Opening hours Gallery: Wednesday to Sunday 12–5pm

Our commitment to equality

Our commitment to equality

Information

Information

Spike Island is committed to addressing inequality in the arts sector and ensuring equality of opportunity in recruitment and employment.

We consider diversity a strength and are keen to make our workforce more representative of the different backgrounds and experiences that make up our city. We strongly encourage applications from people who identify as Black, Asian or minority ethnic, disabled, LGBTQI+, or living in areas of socioeconomic deprivation in Bristol.

We have also committed to developing our recruitment and employment practices to meet the standards of a Disability Confident Employer. Disability Confident is a government scheme to help organisations across the UK improve how they attract, recruit and retain disabled workers to boost inclusion in the workplace.

How we’re improving:

Accountability

  • Annually publishing the demographics of our staff, trustees, audiences and the various freelance workers and practitioners (artists, curators, technicians, etc.) we employ and work with. You can download a pdf copy of these demographics.

Recruitment

  • Diversifying and developing our board membership to ensure it is representative of our city, the artists and arts professionals we work with, and the audiences we seek to engage. Our board membership is currently 70% white, 20% mixed race and 10% Asian / Asian British.
  • Ensuring that our workforce is more representative of society by updating our recruitment policies and procedures. Our recruitment processes are being reviewed in detail as part of our plan to become a Disability Confident Employer. We are being guided on this journey, which began in September 2022, by the West of England Centre for Inclusive Learning (WECIL),.

Our staff and team

  • Reviewing our Equity, Diversity and Inclusion (EDI) Action Plan together with our staff team. Our EDI Action Plan will be reviewed every 6 weeks by our EDI Working Group.
  • Continuing periodic unconscious bias training for our staff and trustees, which began in March 2021. The last session took place in March 2023.
  • Creating a publicly available Ethics Policy to maintain openness, guide decision-making across the organisation, and ensure we do not contribute financially to, or benefit from, companies that condone racist, sexist, homophobic, ableist or transphobic behaviour.