Our rest policy acknowledges that due to structural inequalities in the cultural sector, not everyone experiences work in the same way. It offers up to three additional days of paid rest per year for staff members who experience inequality.

This policy has guidance on: travelling to a work meeting/workshop, travelling to an external training (for staff development) and commuting.

This policy aims to provide a flexible framework within which staff can make informed decisions about the use of AI tools and software and that any such use is accountable, transparent and responsible whilst ensuring workers are treated and paid decently, preventing bias and discrimination, and minimising impacts on the climate and environment. It is not intended to provide a blanket “yes” or “no” answer to whether we use AI.

Maternity, paternity, adoption and shared parental leave are areas that are covered by legislation. This policy offers terms that are additional to the statutory allowance and tries to make the language more gender neutral.

This holiday policy outlines our approach to annual leave. We offer all workers unlimited paid holiday (UPH), regardless of length of service. In doing so, this policy aims to offer a generous, flexible approach to leave that helps everyone to feel empowered and supported.

A radical approach to safeguarding that questions the definition of “vulnerable” and instead places all people we work with at the heart of the policy holistically. We propose a shared opportunity to use non-punitive procedures, ask for consent, offer a matrix to attempt to diffuse conflict or avoid involving external agencies and supporting both victim and perpetuator.