Equalities, Diversity and Inclusion Policy

Discrimination, oppression, prejudice and bias – both systemic and individual, conscious and unconscious – exist within Scottish society and therefore will be present within the organisation and activities of Magnetic North. 

As a company we will not tolerate or ignore behaviours, language, or attitudes that are sexist, racist, ableist, transphobic, homophobic or in any way oppressive, bullying and discriminatory. In our Working Culture Statement we outline how we expect everyone we work with to play a part in maintaining a safe and respectful working culture. 

As well as committing to zero tolerance around discrimination within the organisation and its activities – we know and appreciate the value of diversity and the positive benefit this has on our work. We appreciate individual difference, collective variety and all the benefits that these perspectives and experiences bring. At Magnetic North we work proactively to create spaces, models and opportunities that can welcome and speak to a diverse range of artists, audience and partners. We have seen the positive benefits that can emerge for all concerned. We recognise there are barriers to developing a sustainable arts practice as an artist – and accessing arts provision as audience or participants – and build capacity in our programme and budgets to overcome them. As well as working with partners and the wider sector to eradicate barriers where they exist. 

Since 2017, we have had a specific focus on Global Majority and D/deaf and Disabled Artists. From 25/26 we will widen our focus to include artists with the following lived experiences: 

• experience of displacement, such as refugees and asylum seekers, 
• live in geographic locations which may inhibit opportunities for engagement, 
• come from a disadvantaged socio-economic background.  

When we refer to people with prioritised characteristics in this document, we mean people from any of the groups mentioned above. We will consolidate our continuing commitment to Global Majority and Disabled Artists in particular by writing dedicated Anti-Racism and Disability Awareness policies, as well as working with Unlimited as an Ally partner.

Commitments

• For all staff to undertake dedicated Anti-Racism and Disability Awareness training and to develop dedicated policies that speak to these areas. 
• That on each project we deliver, we will prioritise at least one Lead Artist role for an artist with a prioritised characteristic 
• That all developmental roles (eg Assistants, Associates and Trainees) will be filled by artists with prioritised characteristics. 
• That we will work outside of the central belt every year and will prioritise at least 50% of open call roles on those projects to be filled by local artists/freelancers.
• That on one of our residency programmes, we will partner once a year with an organisation which has particular expertise on a prioritised characteristic, to better create space and reduce barriers for specific groups of artists
• That we will always have a ring fenced budget for Access in each project we deliver: access for individuals involved in delivering the projects (such as interpretation, PA support, additional paid time, childcare support), and audience access for public facing projects (BSL, Audio Description, Captioning, Relaxed Performances). Our approach to access on any scale will always be individual, bespoke, and embedded from the very start of the process.
• We will allocate budget annually to EDI related training for staff, board and (resource permitting) the freelance artists we support. In 2024 the training focus will be Anti Racism, in 2025 Disability Awareness, in 2026 LGBTQIA+ Awareness training with further annual focuses to be determined by staff, board and freelance artists.
• We will create bespoke audience development strategies for each production with a specific focus on engaging audiences from our prioritised groups and dedicate marketing budget per project for this purpose.
• On a case by case basis we will work with external panellists, facilitators and consultants to widen the points of view we have access to, and to challenge unconscious bias when making curatorial or strategic decisions
• When recruiting for Magnetic North Staff or Board positions,  as part of the recruitment process we will question the applicant’s approach to EDI. Having a nuanced, and ideally lived understanding, of barriers and marginalisation within the industry will be a key consideration when making the final decision.

Targets

Area	Current	Target/action	Characteristic
All work	Equal balance of genders across all work	Maintain across 3 years	Gender
Governance	Gender balanced board, skills audit done	Maintain, and consider new appointments in light of findings of audit	All
Rough Mix  (Central Belt)	At least 1 artist who identifies as D/deaf or disabled, and 1 who is from the Global Majority	At least 1 Lead Artist with prioritised characteristics,1 Collaborating Artist with prioritised characteristicsAt least 50% of Performers with prioritised characteristics	All
Rough Mix  (Outside Central Belt)	As above	As above, plus At least 50% of all artists and performers involved to be local	All Geography
Space/Time	Some targeted versions run	Minimum of 2 artists with protected characteristics One residency per year in partnership and specifically for artists with a shared lived experience or protected characteristic	All
Re-Mix	Equal gender balance of lead artists across 3 years	Prioritise projects led by artists with prioritised characteristics or located outside the central belt	All / Geography
Development	No official targets	Ensure 1 Lead Artist role is for artist with prioritised characteristicAll trainee, assistant or associates to have prioritised characteristicsEnsure 1 performer has prioritised characteristics	All
Productions	No official targets	Ensure 1 Lead Artist role is for artist with prioritised characteristicAll trainee, assistant or associates to have prioritised characteristicsEnsure at least 1 performer has prioritised characteristics  Ensure at least 1 additional form of appropriate audience access, such as BSL, Captioning or Audio Description, is available for at least one performance a week for every production Ensure at least 1 production over three years has embedded audience access Ensure tours are planned and booked wherever possible into rural / outside of central belt locations and areas with less access to regular performances	All        Disability      Disability  Geography / Social Economic
Support	Offer bursaries for access, childcare, travel to enable participation	Offer bursaries for access, childcare, travel to enable participationAt least 1 artist with prioritised characteristics to be offered mentoring and in kind support per year	All

Non Target-Driven Impacts

Depending upon the individual – their interests and needs – our intention is to support approximately six individuals with prioritised characteristics across the three year period our 25-28 business plan covers with bespoke and personal support and a crafted journey through Magnetic North / other sector programmes. This might look like an individual who comes into MN as part of a targeted Space/Time residency then being offered an Assistant / Associate role on a production or development, or being invited to take part in Rough Mix. It could look like an individual being offered mentoring, in-kind and cash support to develop a new work. It could look like an artist who developed an idea through Rough Mix being invited to develop or produce that work elsewhere, receiving Outside Eye / dramaturgy support from Nick and producing support from Anna. 

Delivery and Review of Commitments

The Equalities, Diversity and Inclusion Plan and Commitments is led on by the Producer with the oversight of Magnetic North’s Board and participation of the whole MN team.  The Plan is reviewed and commitments refreshed annually.