Diversity in the Workforce
Our Diversity in the Workforce (DiW) Working Group has now been established. Our members are:
Martin is Head of Participation at Nottingham Playhouse, leading the team who create and run our wide ranging community engagement programme, including working with a large number of freelance artists.
Martin is also an experienced theatre and radio director, having directed 36 productions of various scales including work for young people, musicals, pantomimes and new writing.
“Theatre is for everyone. It’s vital we work to ensure every person knows the theatre is a safe and exciting place for them. Long-term commitment, transparency, open hearts and open minds can, and will, make that happen.”
Valerie has over 30 years’ experience in subsidised producing theatre administration and management, working for building-based and touring theatre companies (including Trestle Theatre Company, English Touring Theatre, Hull Truck Theatre, Watford Palace Theatre and Hampstead Theatre). She has been at Nottingham Playhouse since 2006 where she is responsible for the administrative and HR function.
“Creating a diverse workforce and an inclusive working environment where everyone feels welcomed, valued and able to be their true selves, is fundamental to Nottingham Playhouse’s core values. I am very grateful to the members of the Diversity in the Workforce Working Group for being so generous with their time, expertise and support in this vital work.”
Stacey has been a part of our Front of House Team for over 4 years. She also has more than ten years experience providing support to Nottinghamshire residents, including: supporting young people to volunteer at BTCV, supporting the voluntary sector at Nottingham CVS and working with adults with complex needs at Improving Lives. Stacey currently works in Economic Development at Nottingham City Council, helping young people with health conditions and disabilities into employment and training. Having visited Nottingham Playhouse since she was a child, Stacey has a keen interest in our continuing growth.
Natalie has lived in Nottingham since birth and fell in love with the theatre at a young age thanks to early childhood visits with her parents.
Natalie established a strong business reputation within Nottinghamshire and Derbyshire whilst at the Federation of Small Businesses, working to strengthen small businesses and ensure their fair representation. She subsequently spent time as a Civil Servant working to drive and support the Midlands Engine. Keen to return closer to local delivery she is now Head of Operations at D2N2 LEP.
Natalie is a member of our Board of Trustees, and is a firm believer that theatre opens minds, drives creativity and brings innovation to people and communities.
Natalie lives with her daughter Evie and husband Matthew, she enjoys travel and discovering new wines.
“The most dynamic and creative workplaces have diverse workforces. It is the coming together of diverse backgrounds, lived experiences and individual identities that lead to a richness in organisations that can’t be replicated without diversity. I am proud to be a part of a group that is committed to increasing the percentage of permanent staff from ethnic diverse backgrounds within the Playhouse, as well as contributing to additional work that recognises diversity in itself doesn’t create inclusive spaces.”
“My long term goal within this group is to show and convince those from minority backgrounds that a fulfilling career awaits them within this sector. I hope to inspire the next generation that there is scope for change and real prospects within this industry.
I am proud to be a part of this conversation towards changing minds and attitudes with this group. The greatest discovery of all time is that one can change their future by merely changing their attitude.”
Frances graduated with a First-Class Honours degree in English Literature in 2016. After graduating, she worked in small business marketing and joined Nottingham Playhouse initially as an Usher for the pantomime season. She joined the Administration department in 2017 and currently works as the Administration & HR Officer.
“Diversity is fundamental to creating safe workspaces where everyone feels valued, accepted and able to reach their full potential. In a sector where progress has been far too slow, I am pleased to be part of a group and organisation committed to delivering sustainable, measurable change.”
Adam Penford trained at the Liverpool Institute for Performing Arts (LIPA), and is now Artistic Director at Nottingham Playhouse. His directorial credits for the venue include: Holes (UK Tour), An Enemy of the People, Coram Boy, The Madness of George III and Wonderland.
“Theatre has been much too slow in tackling the barriers which have allowed under-representation to persist in the sector. The time for change is now. The work can be complicated, and occasionally frustratingly slow, but it’s essential. I’m so grateful to the working group members for their generosity, passion and kindness.”
Neena has many years experience as a board level Human Resources professional. Having worked with some of the UK’s most well known companies, she now runs her own HR and Coaching consultancy in Nottingham. She studied English at Loughborough University and is a regular theatre goer. Being passionate about equality, diversity and inclusion, she strongly believes that going to the theatre should be something which is accessible to and enjoyable for everyone. Neena joined Nottingham Playhouse’s Board in 2018.
