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RPO Inclusion and Diversity Policy

1. Effective date 1 September 2019

2. Scope

The Inclusion and Diversity policy applies to

• the Royal Philharmonic Orchestra’s workforce of staff, Members of the Orchestra and extra musicians

• the potential workforce of job applicants for staff and Orchestral positions

• conductors, soloists and other music practitioners, working with the Royal Philharmonic Orchestra

• the wider public, as participants, audience members and beneficiaries

The policy deals with the Royal Philharmonic Orchestra’s internal ways of working and the approach to developing and delivering artistic programmes and musical community

and education programmes and engaging with the public.

For the purposes of this policy, the “Royal Philharmonic Orchestra” or “RPO” means the organisation and includes the Royal Philharmonic Concert Orchestra and RPO Resound,

the Royal Philharmonic Orchestra’s Community and Education arm.

The Inclusion and Diversity policy does not cover harassment which is the subject of the Tackling Harassment and Bullying policy.

3. Purpose

The purpose of this policy is to:

• apply inclusive practices and considerations to the development and delivery of artistic programmes and musical community and education projects offered by the Royal Philharmonic Orchestra (RPO) to the public

• promote diversity and a supportive and inclusive RPO culture

• ensure the RPO is representative of all sections of society

• provide for equality, fairness and respect for Members, Staff and others with whom we work

• not unlawfully discriminate on the basis of a protected characteristic as defined in the UK Equality Act 2010 i.e. age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex (gender) and sexual orientation

• not provide less favourable conditions or treatment to any Member, employee or candidate. This includes in pay/fees, contract terms and conditions, dealing with grievances and discipline, termination of Membership or contract, parental leave, requests for releases or flexible working, and selection for positions, promotion, training or other developmental opportunities

4. Policy

The Royal Philharmonic Orchestra’s Inclusion and Diversity policy is to establish inclusive practices throughout its public-facing and internal operations, to achieve over time, a more diverse orchestra sector and more diverse Membership, Governance and Staff.

5. Definitions

5.1 Accessibility is the ease with which opportunities (which includes, but is not limited to, facilities, careers, events or participation) can be reached, understood and appreciated, particularly by those who may face economic, social, physical or mental barriers.

5.2 Diversity is the range of human differences and the inclusion of people with different characteristics and individual traits. This includes protected characteristics as defined by the UK Equality Act 2010 and also socio-economic status and different perspectives and life experiences.

5.3 Equality is ensuring that individuals and groups are not treated more or less favourably on the basis of their specific protected characteristics.

5.4 Inclusion is involving and valuing human differences and viewing such differences as strengths so that individuals feel valued, respected and supported.

6. Detail

6.1 There are ethical, business and creative cases for diversity within the Royal

Philharmonic Orchestra and the orchestral sector:

• Pursuing equal access to orchestral music and careers in the orchestra sector is the right thing to do;

• There is compelling evidence that diversity has the potential to result in better performing teams, greater outcomes and impact and sustainable operations;

• Equality, inclusion and diversity in creative endeavours offers opportunities for unique achievements and new works.

6.2 The RPO will integrate consideration of inclusion and diversity into artistic planning, public-facing materials, internal communications and other work planning

6.3 The RPO will highlight areas where there is unequal access to enjoying and participating in orchestral music and take steps to provide and promote solutions and

routes to addressing these.

6.4 The RPO’s work and performances should be accessible, whether through the geographical breadth of its presence and its reach into communities or the range of orchestral experiences that it offers.

6.5 Through its external relationships and internal practices, the RPO will recognise and value individual differences and the contributions of all.

6.6 At Governance and Senior Leadership levels, the RPO will promote diversity and inclusion and will seek to include diverse inputs from internal and external sources in decision making.

6.7 Selections of musicians and non-musicians working with the RPO and appointments, training and other development opportunities within the RPO will be made on the basis of aptitude and ability. The risk of bias in selection processes will be mitigated and managed.

6.8 Inclusion, diversity and equality are commitments from the Governance and Senior Leadership of the RPO. Leaders of the organisation will be appropriately trained to “walk the talk” and deliver in their own areas of responsibility and across the organisation and will play an active role in their own training. Awareness training will be provided to Directors, Members and employees.

6.9 The RPO seeks to work with network bodies and partners to raise awareness of careers in the orchestral sector, develop musicians with the potential to perform with international orchestras, remove barriers to playing and hearing orchestral music and sustain in individuals a lifelong engagement with orchestral music.

