Barrowland Ballet is happy for them to join a union of their choice.

– All team members, including freelance staff, are made aware of the clear grievance and disciplinary procedures in place.

– Through extensive dialogue across the team, board and wider stakeholder groups, we are creating our Care Code to support staff to identify and articulate their needs.

OPPORTUNITY

We believe that fair opportunity supports equal opportunities and allows staff to access and progress in work:

– Barrowland Ballet has a vigorous recruitment and selection policy covering every aspect of employment including advertisements, recruitment and appointment, training, conditions of work and pay. Recruitment and selection procedures are robust, fit for purpose, stand up to scrutiny and comply with relevant legislation.

– Information forms and Radical Care riders are requested from all staff, freelancers and artists to inform Barrowland Ballet of access needs that they might require before starting their engagement and these access needs will be addressed.

– Barrowland Ballet is committed to providing opportunities for professional development and career progression to current employees; actively encouraging all staff to take up training and both professional development opportunities.

– Training, professional development and career progression is discussed with employees at annual appraisal meetings.

– Our Creative Programme of work is created with and for people of differing ages, abilities and backgrounds with performers receiving high level training in a specialised area of dance and choreography.

– Barrowland Ballet engage with diverse and local communities through our workshops, residencies and in the creation of new work.

SECURITY

Barrowland Ballet recognises that fair pay and fair contracts demonstrates a commitment by us to our staff and improves productivity, reduces absenteeism and improves staff morale.

– Barrowland Ballet freelance pay scales are determined by external bodies such as ITC (Independent Theatre Council) and Equity. Barrowland Ballet pays above (and never below) minimum pay scales advised by these bodies.

– Barrowland Ballet is an accredited Living Wage Employer.

– Barrowland Ballet is committed to payment of the real living wage and closing the gender pay gap.

– Barrowland Ballet operates no zero hours contracts.

– Barrowland Ballet staff rates of pay are based on public sector pay rates.

– Barrowland Ballet staff are all on permanent contracts.

– Barrowland Ballet provides royalties across the full creative team; enhanced holiday pay and has a secured Freelance Emergency Support Fund for non-PAYE staff.

– Barrowland Ballet pays for all internships at Real Living Wage, except those that form part of an assessed placement for a student in further or higher education as a part of their course.

– All staff can work on flexitime and can work remotely.

– All staff are entitled to sick pay and to access the Nest Workplace Pension Scheme.

FULFILMENT

We strive to be an organisation which sees employees engaged in what we do; to promote fulfilment at work and a feeling of belonging to the organisation.

– Barrowland Ballet gives its staff the opportunity to use and develop their skills and encourages people to have autonomy and control over their work and to make appropriate decisions.

– Barrowland Ballet recognises the importance of work life balance and encourages employees to manage their work responsibilities while maintaining personal well-being.

– Flexible working arrangements and scheduling; and reasonable accommodation will be considered to support employees work life balance as part of our Radical Care Access Rider.

– Tasks and staff programmes of work are aligned to the skills, talents and aspirations of the staff who carry them out.

– Barrowland Ballet actively encourages staff to take up training, learning and professional development opportunities. Employees are encouraged to identify learning and development needs and include these in their work plans or continuous professional development plans.

RESPECT

Staff are entitled to be treated with respect and dignity at work and have a personal responsibility for ensuring that they treat others with the way they would expect to be treated themselves.

– We have a zero-tolerance policy for bullying, harassment, victimisation, discrimination, and prejudice in any form. Such behaviours are swiftly addressed and resolved informally, or where necessary through our grievance and disciplinary procedures.

– We acknowledge the existence of structural privilege among those in positions of power and are committed to sharing that privilege whenever possible. Our long-term goal is to empower individuals from underrepresented groups to assume positions of authority.

– Our organisational culture is non-hierarchical, emphasising shared ownership, accountability, transparent communication, collaboration, and empowerment as evidenced through our consultation process.

– Health and Safety for our employees is embedded in the organisation and takes our practices beyond our legal duty.

– We respect others’ personal and family lives. We offer flexible working to all employees and work flexibly with individuals on their needs to balance work and family life

– Our Radical Care access rider supports those with caring responsibilities to work with us.