Headlong supports Theatre Action’s #PullUpOrShutUp, and below is our employment data. It covers the past three years, which is the data we have current access to. We will continue to review historic employment data going back as far as possible and will be using this to inform our practices in the future.
Previously we have not recorded comprehensive data on employee’s socio-economic status, we will address this. Additionally, we believe the categories in which we currently ask people to define their ethnicity need rethinking. As a direct result of this action we are reviewing how we collect data to make sure it is fit for purpose going forward.
We have been fortunate to work with talented ethnically diverse colleagues, but not nearly frequently enough. Our hope is that through structural change we can address this imbalance, earn trust in our existing relationships, and begin meaningful new ones in the years to come.
As we tackle structural inequality at Headlong, the intersectionality of justice will be present throughout our planning, encompassing disability, class, LGBTQI+ communities, religion and gender. However, in the wake of the police murder of George Floyd and the Black Lives Matter protests, we are specifically addressing systemic racism at Headlong in this document, which is the first part of a larger Justice Plan. This is a work in progress.
Please click below to view our Justice Plan, where we have drawn action points and the practical ways in which we intend to achieve them. This is a working document and will remain under constant review.