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The Recommendations of the Eclipse Report
Recommendation 1
As a matter of urgency, the Arts Council should develop strategies,
involving the ITC and TMA, to gain up-to-date information on the employment
of African Caribbean and Asian personnel (including freelancers) in
the English publicly funded theatre industry.
Recommendation 2
The Arts Council, together with the Regional Arts Boards, should develop
clear strategies to gather qualitative information about the professional
aspirations of African Caribbean and Asian employees in the English
publicly funded theatre industry.
Recommendation 3
All theatre boards and senior theatre managers should inform themselves
fully of the new Amendment to the Race Relations Act, 2000. Senior managers
in turn have a responsibility to impart this information to all employees.
Information can be obtained from the local Race Equality Commission
or through the Commission for Racial Equality (www.cre.gov.uk).
Recommendation 4
This action should be monitored by Lead Officers from the Arts Council
and RABs, together with the funded organisations, through formal briefings,
eg, annual reviews.
Recommendation 5
The Arts Council, working with ITC and TMA, should implement a
strategy for the development of Positive Action plans that actively
develop opportunities for African Caribbean and Asian practitioners
in theatre. This strategy and the Positive Action plans would be included
in targets set by the organisation and the funder together; the latter
would be responsible for their monitoring.
Recommendation 6
The Arts Council, working with TMA, should implement Equal Opportunities
training for all boards and senior managers of publicly funded theatres.
Recommendation 7
The Arts Council should discuss the full impact of the Eclipse Report
with TMA, ITC, Bectu and Equity focussing on their individual roles
and responsibilities.
Recommendation 8
Senior managers of theatre organisations to review their Equal Opportunities
policy annually and report back to their boards of management.
Recommendation 9
In the light of the uplift of funding through the Theatre Review, funding
should be identified in annual budgets to facilitate Equal Opportunities
training for members of theatre staff. The responsibility of monitoring
this positive action would be with the Arts Council and RABs.
Recommendation 10
RABs and other funders should convene meetings with the senior managers
of all theatre organisations who did not attend the Eclipse conference
to initiate dialogue on this Report and to identify any appropriate
action thereafter.
Recommendation 11
Working in collaboration with TMA and ITC, the Arts Council should undertake
continued comparative research on programme choice and marketing initiatives,
in order to test the assumption that certain types of work are high
risk. Reference should also be made to the new opportunities that exist
through the New Audiences Programme.
Recommendation 12
Board training is a key opportunity to change and the Arts Council should
set up a national Board Bank and list of advisers in collaboration with
Arts and Business. The Arts Council should work actively with RABs to
facilitate the sharing of this information with all theatre organisations.
Recommendation 13
An independent monitoring group of African Caribbean and Asian practitioners
should be established to monitor the progress of theatres as per the
recommendations of the Eclipse report. This group should report back
to the Drama, Touring and Cultural Diversity Panel of the Arts Council
via the Black Regional Initiative in Theatre Advisory Group.
Recommendation 14
In reviewing the job descriptions of senior theatre managers when vacancies
occur, a commitment and knowledge of culturally diverse arts practice
is essential. This should be monitored by the funder of the organisation.
Recommendation 15
The Arts Council should re-examine the length of individual bursaries,
and future opportunities to direct at a host theatre should be discussed
fully prior to completion of the bursary.
Recommendation 16
Theatres should share examples of good practice and systems should be
designed to ensure that this happens through the funding structures
or through ITC/TMA.
Recommendation 17
The Arts Council, working with TMA, ITC and Equity, should monitor the
employment of African Caribbean and Asian actors in the publicly funded
English theatre industry, over the twelve-month period commencing March
2002. Following receipt of evidence, consideration should be given to
setting relevant non-negotiable targets in consultation with artistic
directors.
Recommendation 18
Through the Year of Diversity, a database and website should be set
up giving details of African Caribbean and Asian artists. This information
should be shared with theatre organisations and agents.
Recommendation 19
A pilot project should be established in the East Midlands Region. Through
the Black Regional Initiative in Theatre and in collaboration with East
Midlands Arts Board and the TMA, a seminar should be held bringing together
the senior managers and board members of the four regional theatres
to discuss and share methods of positive action and equality in employment.
Recommendation 20
By March 2003, every publicly funded theatre organisation in England
will have reviewed its Equal Opportunities policy, ascertained whether
its set targets are being achieved and, if not, drawn up a comprehensive
Positive Action plan which actively develops opportunities for African
Caribbean and Asian practitioners.
Recommendation 21
The Arts Council’s nominated Lead Officer for the development of
diversity in theatre in England should maintain an overview of these
developments, and liaise across the funding system and with the TMA,
ITC, BECTU and Equity. This work should be seen as a priority for the
Arts Council.
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