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Meeting the needs of our performing artists and making a difference within the industry.


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"It's the subtle things in life that make BIG things happen!"

Equality & Diversity Policy



Company Name : Sincere


Date Policy is Effective : 17 January 2015



  1. Overview

The Company is committed to offering opportunities to all persons based solely on competence and individual merit, and not on any irrelevant factor such as age, sex, sexual orientation, gender reassignment, marital or civil partnership status, race, creed, colour, nationality, disability, background or social status. All employees have a duty to promote and comply with this equal opportunities policy.

The policy applies to the following key areas:


  • Recruitment

  • Working conditions

  • Training

  • Promotion

  1. Protected characteristics

For the purpose of this policy, “protected characteristic” shall mean:


  • Race

  • Religion

  • Creed

  • Colour

  • Political views

  • Nationality

  • Ethnicity

  • Gender

  • Sexuality or sexual preference

  • Gender reassignment

  • Marital or civil partnership status

  • Age

  • Disability

  • Personal or home life


  1. Recruitment

    1. Advertising

All jobs and positions will be advertised as widely as is reasonably practicable, to ensure that applicants come forward from a wide variety of backgrounds and walks of life.

The Company will not restrict the advertising of any job or position to any publication, place or medium which would exclude or disproportionately reduce applications from anyone possessing a protected characteristic.

No job or position will be advertised in such a way, or with such requirements or prerequisites, that it shall exclude or discourage applications from anyone possessing a protected characteristic.

    1. Short-listing

When short-listing applicants for interview, the Company will take into consideration only the applicant’s qualifications, experience and suitability for the role.

Insofar as possible, names, ages, dates of birth, and other irrelevant information should be obscured or removed from application forms prior to short-listing to avoid inadvertent or unintentional discrimination.

All CVs or application forms which are rejected at short-listing should be reviewed by an independent third party, to ensure that no suitably qualified candidate is rejected on grounds relating to a protected characteristic.

    1. Interview

Interviewers will not ask questions which relate to any protected characteristic.

Interviewers will ask all applicants the same set of questions to ensure equal treatment as far as possible.

Where an applicant identifies himself as having a disability, the Company will make all necessary adjustments to accommodate him at interview.

    1. Selection

Clear and consistent selection criteria and scoring grids should be used.

Selection for employment should be based solely on merit and the ability of the individual to do the job.

  1. Working environment

The working environment, terms of service or rate of pay of any employee shall be determined solely with reference to his qualifications, his experience, the job role undertaken, and the conditions enjoyed by other staff of the same grade. No protected characteristic shall be used as a pretext or motivation to treat an employee in any way differently from his colleagues.

  1. Training

All employees shall be entitled to training or career development opportunities in line with their colleagues at the same level who undertake a substantially similar job role. No employee shall be denied training or career development opportunities for any reason relating to a protected characteristic.

  1. Promotion

The principles applicable to recruitment shall apply equally to promotion. Promotion shall be solely on the basis of competence, proven ability, length of service, experience and ability. No person shall be denied or offered promotion for any reason relating to a protected characteristic.

  1. Grievances

Where any employee feels that they or one of their colleagues has been treated in a way which breaches this policy, he shall be entitled to bring a formal complaint under the Company’s grievance procedure.

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