Inclusion and Diversity

PiPA Statement of principle

PiPA believes that a truly world class performing arts is inclusive of all talents and circumstances

Being inclusive and being more representative, on and off stage, is essential if the performing arts are to be vital, successful and relevant in our diverse world. Inclusion is evidenced by greater diversity among all those involved in the industry: in the wider workforce, in its leadership and in our audiences.


We believe that this moral and creative case for greater diversity in our industry stands alone. But it is given additional strength by the business benefits of diversity for performing arts organisations: wider talent pool, greater innovation, better decision-making and better financial performance.


And inclusion and diversity is core to PiPA itself. To best deliver our charitable objectives we must operate by the values we promote. PiPA will be an open door to all parents and carers in the industry, enabling true inclusion of all backgrounds and perspectives in our work and how it develops. And we shall also create change across the full diversity of all performing art forms - theatre, opera, orchestra, live music, dance - by engaging with the people who create and work in them. 

What a commitment to diversity means for PiPA

We work together to amplify the voices of parents and carers

  • We commit to reaching, hearing and understanding the full diversity of parents and carers, including those who might experience disadvantage because of their age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage or civil partnership, pregnancy or maternity, or socio-economic disadvantage.

We encourage a new mindset, that parents and carers enrich the performing arts

  • We commit to ensuring that the examples, case studies and illustrations we use reflect and promote the diversity of parents and carers working in the performing arts

We show what’s possible

  • We commit to authentically doing ourselves what we ask others to do, in our employment practice, recruitment, governance and conduct as an organisation.

We respect and value what everyone brings to PiPA

  • We commit to creating an environment where everyone feels that they have a voice, whether staff, trustees, ambassadors, service users, industry partners, funders or donors of time or money.

Board accountability

This strategy and its delivery is a priority for which the Board is accountable. It is a continuing work in progress, and an active item at our quarterly Board meetings. Each area of PiPA’s work is both informed by and delivered against it. The joint CEOs and Board members share responsibility for identifying and agreeing measurable criteria against which we can assess our progress.

In addition, we shall review the strategy in full and formally every two years, to check that it continues to tie back to and strengthen our current strategy and business plan, and that it continues to reflect and develop best practice.

PiPA procedures are always evolving, and we are listening at the highest level. We welcome all feedback, comment and engagement on this strategy and how it pertains to any of our activity.

How we demonstrate diversity in all aspects of our work

Below is an overview of the areas for action in the full strategy as well as key action points.

For the purposes of this action plan under-represented groups in the performing arts include, but are not limited to, people with caring responsibilities and additional protected characteristics as well as those who self-identify as working class and solo parents and carers.

  • Working Together: Who we talk to, engage with and deliver services to

Collaboration is at the heart of PiPA’s work. It is vital that the range of partners engaged in our work is representative of the wider population, in order to increase access to work and opportunities for parents and carers from all backgrounds and circumstances. PiPA communications, events, networks and activities must be equally inclusive, representative and accessible.

Action points:

I. We commit to working across all performing art forms e.g music, dance, theatre and opera.

  • Music industry research to be completed by end 2021; music industry strategy to be rolled out from 2022*
  • Dance sector research to commence during 2021*

II. We commit to collaborating across organisations who work with and represent those with protected characteristics and/ or who are underrepresented in the performing arts, to ensure that we engage with the widest possible intersectional group of parents and carers.

  • One quarter of PiPA Charter Partners will be organisations who work with and represent those with protected characteristics and/ or who are underrepresented in the performing arts by end of 2022
  • Toolkit of bespoke resources for those facing additional barriers to work, to be launched in collaboration with key stakeholders by beginning of 2022*

III. We commit to making all PiPA events fully accessible for people who are D/deaf and disabled or have other access needs.

  • Live captioning and/ or BSL interpretation available at all PiPA events, online and in person by end of 2021

IV. We commit to ensuring the diversity of PiPA panels and speakers.

  • At least half of all panellists/speakers across the year are from under-represented groups by January 2022

  • Research: How we know what parents and carers need and want

We are evidence based, and surveys, focus groups, network meetings and social media are all used by PiPA to gain insights into the lived experience of carers and parents. Our research consistently finds that those experiencing other forms of social exclusion and/ or those who feel their socio-economic background is a barrier to progression in the performing arts , become further marginalised by caring responsibilities. To date however, these groups are consistently underrepresented in our research. We will develop strategies to ensure that we develop richer data on these vulnerable underrepresented groups in the arts, in order to reach and advocate for them.

Action points:

I. To ensure representative samples in PiPA surveys, focus groups and all research activity.

  • Ongoing data collection and monitoring of intersectionality of caring responsibilities will be established as part of the baseline survey and will be in place by end of 2021
  • Key stakeholders will be identified at an early stage of research, to collaborate and inform the relevance and strategic direction of research projects.

  • Advocacy: How we influence, reach out externally

PiPA aims to ensure that all outward facing communications reflect the full range of diverse voices in the performing arts, not just visually, but also in language and tone. This includes raising awareness of the challenges facing carers and parents through online communication such as case studies, storytelling, interviews and resources, as well as external appearances at events including panel discussions and representation at partner organisations.

Action points:

I. To ensure that the full diversity of parents and carers are given a voice and sense of belonging by our use of case studies, imagery and testimonials.

  • An internal monitoring structure will be in place by the end of 2021 with comms data shared quarterly with Trustees at Board meetings. An annual report will be produced with full data analysis.
  • A new library of assets will be launched by the end of 2021*

II. PiPA will pro-actively seek to add diversity to any panel invitation by putting forward a diverse range of speakers from our team and wider network.

  • PiPA will seek wherever possible to present our work online or in person at external events with live captioning and/ or BSL as appropriate.

  • Our own people

I. We commit to adopting inclusive recruitment procedures and policies to attract the widest possible talent to represent PiPA at all levels

  • 2021 recruitment of Trustees to prioritise further increasing board diversity

II. We commit to being an inclusive employer and supporting our Staff, Board, Ambassadors and others who give their time to PiPA, through appropriate training and supportive working practices in order to create a culture which thrives on, and embraces, all circumstances.

  • PiPA will make available to its staff, Board and Ambassadors a rolling programme of inclusion and diversity workshops and resources on an ongoing basis with a minimum of two training opportunities per annum.*

*The above action points have matching budget lines and allocations. Delivering on some activity is subject to funding.