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Join us for our three plays, along with one-off performances throughout the year!

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ST JOSEPH'S PLAYERS

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​Fantastic pantomime performance on Saturday afternoon,
All the staff volunteers and cast were polite helpful and thoroughly entertaining girls loved it 
- Marie Prescott 

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ST JOSEPH’S PLAYERS

CODE OF CONDUCT

 

This Code of Conduct has been developed to provide our members, with advice on behaviour expectations. We want all our members to be able to enjoy their experience within the society whilst feeling supported and protected at all times.

The document works in conjunction with our Safeguarding Policy and procedures for the safeguarding of all members.

 

PURPOSE

  • To ensure that all members are safe.

  • To ensure that all members are treated fairly and with equal respect.

  • To eliminate any behaviours which might lead to a feeling of vulnerability.

 

CODE OF CONDUCT

You will be expected to:

  • Show respect to all members and other people using the hall and rehearsal spaces.

  • Show respect for the building and properties.

  • Refrain from negative remarks with regards to the society, and the sharing of political and religious views via our social media platforms. 

We will not tolerate:

  • Any discrimination made in reference to race, gender, age, disability, sexual orientation, or other applicable Protected Characteristic as defined by the Equality Act 2010.

  • Bullying of any kind.

  • Disrespectful, hurtful, or inappropriate language.

  • Inappropriate and/or unwanted physical contact 

  • Disruptive behaviour.

Our Principles for Safe and Inclusive Space

At St Joseph’s Hall we expect all members and guests to adhere to the following principles:

  • Everyone is responsible for creating and maintaining an inclusive place that is a positive and supportive environment.

  • We recognise that harassment or discriminatory language or behaviour may be unlawful under the Equality Act 2010.

  • We do not tolerate bullying, harassment, or discrimination on any grounds, and will ensure that processes are in place for the reporting and investigation of these serious issues.

  • We recognise that bullying, harassment, and discrimination can have significant adverse impacts on the productivity, long-term physical and mental health and well-being of affected people and we will work to eradicate it. This will mean providing adequate protection for the complainants and victims, and, where bullying, harassment or discrimination is found to have occurred, taking appropriate action against the perpetrators.

  • We value inclusivity, appreciate difference, encourage self-education, and consider people equal without prejudice or favour. We build relationships based on mutual respect. We will all work to give and receive feedback in a constructive way, which we know will improve creativity and productivity.

  • We understand that reporting bullying, harassment or discrimination can be intimidating. If anyone comes forward to report any of this behaviour, we will endeavour to make the process of reporting clear and straightforward, investigate objectively and respect confidentiality where possible. Individuals who have made complaints or participate in good faith in any investigation into bullying, harassment, or discrimination should not suffer any form of reprisal or victimisation as a result.

  • We will respect each other’s dignity and differences, regardless of the seniority of our role in the organisation.

 

BREACH OF CODE OF CONDUCT

If anyone feels that they have been unfairly treated, or that this Code of Conduct has been breached in any way, then they are encouraged in the first instance to raise their issue informally with a member of the Safeguarding Team (Gabrielle Fitzsimmons and Paul Jameson-June 2025). 

Should the complaint be about a member of the Safeguarding Team, the complaint should be reported to a member of the committee.

All instances will be treated seriously and investigated thoroughly. Following investigation the following may be applied:

  1. Complaint dismissed if deemed to be unfounded.

  2. Guidance/Instruction provided to an individual/s as to future acceptable behaviour.

  3. Subsequently, should behaviours not change, this could result in the cessation of membership.

  4. If the issue is deemed to breach safeguarding guidelines, this will result in immediate dismissal and reports made to the relevant authorities.

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