Equal Opportunities

Equal Opportunities Policy statement

Introduction

the agency excellent entertainment Ltd (excellent entertainment and excellent recruitment) is committed to promoting equality of opportunity throughout its operations. We strive to create an inclusive environment where all individuals are treated with respect and dignity, and where discrimination is not tolerated. This policy outlines our commitment to ensuring equal opportunities for all entertainers, musicians and crew, including employees, contractors, trainees, and any other stakeholders involved in our operations.

Scope
This policy applies to all aspects of employment, training, and assessment within excellent  entertainment . It covers all individuals involved in our recruitment and programmes, regardless of their sex, sexual orientation, religion, creed, race, colour, disability, age, marital status, or offender background.

Policy Statement
excellent entertainment is dedicated to:

Providing equal access to employment, training, and assessment opportunities.
Ensuring fair treatment in all aspects of employment, training, and assessment.
Promoting an inclusive culture that values diversity and supports anti-discriminatory practices.

Our Commitment

We will:

Recruit based on merit, competence, and ability to perform the role.

Ensure equal access to opportunities, free from unlawful discrimination.

Take steps to remove or minimise barriers for applicants with disabilities or other protected characteristics.

Provide a respectful, harassment-free recruitment process.

Comply fully with the Equality Act 2010 and related UK employment laws.

Protected Characteristics

Under the Equality Act 2010, it is unlawful to discriminate against a candidate on the grounds of:

Age

Disability

Gender reassignment

Marriage or civil partnership

Pregnancy and maternity

Race (including colour, nationality, and ethnic or national origins)

Religion or belief

Sex

Sexual orientation

Recruitment Process Standards

a) Job Descriptions & Adverts

Focus on skills, qualifications, and experience required for the role.

Avoid language or criteria that could be discriminatory or discourage certain groups from applying.

Make clear that reasonable adjustments are available for candidates with disabilities.

b) Shortlisting

Apply the same selection criteria to all candidates.

Base shortlisting solely on evidence provided in applications.

Keep clear records of decisions made.

c) Interviews & Assessments

Use structured questions linked to the role’s requirements.

Avoid questions about protected characteristics unless directly relevant to the role (and lawful).

Offer reasonable adjustments (e.g., accessible venues, extra time in tests).

d) Decision Making

Assess candidates against objective criteria only.

Document reasons for selection or rejection.

Avoid assumptions or stereotypes.

At the point at which the organisation becomes aware that a candidate has a protected characteristic under the Equality Act 2010, one of the company directors will meet with the candidate. The purpose of this call is to discuss their application and identify any additional support or adjustments that may be need to be implemented.

Responsibilities

Company Directors: The responsibility for actively promoting equal opportunity in all our services lies with the Company Directors. They will ensure that this policy is effectively implemented and maintained.

All Personnel: Everyone involved in our entertainment, recruitment and programmes has a responsibility to observe and demonstrate anti-discriminatory practice consistent with legislation concerning individual rights.

Encouragement and Reporting

We actively encourage entertainers and all those involved in our operations to uphold our policy. We expect all personnel to

Support and promote the principles of equality and diversity.

Report any concerns or instances of discrimination to the appropriate authorities within the company.

Non-Compliance with Prejudices

Excellent Entertainment Ltd does not accept or comply with the prejudices of others. We are committed to challenging discriminatory attitudes and behaviors whenever they occur.

Complaints Procedure

Complaints of discrimination will be given a full and fair hearing. The procedure for raising a complaint is as follows:

Initial Reporting: Any concerns or complaints should be reported to a supervisor, manager, or directly to the Company Directors.

Investigation: An investigation will be conducted promptly and thoroughly.

Resolution: Appropriate action will be taken based on the findings of the investigation. This may include disciplinary action, training, or other measures to address the issue.

Monitoring and Review

To ensure the effectiveness of this policy, we will:

Continuously monitor our practices and procedures.

Take firm action to address any apparent problems or areas where changes may be necessary.

Review this policy regularly to ensure it remains relevant and effective.

Conclusion
excellent entertainment is committed to fostering an inclusive environment that promotes equality and values diversity. By adhering to this policy, we aim to create a supportive and fair workplace for all.

Updated: 22nd June 2025
To be reviewed: 22nd June 2026
Committee Members: Marc Sorrentino / Dean Partleton