6.10 In enacting its Inclusion and Diversity policy, the RPO will seek relevant, specific and continuous improvement through a strategy and rolling action plan and building inclusive practices into work programmes for specific areas of operations.

6.11 The RPO will share knowledge and successes as well as challenges with network bodies and partners to develop and promote inclusive practices and diversity.

7. Obligations

The leadership of the Royal Philharmonic Orchestra has obligations under this policy to adopt inclusive practices and to raise awareness of the case for inclusion and diversity in the orchestral sector, internally and externally.

Orchestra Members, Board Members and employees are obliged to comply with the policy.

8. Monitoring and Reporting

8 The RPO will define quantitative measures within its action plan to measure trends and change in inclusion and diversity and will operate the reporting systems to collect this data routinely.

9. Communication

This policy will be communicated to:

• Existing Orchestra Members and Staff

• Job applicants

• Other stakeholders (such as funders and partner venues)

10. Review

The effectiveness of this policy in achieving the measures set out in the plan for continuous improvement will be reviewed by the Board at least annually and changes made in the policy or plan as required.

RPO Safeguarding Policy

1. SAFEGUARDING POLICY

1.1 Policy Statement

The Royal Philharmonic Orchestra (RPO) will take all reasonable steps to ensure that safeguarding and promoting the welfare of children and adults at risk is embedded within all our activities and projects. We have a legal obligation to ensure that this remains the case throughout their contact with us in whatever capacity. It applies to all our work both within the UK and internationally.

This policy applies to both children and adults at risk of abuse as we work with both these groups through our concerts and varied community and education activities. The legal definition of a child is any person up to the age of 18 years. Adults at risk of abuse are adults aged 18 upwards that may have additional needs, meaning that they are both more likely to experience abuse, and also less able to protect themselves from it.

The RPO believes that:

• All children and adults have a right to protection from abuse, neglect and exploitation, regardless of their age, ability, gender, racial heritage, faith, sexual orientation, identity or additional vulnerabilities.

• The best interests of the child are paramount in all considerations about their welfare and protection, including when to maintain confidentiality and when to share information about them.

• Concerns or allegations that RPO staff, musicians or volunteers have abused or neglected a child or adult will be managed sensitively and fairly in accordance with this policy, relevant legislation and local procedures.

• Working together with children, their parents, carers and other agencies is essential in promoting their welfare and ensuring their protection. In some limited circumstances, it will not be appropriate to engage with parents or carers in order to protect a child or adult.

• As part of working together we expect relevant agencies to act on our concerns. We will escalate our concerns, where necessary, in our efforts to be satisfied that our concern has been taken seriously and the child or adult at risk has been protected.

1.2 Purpose and Scope

The RPO work directly with children, young people and adults at risk through their musical performances; the activities of their community and education department known as RPO Resound; and when performing directly for, and therefore interacting with, the public in general. Consequently the RPO requires a policy and procedures which safeguard those engaged in RPO activities and projects.

Child and adult abuse can have both short term and long term consequences. The impact can include serious injury, disability or even death. It can affect a person’s development, mental health, ability to form relationships, self-esteem, confidence or achievements in education or work. It may impact on their ability to parent and have a decent family life. It can have huge personal and economic consequences for the individual, their family and society. Hence the necessity of doing everything possible to prevent abuse wherever possible and to protect children and adults at risk if we identify it is happening.

This policy and accompanying procedures are important because they provide a clear process for all staff, musicians and volunteers across the Orchestra. This ensures that everyone is clear about their roles, responsibilities and expectations to protect children and adults at risk from harm. The RPO safeguarding policy and procedures must be followed alongside local inter-agency procedures, protocols and arrangements as devised by Local Safeguarding Children Boards (LSCBs) or Safeguarding Adult Boards (SABs) in the UK or any equivalent bodies when we are working internationally.

It is not the responsibility of the RPO to decide whether or not abuse has taken place. However, it is the responsibility of its staff, musicians and volunteers to act if there is cause for concern, in order that the appropriate agencies can investigate and take any action necessary to protect a child or adult at risk.

1.3 Application

This policy and the associated safeguarding code of conduct (Section 3) and procedures apply to the RPO’s entire staff contingent, musicians¹ and volunteers (including trustees), including those that do not necessarily come into regular contact with children or adults at risk. It applies to all the companies and subsidiaries within the RPO family.

