Brighton Dome Concert Hall. Photo by Peter Prior

Trans Inclusion Statement

Introduction 

Brighton Dome & Brighton Festival aims to create and maintain an environment which is inclusive and welcoming for individuals of all gender identities and expressions. 

We believe that in fostering this environment, it will allow all staff to thrive and succeed. Our commitment to trans inclusion is reflected in our employment policies and procedures and in our commitment to continuous learning, which will help to ensure there is a safe space for everyone. 

Brighton Dome understands 'trans' as an umbrella term which may include transgender, non-binary, intersex and/or gender non-conforming people. We also understand that transitioning looks different for everyone. This document aims to be inclusive of all Trans experiences. 

Our commitments to ensuring this includes the following: 

  • During any recruitment process, this statement is published on our external website and on our jobs page. We invite candidates to share their pronouns, if they want to and the interview panel will do the same. Gender neutral toilets are available to use when candidates arrive for interview.
  • A new employee will be asked to provide details of their pronouns when they apply with us (via staff savvy our HR system) so that pronouns are known as early as possible.
  • Pronoun badges are available for staff to use when working for BDBF and can be obtained from stage door at the Dome. We will order bespoke pronoun badges upon request if your chosen pronoun badges are not already in stock.
  • ID badges contain the pronouns of staff so that these are visible to colleagues and visitors. We recognise that not all people will want their pronouns displayed and support this choice.
  • This statement will be widely communicated to staff and on display in staff areas e.g. on noticeboards in the kitchens at our venues and at the Dance Space.
  • Confidentiality will be respected if legal documents (i.e. right to work docs) don’t match the gender identity of the employee.
  • Our equalities monitoring form asks people questions rather than asking people to tick boxes so that people are able to self-declare their gender identity on this form. All data is collected anonymously and is used for funding purposes and general equalities reasons only and retained confidentially by the HR department.
  • We do have a uniform for front-of house staff. Trans and gender non-conforming employees have the right to dress in a manner consistent with their gender identity or expression. We respect the freedom of expression of all staff but we are also aware that we dress according to the groups we are meeting or the context we might be working in. In instances where a dress code is applied due to a specific event, we respect the right of trans and gender non-conforming employees to apply the dress code in a manner that is consistent with their gender identity or expression.
  • Data protection: We will store personal data securely, only giving access to people on a need-to-know basis and with permission, and we will keep records up to date.
  • All staff are invited to join our Equality and Diversity Action Group and suggest ideas for improvements
  • Reports on what we are doing to improve the diversity of our workforce are provided regularly to the Board for their information and discussion.

 

Support for staff wishing to transition 

  • To support our trans staff: if the member of staff would like a meeting to discuss any transition (social, legal and/or medical) then this can be arranged with HR and/or their line manager to discuss the following, which will help us to form the basis of a plan to support them in the workplace.
  • Time off for appointments: paid leave for transition-related appointments and treatment; reduced hours or duties, or other changes to usual working arrangements, for a temporary period following some treatments or for travel to appointments.
  • Discussions around hybrid or flexible working if required.
  • Change of name and pronouns: we will update all records to coincide with the date on which the workplace transition begins and care will be taken to ensure that records do not link back to a former name; discussion of any records which cannot be updated (i.e. copies of references relating to the employee’s recruitment) and how we will secure these.
  • If and how they’d like senior management, colleagues and others to be informed and a discussion with them on how and when this will happen and what information they would like to be shared.
  • We have accessible gender neutral toilets.
  • We encourage all employees to dress in a way which they feel comfortable with and expresses their gender identity.

 

The Transition Plan will be an optional document to support a trans member of staff in our workplace. Follow-up meetings will be held regularly to review this plan with them and make any necessary adjustments. This document is completely confidential and any actions included in the plan will only be undertaken in conversation with them. 

Staff can make suggestions for further commitments to be added to this statement by contacting HR at HR@brightondome.org 

May 2025