Justice Plan - Disability
Our Targets
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Targets for 2025-2027;
Throughout this period, we will work with two core creatives on our shows who identify as disabled
Throughout this period, at least three of our actors will be performers who identify as disabled 2
We will task our casting directors to increase the number of disabled actors we see for every show
On every show we lead produce at least one creative will identify as neurodivergent
We will prioritise the recruitment of at least one Trustee with a disability
By the end of this period, a third of Headlong’s Stage Management teams will be neurodivergent
We will continue to develop our practices for supporting neurodivergent colleagues in creative and production teams and casts
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Targets for 2025-2027;
Rather than focusing on presenting narratives/ commissions about disability, our priority in this period is to commission, uplift and produce more disabled writers to enable them to create main stage and mid-scale work; to write what they want to write
At least two of our new commissions made in this period will be by disabled writers
We will collaborate and consult with disabled led companies, including Graeae, to identify exciting emerging disabled writers, and explore how we can support their artistic development
We will commit to a co-production/ creative collaboration with a disabled led organisation from 2027. We will focus on developing possible producing relationships in the life of this plan
We will commit to a third of our shows in this period incorporating enhanced access for audiences
We will seek to explore integrated, accessible storytelling with disabled writers and creatives through research and development, with the aim of learning and establishing best practice that we can implement across our productions. Potential collaborators include Vital Exposure, Extant, Deafinitely Theatre and FlawBored Theatre
We will extend our network/ database of disabled creatives by committing to reading all work from disabled creatives
We will commit to developing relationships with disabled directors
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Targets for 2025-2027;
By 2027, we will have launched a new website which follows best practices and will take consultation to ensure accessibility
At the outset of any project, we will have an access meeting with the lead creative team and co-producing partners to ensure that the planning and budget can accommodate creative access
We will track patrons who have used disability concessions across our productions
We will include information on the access performances (captioned/BSL/AD) for a show in company members’ contract/welcome pack
We will consult with disabled people for feedback on our content and act on it
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We recognise that the theatre critics of the mainstream media are majority non-disabled.
Targets for 2025-2027;
Whenever possible, we will put forward disabled artists in press opportunities We will examine the statistics around who is reviewing our productions (in terms of demographics/lived experience) with the view to exploring a wider conversation as to whose voices are loudest when it comes to making value judgements on work, and the importance of more diversity in criticism
We will work closely with Bread & Butter PR to research different kinds of critics and engage with more than traditional reviewers for each project, continually looking to refresh and revise our slate
We will commit publicly to standing by our productions no matter the reviews. Whilst we appreciate them, we do not take them as the ultimate barometer of a production’s success, but rather as part of a wider picture encompassing audience response and internal evaluation
We will invite Deaf and disabled led arts organisations to our opening nights
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Targets for 2025-2027;
We will join the lists of disabled-led companies to be able to see more of their work
We will research the invitations we receive and make a conscious effort to attend disabled-led work
We will proactively build relationships with disabled-led companies and creatives to bear in mind for Headlong shows and collaborations 5
At least two of the 15 members of the Digital Young Company (DYC) will be Deaf or disabled
50% of the 15 members of the DYC will be neurodivergent
At least 20% of the Origins cohort will be Deaf or disabled
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Progress report (2021-2024);
We have reviewed how we support disabled employees and freelancers at Headlong, especially on tour, from both a practical and pastoral perspective and developed a debrief/check-in process for each of our shows
In this time, we have evolved our recruitment language and processes to ensure disabled people feel encouraged to apply. Every application pack has been available in a range of formats including captioned BSL and large print, and candidates have been invited to apply in the format of their choice
In this time, we have asked for all candidates’ access requirements at the point of interview, audition and employment
We have ensured there has always been appropriate financial provisions to support any access requirements
The office (which we moved into during this time) is accessible for wheelchair users and people with mobility impairments
We have worked with partner venues to programme accessible performances, and have advocated for the employment of audio describers or BSL interpreters who are consciously cast in consideration of the demographic and culture of the show’s cast and characters
There is now an appropriate access line written into all core and project budgets, and we have supported disabled employees with Access to Work applications where applicable Targets for 2025-2027;
We will continue evolve our recruitment language and processes to ensure disabled people feel encouraged to apply and confident that they will feel included and welcome at Headlong
We will become Disability Confident Committed in 2025, and be a Disability Confident Employer by 2027
Core staff will also take part in the access audit
We will always ask for people’s access requirements before interview, audition and employment and adjust our process accordingly to best suit them
We will ensure that there are always the appropriate financial provisions to support any access requirements
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We will ensure that sufficient human and financial resources are allocated for this action plan to be carried out effectively.
We have dedicated time during weekly Live Productions to tackle any production-related Justice issues
We hold internal justice meetings to discuss any relevant issues that may create bias within processes and projects
We collaborate with external consultants who have expertise in structural justice reform to review best practices
We will provide training opportunities for staff and the board designed to combat ableism and participate in the Ramps on the Moon change programme in 2025
We regularly invite board members to attend Justice sessions
We ensure Justice is kept at the top of the agenda at all levels and continue to discuss ableism, structural inequality, and justice at every board meeting
We are constantly reviewing our recruitment processes
We are working to embed an approach to evaluation and monitoring that prioritises our Justice goals
Please click below to view our full Justice Plan. This is a working document and will remain under constant review.
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.
At Headlong it is our firm belief that making great art is inextricably linked with the pursuit of justice. We are acutely aware of the intersectionality of Deaf, disabled and neuro-divergent people in terms of ethnicity, gender, class and sexual orientation. As we tackle structural inequality at Headlong, the intersectionality of justice will be present throughout our planning. This is our Justice Action Plan: Disability and is the second part of our wider Justice Action Plans at Headlong, our Justice Action Plan: Race can be found here. We continue to work on plans related to LGBTQI+ communities, sustainability, women and class.
Headlong would like to thank Graeae for their time and work in helping us create this document and for consulting on our continued learning and development in regards to disability.