Where the RPO is working in partnership with other organisations, the partner organisation would be expected to have their own safeguarding arrangements in place confirmed in writing. Where these do not exist then extracts of the RPO policy, procedures and code of conduct will apply to them and this will be made clear as part of any contractual arrangements or agreements.

1.4 Breaches

Breaches of the safeguarding policy, code of conduct and related procedures will be taken seriously by the RPO and may result in disciplinary procedures and/or referral out to the police and/or child or adult social care services if necessary.

1.5 Our commitment to safeguard

The RPO will fulfil its commitment to safeguarding by:

• Valuing, listening to and respecting children and adults engaged in our activities;

• Adopting and disseminating safeguarding procedures to those within the Orchestra and external stakeholders;

• Providing a code of conduct which links to our disciplinary procedures;

• Taking action when any safeguarding concerns are raised and following the procedures outlined in this document;

• Ensuring suitable staff, musicians and volunteers are recruited to work with children or adults at risk by adopting appropriate recruitment, selection and vetting processes;

• Providing effective management through induction, supervision, appraisal and support;

• Providing staff, musicians and volunteers with training appropriate to their safeguarding roles and responsibilities;

• Ensuring that any safeguarding requirements for children in performances are in place;

• Establishing a safeguarding structure with assigned roles and responsibilities, including the identification of operational and strategic safeguarding leads;

• Monitoring and reviewing all safeguarding activity to draw out any lessons learnt or implications for our policy and practices;

• Providing managerial and external support to staff, musicians and volunteers when situations or allegations are disclosed either to them or against them;

• Ensuring that safeguarding requirements are built into contracts and agreements with other providers/partners/venues, which are proportionate to the work that the RPO is contracting out or conducting in partnership with others;

• Informing parents, carers, children and adults of the existence of our safeguarding policy and procedures, including through our website and via our partners, and how they can alert us if they have concerns;

• Reviewing the safeguarding policy, procedures and code of conduct annually or sooner if required.

1.6 Terminology

For the purposes of this policy and procedures, the following terms and definitions apply:

Abuse: a form of maltreatment of a child or adult. Somebody may abuse or neglect a child or adult by inflicting harm, or by failing to act to prevent harm. Children or adults may be abused in a family or in an institutional or community setting, by those known to them or, more rarely, by a stranger. They may be abused by an adult or adults, or another child or children. They may see, hear or experience domestic abuse or witness the ill-treatment of others. They may be abused offline, online or a combination of both.

Child: legally, a child includes babies, children and young people from pre-birth up to 18 years. The fact that a young person has reached the age of 16, is living independently or is in further education, is a member of the armed forces, is in hospital or in custody does not change his/her entitlement to protection.

Adults at risk: any person who is aged 18 years or over and who is at risk of abuse or neglect because of their needs for care and support (Care Act 2014 [England]). Some organisations are still using the term “vulnerable adult” however for the purpose of our work we will use the terminology ‘adult at risk’ as this focuses our attention on the risks that people face rather than any inherent vulnerability and is also in line with the terminology used in the Care Act 2014.

Safeguarding and promoting the welfare of children: this means protecting children from maltreatment; preventing harm to children’s health or development; ensuring children grow up with the provision of safe and effective care; providing help and support to meet the needs of children as soon as problems emerge; and taking action to enable children to have the best outcomes.

Child or adult protection: this is part of safeguarding and promoting welfare. It refers to the activity that is undertaken to protect specific children or adults who are suffering, or at risk of suffering, significant harm. Different types of abuse (e.g. physical, emotional, sexual or neglect) may constitute significant harm. More details about these forms of abuse are presented in the accompanying procedures and appendices.

Early identification and help: statutory guidance² stresses the importance of children and adults having the opportunity of early help and support in order to avoid child or adult protection intervention at a later time. Early identification and help or intervention may consist of one or more professionals supporting a child, adult or family once an assessment of needs has been made.

