LGBTQIA+ STATEMENT

AC Projects is committed to creating fair opportunities for LGBTQIA+ within the organisation and its projects, and we are committed to safeguarding against discrimination in the workplace.

CONTEXT
Within this document, LGBTQIA+ is an acronym referring to “lesbian, gay, bisexual, transgender, questioning, intersex, asexual, plus” with the “plus” referring to other gender identities and sexualities. We acknowledge there are myriad ways to present and exist in society and that different people will have different relationships with gender or sexuality-based language. The acronym, and this statement, is meant to provide accountability for the actions of the organisation and offer reassurance to attendees of the festival/those who engage with AC Projects activity by showing thoughtful commitments to diversity, equality, and inclusion.

We acknowledge the below in crafting this statement and in undertaking our work:

– LGBTQIA+ people exist and have an inalienable right to exist without fear of conversion practices or discrimination based on their gender identity or sexual orientation.
– There is a complex and intersecting history of oppression of LGBTQIA+ people across the globe; this is especially true of the United Kingdom where much of the historical oppression of LGBTQIA+ people has been and continues to be intrinsically linked to expressions of empire and colonialism.
– Despite positive developments in human rights and representation for some groups under the umbrella term of LGBTQIA+ people, in modern society there still exists systemic oppression and threats to the wellbeing of LGBTQIA+ people worldwide.

COMMITMENTS 
At AC Projects, we commit to the following:

• That decisions concerning staff and procurement are based on merit apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act.

• To ensuring contractors we work with evidence compliance with the Equality Act 2010.

• To review employment practices and procedures when necessary to ensure fairness,and also update them and the policy to take account of changes in the law.

• That, from time to time and resources allowing, we will monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy. Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

• Wherever possible, to make suitable adjustments for staff and other personnel, and participants, following completed accessibility riders. This includes adjustments necessary for employees and attendees undergoing gender reassignment, for example.

• That where opportunities present, we will seek to inform our audiences and partner organisations on Equality and Diversity matters, including:

a) With the diverse make-up of our participants

b) Explaining our stance on inclusion and equality and diversity issues

c) By addressing poor opinion and mindset

• That staff and related personnel must refer all matters of discrimination.

• That any concerns relating to discrimination can be reported to the director of AC Projects or to staff who are briefed in safeguarding and grievance reporting.

• That all complaints of bullying, harassment, victimisation and unlawful discrimination by fellow employees, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities. Such acts will be dealt with as misconduct under the organisation’s complaints and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice.

• That hate crimes or sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

• That in instances of the above complaints will be referred to the police in the first instance and any internal investigation will be guided by police action.

This document was compiled for AC Projects by Chicory Romaniszyn and was last updated 15/11/25 by Chicory Romaniszyn.