Our mission is to inspire and captivate audiences and transform lives through amazing experiences of Shakespeare's plays and of great theatre.
We want everyone who comes into contact with the RSC to have a positive experience, and we take very seriously all concerns relating to the charitable sector.
As a charity incorporated under Royal Charter, we understand our responsibility to meet our legal and regulatory obligations. Our Board of Trustees reviews the Company’s performance against the and has its own Code of Conduct, based on the ‘. Below are links to policies covering all areas of our work. We keep all our policies under close review and these matters top of mind for our Board, senior management team, our managers and our employees.
We are a registered charity. Our Charitable Objectives describe the purposes for which the RSC was established.
We are committed to protecting and respecting your privacy. This policy sets out the basis on which any personal data we collect from you, or that you provide to us, will be processed by us.
Full details of our ticketing terms, for performances and events.
Full information about becoming an RSC Member.
More information on how our voucher schemes for theatre schemes and our Rooftop Restaurant operate.
Using our website
These all relate to browsing or buying tickets on the RSC website.
Sets out the terms between you and us under which you may access our website.
Information about accessing our website with a variety of different web browsers and operating systems.
Information about using our online shops, including product details, prices and delivery.
Information about the RSC and using our website.
We have carried out risk assessments and implemented safety measures to ensure that the RSC Riverside Café and Rocket are Covid-Secure, in line with government guidance.
We aim to uphold the highest standard of fundraising practice. We abide by the Fundraising Regulator’s key principles to be lawful, open, honest and respectful and by its Code of Practice. We keep our practice under review to provide the best possible experience for current and potential supporters.
We want the RSC to be a diverse and inclusive organisation, accesssible, welcoming and truly representative of the population of the UK, offering equality of opportunity to our current and potential audiences and workforce.
We do not tolerate slavery or human trafficking in any part of our business and are committed to ensuring that it does not take place in our supply chains.
We work to have a happy, healthy and safe working environment for all our staff, artists and beneficiaries, and we state very clearly that bullying and/or harassment of any kind is unacceptable. Our Respect policy, developed collaboratively across the company in 2015, sets out clear principles for how we want to work together. It is supported by policies on Bullying and Harassment and Speaking Up (available on request), all of which feature as part of our welcome induction for all new starters.
We have played an active role with colleagues at the Royal Court and across our industry in speaking out against sexual harassment. We supported the Royal Court’s Day of Action in October 2017, co-signed an industry-wide letter, published an opinion piece in the Stage newspaper, and will call out inappropriate behaviour when we see it or are told about it.
We regularly train and remind managers and staff about our policies and their obligations and are developing new training for managers in preventing, identifying and dealing with allegations of sexual harassment at work. We work closely with our recognised trade union colleagues and staff forum representatives to make sure we do not miss any important indicators about unacceptable behaviour and offer an independent Employee Assistance Programme to all our staff as an additional form of support, should they require it. All staff have been invited to talk directly with our HR team, or to named external contacts, if they have any concerns. Any complaint will be listened to thoroughly and sensitively and responded to with the utmost care and a determination to resolve. We want everyone to work in an environment of mutual respect.
For our work with children and young people, we have a dedicated Safeguarding Committee, which includes Board-level representation and a clear , established with advice from the NSPCC.
This is regularly reviewed and published on our website along with our firstname.lastname@example.org address for both internal and external use. All staff, artists, freelancers and contractors are made aware of our safeguarding arrangements as part of their induction and in our contracts. Safeguarding training is currently being delivered across the whole of the Company. Parents and guardians will also receive reference cards with details of our Safeguarding Advisors as a quick reference guide.
The gender pay gap compares the average earnings of men and women in a company, regardless of their role or seniority. It captures any pay differences resulting from the sorts of jobs performed by men and women.
We are fully committed to reducing energy and support EU initiatives to increase efficiencies wherever possible, but call on legislators to understand the specialist nature of theatre lighting and the way it is used.