1.7 Relevant RPO policies and procedures

Safeguarding and promoting the welfare of children and adults at risk is a broad concept. Other RPO policies and procedures which contribute to safeguarding should also be followed by those to whom they apply:

• Health and safety
• Public Interest Disclosure ‘Whistleblowing’ policy
• Complaints Procedure

• Disciplinary Policy and Procedure
• Emergencies Procedure
• Risk Register
• Alcohol and Drugs Misuse
• Inclusion and Diversity Policy

• Events planning guidance including risk assessments
• Training/supervision and support
• Work experience
• First Aid Protocol for offsite work, visits and events

• Digital Policy

1.8 Law and guidance

The safeguarding policy and procedures are underpinned by English legislation and statutory guidance which includes:

UN Convention on the Rights of the Child 1991

Data Protection Act 2018

Data Protection and Digital Information Bill 2022-23 Children Act 1989 and 2004 Care Act 2014

Equality Act 2010

GDPR and Data Protection Act 2018

Human Rights Act 1989

Safeguarding Vulnerable Groups Act 2006

Mental Capacity Act 2005Sexual Offences Act 2003 Protection of Freedoms Act 2012

The Children (Performances and Activities) England Regulations 2014 & Department for Education (2015) Child performance and activities licensing legislation in England (guidance) Department for Education (2020) Keeping children safe in out-of-school settings: code of practice (guidance)

Department for Education (2020) Keeping children safe in education

HM Government (2023) Working Together to Safeguard Children & HM Government (2015) What to do if you are worried a child may be being abused

Rehabilitation of Offenders Act 1974

Counter Terrorism and Security Act 2015

Female Genital Mutilation Act 2003 & Serious Crime Act 2015 Domestic Abuse Act 2021

Safeguarding and Protecting People for Charities and Trustees 2021

Charity Commission regulations

International Child Safeguarding Standards

United Nations Convention on the Rights of the Child (UNCRC)

Domestic Abuse Act 2021

2. SAFEGUARDING GOVERNANCE STRUCTURE

Everyone in the RPO has a responsibility to safeguard and take appropriate action if they have child or adult protection concerns. However, some staff have specific responsibilities with regards to this as follows. 

2.1 Board of Trustees

The Board of Trustees will hold a strategic responsibility for safeguarding that entails:

• Having overall responsibility for safeguarding and promoting the welfare of children and adults at risk - on a day to day basis this is devolved to the Designated Safeguarding Lead and Designated Safeguarding Officer;

• Ensuring the provision of sufficient financial and human resources to comply with the safeguarding policy and procedures;

• Receiving the annual safeguarding report and consider its implications;
• Ratifying any substantial amendments to the safeguarding policy and procedures.

2.2 Designated Safeguarding Lead (DSL)

This role will be undertaken by the Deputy Managing Director who will:

• Be responsible for the management of allegations against staff, musicians or volunteers;
• Be responsible for breaches of the code of conduct by staff, musicians or volunteers;

• Ensure new business ventures, including online, media and marketing, take safeguarding considerations into account in a proportionate manner;

• Provide support to the Designated Safeguarding Officer;

• Alert the Board of Trustees to all safeguarding concerns which have been raised and are being managed by the DSO/DSL (concerns or incidents will be reported but information will only be shared within the parameters of information sharing and confidentiality);

• Alert the Board of Trustees to high level safeguarding risks and issues which pertain to the reputation of the RPO;

• Ensure that there are safer recruitment and vetting procedures in place and adhered to for relevant posts;

• Review and update the safeguarding policy, procedures and code of conduct annually or sooner if an incident so warrants it, or if there is a change in legislation;

• Check when records of safeguarding allegations and safeguarding concerns that have been retained are due for destruction and arrange to do this.

In the absence of the Designated Safeguarding Lead then DSO will deputise.

2.3 Designated Safeguarding Officer (DSO)

This role will be undertaken by the Director of Community and Education who will:

• Be responsible for receiving and managing all child or adult protection concerns on a day-to-day basis;

• Provide advice and support to those sharing child or adult protection concerns;
• Identify and monitor training needs and co-ordinate the delivery of all safeguarding training;

• Ensure safeguarding issues are appropriately addressed within partnership arrangements and events;

• Ensure that safeguarding is embedded appropriately into contractual arrangements with other partners in respect of concert performances;

• Ensure all images of participants are securely stored and destroyed according to the policy;

• Alert the Board of Trustees to all safeguarding concerns which have been raised and are being managed by the DSO/DSL (concerns or incidents will be reported but information will only be shared within the parameters of information sharing and confidentiality);

• Provide an annual safeguarding report to the Board of Trustees and make recommendations for any improvements if required.

The Designated Safeguarding Lead will deputise in the absence of the Designated Safeguarding Officer.

2.4 Community and Education Project Manager or Orchestra Manager

• Be responsible for receiving concerns about a child or adult at risk, and for receiving safeguarding allegations and passing them on to the DSO or DSL.

• Act on concerns or allegations in the event of an emergency where there is an immediate risk of harm or serious injury.