Equality and inclusion

The Regional Dance Center of Eastern Finland is committed to promoting equality and inclusion in its operations. ITAK complies with the Non-Discrimination Act and the Equality Act in its operations.

This applies to the association’s activities regarding paid employees, board members, association members, event participants, and communications. As an employing organisation, ITAK implements measures to promote equality and actively promotes non-discrimination at the events it organises. These measures are evaluated at regular intervals through surveys directed at staff, members, and the public.

At ITAK, equality and inclusion are broadly understood as the equal value of all people, influenced by factors such as norms, privileges, the distribution of power, accessibility, and barrier-free access. The following sections explore these concepts, which are central to non-discrimination and equality.

Non-discrimination

Non-discrimination means that all people are equal regardless of their gender, age, ethnic or national origin, nationality, language, religion, or beliefs, their opinions, disabilities, health status, sexual orientation, or any other personal characteristic.

Equality

In accordance with the Equality Act, equality refers to the prohibition of discrimination based on gender, gender identity, or gender expression.

In accordance with the Equality Act, it is important to promote the position of women and gender minorities in particular in the workplace.

Norms

Human life is also guided by many factors that are determined independently of the individual.

Norms are societal assumptions and expectations regarding what is generally accepted, “normal,” or desirable in various situations. The field of art also has its own norms.

Normativity reflects what we consider normal, desirable, or admirable. Norms help us navigate situations, but sometimes they are discriminatory and restrict our actions. Conforming to norms often grants privileges, while breaking them or failing to fit in can lead to discrimination.

In the workplace, it is important to recognize that daily actions, thoughts, words, and the exercise of power within an organization may be based on discriminatory norms without our realizing it.

Privileges

Privileges refer to the advantages that individuals or groups of people receive in various situations. Privileges are based on societal norms and may also be unconscious. In the field of dance, for example, skin color, educational background, language skills, body type, gender, and disability all influence our opportunities to work in different roles.

We need to examine privilege so that we can be aware of the privileges and challenges affecting our working lives that we ourselves do not face.

Power Distribution

At its simplest, power distribution in the workplace can mean the division of labor.

From the perspective of equality and equity, this is important because we want the workload to be distributed fairly within the workplace. Furthermore, it is desirable that every member of the community knows the responsibilities and duties of their role so that they do not have to be renegotiated constantly.

Transparent distribution of power also increases trust and enables critical scrutiny of the exercise of power.

Accessibility and inclusivity

Accessibility and inclusivity ensure that everyone has the opportunity to participate in ITAK’s activities.

Inclusivity refers to taking human diversity into account in the design, construction, and maintenance of the built environment. Accessibility is not just about mobility; it also takes into account issues related to, for example, vision, hearing, comprehension, and communication.

Accessibility often refers to, for example, services and communication that are suitable for everyone. Accessibility also encompasses an atmosphere and attitudes that take human diversity into account.

Future Measures and Responsible Parties

All ITAK activities adhere to the principles of a safer space, and users of the ITAK stage are expected to do the same. These principles are displayed on the wall at every event.

Responsible party: the event producer and/or host

ITAK’s harassment liaisons are the Executive Director and the Chair of the Board.

Responsible party: the Board and the Executive Director

People are encouraged to report situations that threaten equality and non-discrimination to staff or the harassment liaisons, whose contact information is also listed in the Safer Space Principles. Reported situations are reviewed, and external support is sought if necessary.

Responsible party: Executive Director and Chair of the Board

ITAK’s communications pay attention to gender-neutral language.

Responsible party: Communications Specialist

A form will be posted on ITAK’s website allowing ITAK staff to report inappropriate behavior anonymously.

Responsible party: Communications Specialist

The restroom facilities at the ITAK stage will be converted to gender-neutral restrooms.

Responsible party: City of Kuopio Facilities Services

ITAK will use anonymous recruitment for long-term positions, at least during the initial phase of the recruitment process.

Responsible party: The Board and the Executive Director

Most recruitment takes place through open applications, and ITAK encourages people from diverse backgrounds to apply for jobs in its recruitment announcements.

Responsible party: The Board, the Executive Director, and the Artistic Director

ITAK pays attention to the clarity and comprehensibility of its communications, as well as to multilingualism whenever possible.

Responsible party: Communications Specialist

ITAK’s communications take accessibility into account: accessibility information is provided for every event, and efforts are made to ensure accessibility.

Responsible party: Communications Specialist

Written guidelines for wheelchair seating will be established for the ITAK stage.

Responsible party: Stage Manager

ITAK strives to ensure the accessibility of its activities through ticket pricing. ITAK is, for example, involved in the Kaiku Card project, which provides free tickets to low-income individuals.

Responsible party: Executive Director

Rental rates and the principles behind them will be made more transparent on the website.

Responsible party: Executive Director, Producer, and Communications Specialist

The duties and responsibilities of ITAK’s Board of Directors are documented in detail, and the new Board is briefed on its duties each year: the division of authority between the Board and staff is clear and known to all concerned.

Responsible party: Board Chair

ITAK’s operations are as transparent as possible: staff job descriptions and responsibilities are documented and available to all members upon request.

Responsible party: Executive Director

All ITAK decisions are justified, and the justifications are available to all members and staff upon request.

Responsible party: Executive Director and Artistic Director

The production process is clear, and during the first production meeting of each workgroup, everyone’s duties and responsibilities are reviewed together.

Responsible party: Producer

Operations are systematic and based on a strategy developed every five years.

Responsible party: Executive Director and the Board

Employment contract templates are standardized.

Responsible party: Executive Director and Producer

The Board of Directors adheres to good governance practices: agendas and minutes are made available appropriately. It is also possible to participate in the discussion by commenting prior to the meeting; decisions are based on sufficient information and open dialogue and are carefully justified. Board members must be aware of conflict of interest practices and avoid situations involving conflicts of interest.

Responsible party: Chair of the Board

Communication regarding the Board’s work is open, ensuring the barrier to entry for new members is as low as possible.

Responsible party: Chair of the Board

Evaluation and monitoring

Measures aimed at improving equality and equity, as well as this plan, will be evaluated every three years, with the next evaluation taking place in 2026. The evaluation will be conducted among staff and the Board, as well as through a survey addressed to staff, members, and the public. As a result of the evaluation, this plan will be updated and the conclusions of the evaluation will be incorporated into it.

ITAK trains its board and staff on issues related to equality and equity at least every three years.

Responsible party: Executive Director

Diversity on the Board is promoted by preparing a diverse pool of candidates for the general meeting (at least in terms of gender, age, and expertise). Association members may provide feedback. Feedback is always addressed at Board meetings.

Responsible parties: Board Chair and Executive Director

Ask for more information on equality