Opening hours Gallery: Wednesday to Sunday 12–5pm

Our Commitment to Equality, Diversity and Inclusion

Our Commitment to Equality, Diversity and Inclusion

Treating people equitably is central to our vision and values.

Fundamentally, we aim to promote: 

  • Equality of opportunity for all. 
  • A workplace and culture where people are treated fairly, with dignity and respect, and valued for who they are and the contribution they make to the organisation. 
  • A diverse workforce that is reflective of the local community and attracts as many talented employees as possible. 
  • Active opposition to all forms of discrimination, bullying and harassment. 

We summarise this in our Equal Opportunities Policy: Spike Island is committed to equal opportunities in everything we do. This includes how we recruit, who we work with and how we work with them, from our operations staff through to our artistic programme. As a registered charity and a company limited by guarantee, we are dedicated to promoting equality, diversity, inclusion and dignity in the workplace.

Building on this policy, we have implemented an EDI Strategy that translates our commitment to equity, diversity and inclusion into actions for our team over the medium-to-long term, ensuring EDI remains central to our future activities.

Our EDI Strategy lays out the steps we’re taking to ensure that our commitment to equity, diversity and inclusion are translated into medium-to-long term actions, ensuring that they remain central to our future activities.

The Strategy contains five EDI Objectives:

  1. We aim to be governed and led by a board of trustees and a leadership team who represent the kind of people we want our charity to serve, and who make their decisions fairly and equitably, providing an outstanding example for the rest of the cultural sector.
  2. Our artistic activities will focus on providing a platform for, and celebrating, artists from underrepresented backgrounds.
  3. We will provide opportunities for everyone to engage with our work, no matter their background or ability, and by actively and meaningfully reaching out to those we have failed to engage in the past.
  4. We will serve audiences who reflect our local and national population in every way, as well as listening and responding to their needs.
  5. The people we employ will work within an equitable workplace culture that celebrates difference and opposes discrimination, victimisation and harassment.

In order to monitor effective implementation of our Equal Opportunities Policy and EDI Strategy, we also:

  • Communicate our Code of Conduct

    Communicate our Code of Conduct across our community and activities, asking everyone to act by our code of conduct to ensure welcome and inclusion for everyone.  

  • Share our Inclusive Language Guide

    Share an Inclusive Language Guide as a useful resource for everyone, and invite feedback to help ensure that our use of language is always appropriate

  • Develop an Annual EDI Action Plan

    Develop and maintain an Annual EDI Action Plan, which details the specific targeted initiatives we have agreed to deliver, and defines measures of success, responsibilities and timelines.  

  • Run an EDI Working Group

    Run an EDI Working Group made up of staff from teams across the organisation, who meet regularly throughout the year, and are responsible for working together to ensure delivery of current EDI initiatives, and for developing future, forward-thinking EDI ideas and ambitions.  

  • Report updates to staff

    Report to, and gain feedback from, our wider staff team via updates provided at regular Staff Meetings held throughout the year.  

  • Develop an Accessibility Action Plan

    We have developed an Accessibility Action Plan, reviewed regularly by our EDI Working Group, which reflects the findings of WECIL’s Access Audit (completed in 2023), and details the specific targeted improvements we are committed to achieving to our building’s accessibility across the short, medium and long term, and defines responsibilities, timelines and cost implications.  

  • Regularly report to the Board of Trustees

    Regularly report to the Board of Trustees about our EDI progress and engage in discussions about EDI at every Board meeting. In addition, our Board Development Subcommittee is responsible for the monitoring, scrutinising and developing management plans for workforce EDI development in order to attract and retain a board and workforce reflective of society 

  • Regularly update our key funders

    Regularly update our key funders, including Arts Council England and Bristol City Council, on how we are performing against our plans via quarterly and annual survey responses and reporting. 

  • Report publicly each year on our Workforce Demographics

    Report publicly each year on our Workforce Demographics, reflecting on trends in recruitment and diverse representation across our workforce.  

  • Maintain Our Commitment to Anti Racism

    Maintain Our Commitment to Anti Racism, and update this page with our plans and progress regarding how we are investing time and resources into learning more about, and actively confronting, this structural inequality in our society.  

  • Reflect annually as a team

    Reflect as a team each year within our Annual Feedback Day on whether our work in this area is being perceived as relevant and successful, and how we are going to adjust our plans in the future according to the feedback we receive.