CUTTING EDGE THEATRE COMPANY DIGNITY & RESPECT POLICY 

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At Cutting Edge Theatre Company, we are committed to creating a place where everyone is treated with dignity and respect. We will not tolerate any form of discrimination, victimisation, bullying, or harassment — including sexual harassment.

 

We want everyone here to feel confident to speak up if they see or experience behaviour that is not okay. You can raise concerns informally or formally, and we will support you to do so.

 

This policy sets out how we all must treat one another and what happens if standards are not met. It applies to everyone working with us — cast members, staff, freelancers, volunteers, and visitors.

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PART ONE: BULLYING AND GENERAL HARASSMENT

Our commitment:

At Cutting Edge Theatre Company, everyone deserves to feel safe, valued, and treated with dignity. Bullying and harassment have no place in our creative environment. We are all responsible for upholding these standards, speaking up when we see something wrong, and helping to keep our culture open, inclusive, and kind.

What Is Bullying?

Bullying is repeated unfair, hurtful, or undermining behaviour — in person, in writing, or online — that may happen during the rehearsal/ production process. It clearly violates someone’s right to be treated with respect.

A single one-off incident may still be wrong and upsetting, but it is not classed as bullying — though it may be harassment or a breach of dignity standards.

Bullying includes behaviour that any reasonable person would find offensive, such as:

• Insulting or disrespectful language

• Unwanted physical contact

• Gestures, jokes, photos, symbols, or material that show prejudice or cause offence

Common examples:

• Name-calling or personal insults

• Constant unfair criticism or sarcasm

• Humiliating someone publicly or privately

• Shouting, sneering, or belittling

• Losing your temper quickly over small things

• Giving people work that isn’t their responsibility

• Setting impossible deadlines

• Pointlessly obstructing someone’s work

• Withholding information people need to do their job

• Being aggressive or hostile

• Taking credit for someone else’s work

• Refusing reasonable requests without good reason

• Intimidating or threatening behaviour

What Is General Harassment?

Unwanted conduct linked to someone’s gender, race, age, religion, disability, sexual orientation, marital status, family status, or cultural background — that violates their dignity or creates an intimidating, hostile, degrading, or offensive environment. This applies whether the behaviour is directed at them or creates a poor environment they experience.

Covers actions, words, gestures, images, or shared material — and a single incident can count.

How It Affects People

Bullying and harassment harm people physically, mentally, and emotionally. Confidence and self-esteem drop; stress and health issues follow. Over time, this may lead to people leaving the company or dropping out of a production; damaging the creative trust we rely on.

What We All Must Do

• Everyone — treat company members with respect; challenge inappropriate behaviour where safe to do so; speak up if you’re concerned.

• Production Team — lead by example; watch for early signs; step in before things escalate; listen sensitively; ensure no one suffers for speaking up; follow up to make sure issues don’t recur.

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PART TWO: SEXUAL HARASSMENT

Our Commitment:

Sexual harassment is unlawful, unacceptable, and will not be tolerated — in our rehearsal space, on tour, at work events, on social media, or anywhere connected to our work. Everyone has the right to create and contribute without feeling unsafe, degraded, or pressured. We take all concerns seriously, investigate promptly, and support those who come forward.

What Is Sexual Harassment?

Any unwanted conduct of a sexual nature — physical, verbal, or non-verbal — that:

• Violates someone’s dignity, or

• Creates an intimidating, hostile, degrading, or offensive environment

Key points:

• A single incident counts — it does not need to be repeated

• It is defined by how the person experiences it — not what was intended

• It applies even if you weren’t the direct target (e.g. hearing offensive jokes)

• It includes treating someone unfairly because they accepted or rejected sexual advances

• It applies between people of the same or different genders

Examples include:

• Sexual comments, jokes, or suggestive remarks

• Staring, leering, or intrusive questions about someone’s private life

• Sexual gestures or unwanted advances

• Displaying or sharing sexual/pornographic images, messages, or content

• Unwanted physical contact — touching, hugging, pinching, grabbing, kissing

• Pressuring someone for sexual activity after being told “no”

• Promising opportunities in exchange for sexual favours

• Sexual posts, comments, or contact on social media

• Spreading sexual rumours

Victimisation

Treating someone badly because they’ve raised a concern, given evidence, or supported someone else under this policy is victimisation — and it is unlawful. Examples: being overlooked for roles, excluded, or treated unfairly because you spoke up.

Third-Party Behaviour

This policy covers unwanted conduct from anyone connected with our work — audiences, clients, suppliers, visitors — and behaviour by our people toward third parties.

 

​​PART THREE: RAISING CONCERNS AND GETTING RESOLUTION

If You Experience or Witness It

Informal steps (optional):

• You can speak directly to the person if you feel comfortable — explain clearly that their behaviour is unwelcome

Formal complaint:

• Put it in writing — include what happened, dates, witnesses, and any steps already taken. Submit via cuttingedgetheatreco@hotmail.com

• Witnesses are encouraged to report concerns and will be protected from victimisation

How We Will Respond

• Everything you share will be treated confidentially — details only go to those who need to know to look into it properly.

• We will look into your concern promptly and take it seriously from the moment you come forward.

• While we look into things:

  • Your schedules and working arrangements may be adjusted to support you and keep everyone safe.

• If there is enough evidence to show this policy has been breached:

  • This may result in immediate dismissal from the production, with no invitation to return in the future.

Support Available​​

• External resources: Equality Advisory & Support Service | Protect | Victim Support | Rape Crisis

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PART FOUR: STANDARDS AND RESPONSIBILITIES

Company:

Treat everyone with dignity; challenge inappropriate behaviour where safe; speak up; cooperate

Production Team:

Lead by example; promote awareness; spot early signs; respond sensitively; explain procedures; protect those who speak up; follow up to prevent recurrence

Board members:

Oversee policy operation; review annually; maintain confidentiality; monitor outcomes

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IMPORTANT POINTS:

• All complaints will be handled carefully, sensitively, and with respect for everyone involved.

• We value difference and know that our varied backgrounds and perspectives make us stronger.

• Please raise concerns as soon as you can — we will act quickly to put things right.

• To report an incident or concern contact cuttingedgetheatreco@hotmail.com

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This is a working policy. Feedback is welcome at any time to help us keep it strong, clear, and true to our values.

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DATE: October 1st 2026

REVIEW DATE: September 30th 2027

POLICY CREATED BY: Ashley Wade