“I look forward to welcoming a more diverse range of people to a workforce in which everyone’s differences and unique experiences are shared, valued and celebrated enabling them and the Playhouse to reach their full potential.”
Stephanie has 25 years experience of running theatres and a further 4 years experience of programming theatres. Her career includes stints as a Stage Manager in rep, an actress, theatre critic, court reporter and comedy club compere.
She has worked on all scales from a small-scale arts centre to a 1,500 seat SOLT venue. She has been programming dance since working at Sadler’s Wells under both Tim Tubbs and Nigel Hinds, and was a founder member of Dance Touring Partnership. She has run the Merlin Theatre, Frome, Blackpool Grand Theatre and, for the past 19 years, Nottingham Playhouse covering small-scale touring, middle-scale presenting and running a producing house. Nottingham Playhouse was a founder member of Eclipse Theatre Consortium and Ramps on the Moon under Stephanie’s leadership.
She is Vice President of UK Theatre, Vice Chair of Parents and Carers in Performing Arts and, at a local level, she sits on the ONE Nottingham Board and is an Ambassador for Inspiring Future Theatre.
Josephine is committed to social justice and has worked for over 20 years developing and delivering community-led and Government approaches to reducing poverty. She currently works as a Commissioner on Government funded Rough Sleeping Initiatives and Domestic Sexual Violence Services.
Josephine is passionate about dance, having trained as a Contemporary Dancer, and is a Performing Arts alumna of De Montfort University. She has combined her freelance creative skills with her extensive work experience and is the founder of the company Awaken2 Ltd which offers a different approach to EDI – by empowering the individual to overcome barriers and challenges through resilience skills and movement.
She enjoys spending time with her children; has completed a number of property renovations and hopes when able to walk to the summit of Snowden (Llanberis Path).
“I’m pleased to be part of conversations and actions to create safer working spaces for those persons who face systemic barriers due to their race and who want to work at Nottingham Playhouse.”
February 2022 Update
The Diversity in the Workforce Working Group has been reviewing policies and procedures, focusing on the Recruitment Policy and will include Equality, Diversity and Inclusion and Dignity at Work Policies.
They have been considering the significant industry movement and the effect this has had on staff turnover, recruitment and retention and how it is impacting on diversity.
To help to address bias at the interview stage, we are forming a pool of people who have a range of lived experiences and different professional skills, who we will be able to call upon to diversify interview and shortlisting panels. The pool will receive training, to ensure that the shortlisting and interview processes are consistent and free from bias. Interview questions will be balanced and appropriate to the role being recruited. We are now providing candidates with questions before interview.
We have reviewed and updated how and where we place job recruitment adverts and have revised advert copy to ensure it is clear, welcoming and un-biased.
We continue to emphasise our commitment to equality, diversity and inclusion in our recruitment packs. We want to ensure that everyone can fully participate in the recruitment process and offer support and alternative ways to complete an application. We offer flexible working opportunities including job share and remote working.
% of Nottingham Playhouse’s employees who identify as ethnically diverse
2021/22 as at 28 February 2022 14.66%
2020/21 as at 31 March 2021 11.54%
2019/20 as at 31 March 2020 4.08%
% of job applications from people who identify as ethnically diverse
2021/22 to 28 February 2022 10.9% (27 vacancies)
2020/21 as at 31 March 2021 25.14% (3 vacancies)
2019/20 as at 31 March 2020 7.04% (10 vacancies)
We have engaged Marcia Ore Consultancy to advise us on EDI matters. The Group has been working on a SWOT analysis with the consultant.
Working with the Anti-Racism Action Group, 2 members of the Diversity In The Workforce Working Group, Natalie Gasson-McKinley and Neena Sharma will be part of the Reporting Racism Group. This Group will receive, consider and respond to reports of racist incidents received through our new Reporting Racism System, which will soon be live on the website.
Nottingham Playhouse is co-chairing and contributing to city wide EDI activity around recruitment and retention, sharing best practise and learning from successful initiatives in other organisations. This work extends to Decolonising the Curriculum, data analysis, programming and career progression and the interrelation of all these factors in employment.
As planned, the group have now moved to meeting every six weeks, to allow for more work to take place between meetings.
We are very grateful for the effective advice, support and time that members of the Working Group so generously give us as we continue our work to improve representation in our workforce.
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.