People
| Action | Target/Steps | Deadline |
|---|
| Create anti-racism induction for freelance staff | Induction pack including resources and document to be read out on first day of rehearsals | Jul-21 |
| Anti-racism training for freelancers prior to working on shows | Jul-21 |
| Ensure hiring practises are anti-racism focussed | Interrogate any recruiting firm’s EDI policy and make NTS’ commitment to greater diversity clear | ongoing from May 2021 |
| Advertise all roles with Creative Access | ongoing from May 2021 |
| Use Submittable or another mechanism to remove bias from shortlisting process | December 2021 |
| Create a remuneration policy incorporating anti-racism practices | Consider tying median salary levels to executive salary | December 2021 |
| Advertise all salary levels | Current practice |
| Create AR induction for new staff and determine ongoing training offer for all staff to ensure continuation of the anti-racism journey | Two part anti-racism training for all permanent staff | completion August 2021 |
| Establish learning goals for 2023 | December 2021 |
| Ensure all Company Care incorporates anti-racism focus | Ensure counselling service has counsellors of colour | ongoing from March 2021 |
| Safer spaces statement includes anti-racism expectations | updated May 2021 |
| Increase the cultural diversity of the staff base | 10% | by end 2022 |
| 20% | by 2025 |
Programme and Artistic Development
| Action | Target/Steps | Deadline |
|---|
| To work/co-ordinate with other theatre companies and industry bodies to diversify dramaturg pool and script reading panels. | Contact organisations | 01/03/2021 then check in quarterly |
| Distribute AR guidelines for lead artists/writers and begin discussions about how to implement them on a project by project basis | Conversations begun about extant projects | check in quarterly |
| Minimum target for works led by artists of colour in the programme | 2 plus one digital short per year | From 2022 |
| Minimum target for percentage of programme spend on work led by artists of colour | 20% | 2021/22 |
| Minimum target for percentage of artistic development spend on work led by artists of colour | 20% | 2021/22 |
| Minimum number of different projects by artists of colour being developed | 4 | 2021/22 |
| Engage colour conscious casting consultants on relevant productions | | Ongoing |
| Udated guidelines for writers and lead artists incorporating anti-racism actions | | Ongoing |
Casting
| Action | Target/Steps | Deadline |
|---|
| Engage cultural competency consultants on relevant productions | | Ongoing |
| Casting policy updated to incorporate anti-racism actions | | Ongoing |
| Looking at our casting processes and how we can open these up more and be more transparent | | Ongoing |
| Commitment to placing 3 new graduates in roles in R&D workshops annually | | Ongoing |
| Commitment to casting a new voice to NTS in all R&D projects with more than three roles. | | Ongoing |
Audience and Communications
| Action | Target/Steps | Deadline |
|---|
| Create an image use policy to prevent unsensitive or exploitative use of images across our materials. | | September 2021 |
| Conduct audience research around potential audiences of colour | | March 2022 |
| Diversify journalists, social media and digital platforms we target and connect with | Research contacts and build database | Ongoing |
| Increase by 20% / year the number of diverse voices that communicate about NTS work | Ongoing |
| Reconsider mechanisms and platforms for our internal and external monitoring questionnaires to ensure greater response rate | Explore different solutions | September 2022 |
| Build new processes | September 2022 |
| Diversify our audience | Targeting as part of marketing and comms campaigns | Ongoing |
| Audience representative of Scottish population | 2022/23 |
| Set a schedule for the communication of our anti-racism work | Transparency and accountability for anti-racism work | Ongoing |
Creative Engagement and Schools
| Action | Target/Steps | Deadline |
|---|
| Embed anti-racism into Creative Engagement strategy and aims for next 5 years, including considering audiences and communities | New Creative Engagement Strategy written and signed off by department and SMT | Complete |
| Creative Engagement department to have actions day to start implementing Year 1 of strategy | Complete |
| Creative Engagement strategy signed off by Board | Complete |
| Looking at each project with anti-racist perspective | Develop process to embed anti-racist thinking in all project development and ensure diversity in terms of professional teams and community collaborators. | Ongoing |
| Expand pool of practitioners – perhaps by reinstating practitioners’ days when guidelines permit | Create project for practitioner idea and skills sharing ('Thinking Space') | Complete |
| Theatre in School Scotland - workshop focus with writers of colour | Complete |
| Call out for facilitator and guest artists who can lead or input to our project 'Thinking Space' | Complete |
| Send information through organisations, contacts and platforms we haven't previously used | July-August 2023 |
| Review anti-racism progress within Creative Engagement annually | Annual review | Starting June 2021 |
| Run careers workshops in schools with technicians of colour | 1/year | From 2022 |
