Fundamentally, we aim to promote:
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.
OUR EDI STRATEGY
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:
HOW WE MONITOR SUCCESS
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.