An excerpt from the ICA’s Equality and Diversity Policy:
The ICA’s Equality and Diversity Aims include but are not limited to —
• Provide equal access to all aspects of the ICA to all stakeholders like artists, staff, visitors and partners.
• Celebrate diversity and recognise that people with different backgrounds, cultures, abilities, skills and experiences bring new ideas and innovation to the organisation.
• Ensure diversity among our Board and staff and provide them with training to promote equality and diversity.
• Support all stakeholders, to enable them to best contribute to and engage with the ICA’s outcomes and achievements.
• Ensure all decisions are made on the basis of fairness, competence, merit and potential.
• Recognise that discrimination and victimisation are unacceptable, and do our best everything to prevent these.
To ensure that our policy is implemented with regards to recruitment, we will do the following —
a. Ensure that our recruitment process is fair and transparent, using multiple channels to communicate available opportunities, and valuing experience and skills as much as education and training.
b. Pay a minimum of London Living Wage to all ICA staff and contractors, and ensure that our project partners, contractors and consultants do the same, so that we can continue to all work together and deliver the highest level of artistic excellence.
c. Clearly specifying the availability of adjustments for disabled employees in opportunities advertised, so individuals with special needs are encouraged to apply.
d. Provide effective job design, training and other development opportunities for staff to ensure they have the opportunity to grow in skills and experience. To value and recognise internal talent where possible and invest in people who work with us.
e. Investigate and take action against any incidents or behaviour that goes against the ICA’s Equality and Diversity aims, to ensure a humane working and recruitment environment.
f. Advocate a ‘don’t ask – don’t tell’ attitude among staff and job applicants with regards to protected characteristics, and to ensure that all information gathered of equal opportunities monitoring data is kept strictly anonymous, confidential and destroyed after the designated period or purpose.