Our Diversity in the Workforce (DiW) Working Group has now been established. Our members are:

April 2021 Update

Three-weekly meetings have continued, with the working group having regular input on an increasing number of recruitment processes.  This work will become more and more impactful as the Covid Roadmap moves forward and we are able to recruit to more roles in the coming months.

In addition, the group has now created a brief for a Diversity and Inclusion Consultant to advise us on matters of EDI and HR.  The group also have advised on diversity documents including UK Theatre’s forthcoming Inclusive Recruitment Guide and Anti-Racism Touring Rider, and work in response to the Leicester NPO Black Lives Matter Framework.

Following project work and recommendations by Psychology students at Nottingham Trent University, we have adopted a number of inclusion practices including anonymising job applications pre interview, 6-monthly diversity audits of staff views and experiences, and surveying job applicants to ascertain their experience of the application process.​

January 2021 Update

The Group has now agreed to meet every three weeks to allow time for actions to be completed between meetings.

They have been contributing to recruitment processes, including advising on recruitment packs, panels, interview procedures, and reaching a more diverse range of potential employees. This work has already had a positive impact, with a more representative range of candidates applying, interviewing and being appointed.

We have been using the Mosaic database, which analyses demographics based on postcode, to further understand who we are reaching.

We are also looking into mental health and well-being statistics.

The group looks forward to working with the newly established Diversity Working Group, which is focussed on ensuring the wider culture of the Playhouse is representative and a safe space for all.

September 2020 Update

We established our Diversity in the Workforce Working Group (DiW) and, in the first two meetings, the Terms of Reference were agreed.

The purpose of the group is as follows:

‘Assessing the impact of Positive Action. Devising a programme of change to deliver at least 15% representation in the permanent staff make-up of Nottingham Playhouse in the area of staff who are Black, Asian and ethnically diverse. Delivering the programme and evaluating it against the ultimate aim of ensuring that the workforce of Nottingham Playhouse represents the diversity of the community we serve.’

A timeline is being discussed to agree a deadline for an Action Plan to be presented to the Nottingham Playhouse Board of Trustees for feedback.

 

We will continue to update this page with the group’s development.