Fair Work Policy

An Tobar and Mull Theatre is a primary employer on the Isle of Mull and serves a community that is extremely rural and at high risk of isolation and exclusion. We believe strongly in the principles of fair work: effective voice, opportunity, security, fulfilment, and respect and recognise that our position means we have a platform to promote fair work principles across the artistic sector and the Highlands and Islands. As such, we are committed to:

Effective Voice:

We make space for people to be heard by maintaining our commitment to working constructively with trade unions and fostering a culture of partnership through informal and formal channels. We facilitate opportunities for open dialogue with our organisational structure including rigorous and transparent policies and procedures for reporting concerns, feedback and appraisal processes and we have developed policies around fostering a positive and open working culture.

Specifically, this includes weekly meetings for all staff members where they are encouraged to share ideas, voice concerns, and have open, honest, and respectful dialogue with one another. In addition, staff members have regular one-to-one check-ins with their line managers, where they can discuss progress, any training needs, or any concerns.

Opportunity:

An Tobar and Mull Theatre recognise and encourage equal opportunity development in our staff and recruitment processes. We are a female led organisation and are fully committed to an inclusive culture that welcomes all people for who they are. Our EDI action plan and monitoring, Civilities policy, Family Leave Policy and Flexible working policy for example, demonstrate our commitment to Fair Opportunities for all. We are continuously developing ways to further reduce the gender pay gap and to raise awareness of EDI issues. We have an employee assistance program, and are collaborating with a number of organisations such as PiPA, Carer Positive, Equally Safe at Work to help us enable our staff to take up the opportunities they deserve.

We believe in upskilling and that innovative practice comes from an environment where staff are encouraged to expand their horizons and explore new areas of interest and professional development.
Specifically, we are continuing to develop a CPD and Appraisal plan for all staff which starts on day 1 of employment and is regularly reviewed in line manager meetings. All staff receive compulsory training, including safeguarding, data security and EDI training. We offer access to additional training courses, mentorship and observership opportunities as highlighted in the individuals CPD plan.

We place a high value on equal opportunity for all and are constantly reviewing our practices.

Security:

We are an accredited Scottish Living Wage employer and are committed to paying all staff, artists, and collaborators fairly, following industry standards as a minimum. Currently 100% of our staff are on permanent contracts. We may in the future have a limited number of zero hour contracts in use for legitimate and appropriate reasons, for example, seasonal work in our Café. We periodically review zero hour contracts in place to assess if their use is still appropriate. We offer flexible working, family leave policies, and a pension plan amongst other benefits to ensure our staff have a secure and stable working life with the flexibility built in to enable staff to have secure foundations at work.

Fulfilment:

We want all staff to feel fulfilled in their roles and to feel that their contribution to the work of the organisation is valued and appreciated. We ensure that staff are supported to succeed by offering flexible working conditions including the opportunity for remote working, investing in training and development opportunities with tailored personal CPD plans, ensuring staff feel supported through our regular line manager meetings, fostering an open and honest working culture where staff are encouraged to enhance their roles and the wider organisation, through their own ideas. Our feedback and appraisals procedures give staff a sense of control over their work, and we aim to foster opportunities for personal growth. We regularly signpost free mental health support from Care First Communications and offer support for families and carers with our associations with PiPA and Carer Positive. As a small team, each member of staff has a lot to offer and skill-sharing is invaluable and encouraged amongst the team which in turn gives a sense of fulfilment.

Respect:

All staff receive our Working Together policy at the start of their employment, outlining the respectful, generous, and creative environment that we seek to promote and their individual responsibilities in this regard. We have robust misconduct and grievance procedures in place and take a zero-tolerance approach to harassment, bullying, discrimination, and victimisation. We believe in appreciating and respecting each staff member, artist, and collaborator as an individual with their own unique lived experience. Within our wider rural community, we are an essential centre for professional development opportunities. We offer paid internships in the creative industries, allowing community members to develop their arts management and creative skills and gain vital work experience in the arts. This enables our community to be on equal footing to those in urban areas when applying for positions or courses in the arts.