RESPONSIBILITIES
Red Stitch Actors’ Theatre is committed to providing a safe, respectful and inclusive workplace environment that is free from discrimination, harassment, sexual harassment and bullying, to investigating all reported incidents in a confidential and sensitive manner, and to sharing and following Company policies in a transparent and accountable way.
As an employee, as defined in the Code of Conduct, it is your responsibility to ensure your own behaviour is always respectful and to question and report offensive behaviour either directed to you or witnessed. If at any time you feel unsafe or intimidated, or if you witness inappropriate behaviour, we encourage you, with confidence, to report this immediately so that action may be taken. It is your right for you to be provided with the company’s policies and for them to be explained to you.
The procedure for reporting is outlined below and all cases will be taken seriously and treated sensitively. Each stage of this procedure should be agreed, in writing, with the complainant. We recognise that experiencing harassment can be complex and that thoughts and feelings around a particular incident may change during this process.
Whether a report is formal grievance or an informal report, whether you are the line manager or a colleague, or whether you witness an episode the following procedure applies in all cases:
STEP 1: ASK THE PERSON TO STOP
You should consider approaching the person or people involved to resolve your concern directly.
Ask the person to stop the behaviour. Often people do not realise when their behaviour is upsetting others. Telling the other person that their behaviour is unwelcome and upsetting to you may be enough for the behaviour to cease.
If you do not feel comfortable with this approach, then you should report the conduct to the allocated person/s referenced below.
At this point, you could also talk to any of the members in the Culture Committee.
STEP 2: REPORT THE CONDUCT
If a complaint or concern cannot be resolved by informal discussion with the person or people directly, or you do not feel comfortable speaking with them yourself, you should discuss the matter with, and seek guidance from the recommended person in your reporting line.
The confidential reporting structure is set out below. You can submit your report in writing (by email) or verbally (in a confidential environment) and state whether this is a formal or informal complaint. Include evidence if you have it. If the first person in the reporting line is the person about whom the report is being made, go to the next person in the reporting line or directly to the nominated Board member.
Stage Managers/Crew report to the Production Manager and if not to this person to the Artistic Director or General Manager
Cast report to the Artistic Director or General Manager
Creatives report to the Artistic Director or General Manager
Red Stitch Actors’ Theatre staff report to their direct Manager or General Manager
Ensemble members report to the Artistic Director.
There is also an external contact person, Board member Sophia Hall, who can be contacted by anyone working at Red Stitch Actors’ Theatre. Please email Sophia at sophiaha@westnet.com.au to arrange a confidential phone call or private meeting.
Speaking with this person can help you understand whether the behaviour you are being subjected to could be harassment, sexual harassment or workplace bullying. In this discussion, the various options available for resolving your concerns will be explored.
Criminal offences, including assault or sexual assault, should be reported directly to the police.
STEP THREE
The person to whom you made the report will share this evidence with the Artistic Director and General Manager who will meet with you in a safe, confidential environment to talk more about the events. You may bring a colleague or friend to this meeting.
If the complaint is against the Artistic Director, General Manager, or a Board member, the person to whom you made the report will share this evidence with a nominated member of the Culture Committee or nominated Board member. The same approach will be taken.
STEP FOUR: INFORMAL RESOLUTION
Where a complaint is made, there may be processes available to assist resolution, such as mediation. Whether these processes are appropriate depends on the nature of each individual complaint.
Upon receipt of the complaint, such options will be considered by consultation between the complainant and the person handling the complaint.
STEP FIVE: FORMAL INVESTIGATION
A formal investigation may be initiated where:
the informal process requesting the inappropriate conduct to stop and/or informal resolution has been unsuccessful; and
a formal complaint is made against a Red Stitch Actors’ Theatre employee; or
in any other circumstances where the Chairperson considers it appropriate.
In the event that a complaint proceeds to investigation, the person against whom the complaint is being made will be notified immediately.
Red Stitch Actors’ Theatre will exercise its discretion as to whether to investigate a complaint. Not all complaints are appropriate for investigation. For example, complaints which are frivolous, vexatious or lacking in substance will not be investigated.
The complainant and the person(s) against whom the complaint is made, will be informed of whether or not the complaint is substantiated. If the complaint is substantiated, Red Stitch Actors’ Theatre will take appropriate action.
STEP SIX: the Artistic Director and the General Manager will meet with the person against whom the complaints I reports are brought. This meeting is in a safe, confidential environment and an appropriate amount of time will be given to this meeting.
STEP SEVEN: Actions are agreed and communicated to both parties. Where required, measures will be put in place to support the person making the report, which could include changes to the rehearsal process or the opportunity to be accompanied by a colleague, friend, Red Stitch Actors’ Theatre staff member or member of the Red Stitch Culture Committee.
ALSO AVAILABLE
DISCRIMINATION, HARASSMENT, SEXUAL HARASSMENT & WORKPLACE BULLYING POLICY