The Starlets School of Performing Arts is committed to encouraging equality, diversity and inclusion among our staff, and eliminating unlawful discrimination.
The aim is for our staff to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.
The organisation - in providing goods and/or services and/or facilities - is also committed against unlawful discrimination of customers or the public.

The policy’s purpose is to:
• provide equality, fairness and respect for all in our school.
• not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation

The organisation commits to:
• Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense
• Create aenvironment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all  are recognised and valued. This commitment includes training managers and all other employees about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include staff conducting themselves to help the organisation provide equal opportunitiest, and prevent bullying, harassment, victimisation and unlawful discrimination.

• Take seriously complaints of bullying, harassment, victimisation and unlawful
discrimination in the course of the organisation’s work activities.

The Starlets School of Performing Arts are committed in their approach to be as inclusive as possible and accessible for all.

• Make opportunities for training, development and progress available to all staff,
who will be helped and encouraged to develop their full potential, so their talents
and resources can be fully utilised to maximise the efficiency of the organisation.
• Decisions concerning staff being based on merit (apart from in any necessary
and limited exemptions and exceptions allowed under the Equality Act).
• Review employment practices and procedures when necessary to ensure
fairness, and also update them and the policy to take account of changes in the
• Monitor the make-up of the workforce regarding information such as age, sex,
ethnic background, sexual orientation, religion or belief, and disability in
encouraging equality, diversity and inclusion, and in meeting the aims and
commitments set out in the equality, diversity and inclusion policy.
Monitoring will also include assessing how the equality, diversity and inclusion
policy, and any supporting action plan, are working in practice, reviewing them
annually, and considering and taking action to address any issues.
The equality, diversity and inclusion policy is fully supported by senior management and has been agreed with trade unions and/or employee representatives.

July 2020