Equalities, Diversity and Inclusion Plan 2025

Our Vision

Creative Glasgow actively contributes to a more equal, inclusive, just, and representative creative and cultural sector in Greater Glasgow.

Introduction to our EDI Plan

Our approach to Equalities, Diversity, and Inclusion is rooted in a commitment to social justice, inclusivity, and equity. We believe that by fostering an environment that embraces diversity and provides equal opportunities, we can create a thriving creative network that benefits individuals from all backgrounds and contributes to a more vibrant and inclusive cultural landscape in Glasgow.

This EDI Plan was produced in collaboration with freelance consultant Briana Pegado in July 2023, and updated by the Creative Glasgow team in January 2025.

The Creative Glasgow team will review and update this document regularly, with the next update scheduled in late 2025.

As a learning organisation we are committed to continuous improvement in our EDI-related actions and will evaluate the impact of any activity or changes.

Creative Glasgow are committed to publishing the outcomes of our EDI Monitoring and action plan annually on our website.

Our Commitments for EDI

Overall we commit to work to remove barriers to participation, redress discrimination, and work to challenge structural and systemic barriers to accessing our programmes, services and support. We will do this through our own programmes and operational activities, and by sharing best practice, training opportunities and learning resources with our members and networks.

We acknowledge that tackling the systemic inequality of access, inclusion and representation in the creative and cultural sectors is highly complex and multifaceted work. We are ambitious and committed to build EDI considerations into all aspects of our practice, in keeping with our moral, ethical and legal responsibilities, such as those set out within the Equalities (Scotland) Act 2010. We are also realistic about what we, as a small team with limited resources, can reasonably achieve.

Given the make-up of the Greater Glasgow Area, we will focus on five particular marginalised identities in the period January – December 2025:

Gender, Race, Ethnicity, Class, and Disability

The other marginalised identities and characteristics that we acknowledge and monitor our progress against include: age, sexual orientation, religion/spiritual belief, pregnancy and parental status, experience of care, first language, national identity, migration status and marriage status.

We understand that identities are categories from which people self-identify and these identities interact with one another. Taking the principles of an intersectional approach within our EDI plan, we understand that the intersections of these identities can have compounded, multiple impacts on people that identify as part of these groups. Given this is the case, we will make sure our data collection and data analysis takes into account these intersecting identities.

We are led by our members, participants, subscribers and audience members and will provide proactive support as well as regular opportunities for them to share their support and access needs and provide feedback on how they think we’re doing in this area.

EDI Action Plan 2025

Action	Details	Responsible
Monitor the demographic characteristics of our programme contributors and collaborators as standard	A voluntary self-disclosure EDI Monitoring Form sent to all programme contributors on receipt of their invoice or completion of activity.	Membership and Programme Manager
BSL Interpretation programmed as standard at all live events	BSL Interpretation budgeted from outset and included in all event plans	Membership and Programme Manager
Captioning available during all online meetings	Utilise Zoom and communicate captioning availability in online meeting booking info and at beginning of meetings.	Membership and Programme Manager
Monitor the demographic characteristics of our audiences, participants and members as standard	Post-event feedback form will include voluntary self-disclosure EDI Monitoring questions and will be sent to all ticket bookers	Membership and Programme Manager
Commit to ensuring diverse representation within each individual programmed event, and across the programme.	Actively develop programme proposals with contributors from marginalised and underrepresented identities, and those that work with them in the Creative and Cultural Sector in Glasgow. Ensure each individual event considers the socio-demographic make-up of programme contributors. Utilise resources to expand our programme connections and knowledge such as We Are Here Scotland’s Directory, Fringe of Colour Database and Pass The Mic listings.	Membership and Programme Manager
Proactively support programme contributions from those experiencing systemic and structural barriers	All programme contributors are actively invited to share their participation needs and contexts. Enhanced fees and expenses will be budgeted for those with additional support needs and/or higher barriers to contributing. Additional time for developing programme activity and ensuring support needs are met will be planned for in each event.	Membership and Programme Manager
Alt-text used for all online images and videos in our digital communications	We commit to ensuring alt-text data is included in all images and videos distributed through our online communications, including social media, newsletters, and website.	Digital Comms Specialist
Bursaries will be made available to participants to reduce barriers relating to meeting the cost of attending our events.	Participants can apply for bursaries to cover costs relating to travel, child- or personal-care, access needs or other reasonable expenses for our day-long symposia events.	Administrator
We will ensure physical venue access details and how to request support are communicated in all our event booking information	We work with our venue partners to effectively communicate the venue access information, and include details of how to contact the team for additional support enquiries. We will provide clear, simple guidance about what to expect from our events to support those who may experience lack of confidence, anxiety or are neurodivergent, utilising best practice guidance from Neuk Collective.	Membership and Programme Manager
Provide reasonable adjustments to all requests	Ensure reasonable adjustments are flexibly budgeted for in all programming, communications and operational decisions. This relates to staff, board members, programme contributors, members, participants and audiences.	All Team
Disseminate and promote best practice relating to EDI in the Creative and Cultural Sectors	We commit to sharing best practice and training opportunities in this area and advocating for improved practices across the sector through our membership network.	All Team
Ensure our digital communications are accessible for the widest range of audiences.	Creative Glasgow’s website is assessed for access and readability. It is compatible with screen readers, and meets international standards for visual accessibility, including for those with visual impairments and dyslexia.	All Team

Monitoring And Reporting Our Progress

We will employ various methods to monitor our progress against targets. These include:

Voluntary self-disclosure forms, surveys, and demographic questionnaires will be used to collect data from staff, board, audiences, participants, subscribers and members
Invitation of voluntary self-disclosure of access or support needs when booking for programmed activity, whether in-person or online, and documentation of our organisational responses.
Documentation of all access-related comments, queries, complaints through our communication channels, and our organisational responses and subsequent actions
Documentation of requests for access bursaries and our organisational responses to them.

This valuable data plays a vital role in informing our online programming decisions, operational activities, and budget allocation processes. To that effect we will actively monitor and document how we use the data and the impact of any changes we make as a result of it.

We will publish a digest of our EDI-related actions, socio-demographic monitoring results, and progress annually. Our next report will be published in September 2025.

Questions, Comments or Suggestions?

Do you have a question or comment relating to this plan, or a suggestion for how to improve or update it?

We are always eager to learn, and actively invite our members and networks to inform our work in this area.

Equalities, Diversity and Inclusion Plan 2025

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