Equity, Diversity and Inclusion Policy Statement 

National Rural Touring Forum (NRTF) is committed to promoting diversity, preventing discrimination and creating an inclusive working environment. This EDI Policy underpins NRTFs expectations for inclusive values, culture and practice. Underlining the importance in the promotion of equality of opportunity and ensuring inclusive culture is at the core of our values. 

This policy outlines our response to legislation including the Equality Act 2010 and the Public Sector Equality Duty, and the steps people can take if they feel we are in breach of this Policy.

NRTF is committed to Arts Council England’s principle of Inclusivity and Relevance.

The NRTF’s understanding of equity, diversity and inclusion focuses on the ‘protected characteristics’ of the Equality Act 2010:

  • Age; 
  • Disability; 
  • Race; 
  • Sex; 
  • Religion or beliefs; 
  • Marital status and civil partnership; 
  • Sexual orientation; ▪ Gender reassignment; 
  • Pregnancy and maternity.   

Additionally, we consider equity, diversity and inclusion from the perspective of socio-economic factors, such as early life advantage and income, experience of migrant and refugee status, and insecure housing. 

We believe that Arts and Culture can enrich everyone’s lives and that we, members and partners need to take active steps to ensure that everyone has the opportunity to participate. 

This belief guides: the decisions, actions and behaviour of NRTFs Board of Trustees and its staff; its activities as an umbrella organisation for those committed to promoting professional arts to rural and other communities; in its responsibilities as an employer; and in its governance and management structures.

NRTF recognises and values the rich cultural diversity in British society and aims to actively address bias and barriers that limit participation and sector employment.

We aim to design and deliver services, policies and procedures in ways that do not discriminate against any group or individual. 

The Forum acknowledges its legal, including the requirements of the following legislation:

  • Employment Rights Act 1996;
  • Equality Act 2010, which prohibits discrimination, harassment and victimisation.
    Fixed-Term Employees (Prevention of Less Favourable Treatment) Regulations 2002;
  • Human Rights Act 1998;
  • Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000;
  • Rehabilitation of Offenders Act 1974;
  • Work and Families Act 2006;
  • Any other relevant legislation currently in force relating to discrimination in employment and the provision of goods, facilities, or services.
  • NRTF will ensure that our policies and procedures are compliant with the above and forthcoming legislation, Codes of Practice and guidance published by national equalities bodies and Commissions.

NRTF has an Equality Action Plan which is reviewed on a bi-annual basis.