National Theatre Wales Pull Up : Shut Up

August 3, 2020

National Theatre Wales’ response to the call to action to theatre companies and venues in the UK.

2019-2020

Core workforce (full-time and part-time)

There were 23 staff. Our team was:

  • 4% D/deaf, disabled or neuro-divergent
  • 4% dual heritage: Black Caribbean and White
  • 4% dual heritage: Asian and White 
  • 4% other dual or multiple heritage 
  • 4% from an Asian background
  • 78% White: Welsh, English, Scottish, Northern Irish or British
    4% from another White background

Board of Trustees

There were 11 trustees serving on our board. Our board was:

  • 9% dual heritage: Black Caribbean and White
  • 91% White: Welsh, English, Scottish, Northern Irish or British
  • None of our trustees are D/deaf, disabled or neuro-divergent

Team Panel

There are 13 members serving on Team Panel. 

  • 31% are people of colour
  • 46% are women
  • None are D/deaf, disabled or neuro-divergent

Creative Development

Of the artists engaged through our entire Creative Development Programme

  • 54% of Lead Artists were women
  • 29% of Lead Artists were people of colour
  • 4% of Lead Artists identified as having a disability or additional needs 
  • and 28% of Lead Artists identified as being LGBTQ+

Of the artists engaged through the Creative Development Programme’s two main strands (Located Residencies and Professional Development Labs), selected to develop new projects from open calls:

  • 92% of Lead Artists were female
  • 33% of Lead Artists were people of colour
  • 35% of all artists (including collaborators) were people of colour

Actors

Of the performers cast in our productions

  • 19% were people of colour
  • 47% were women
  • 22% were D/deaf, disabled or neuro-divergent

Lead Artists

Of the artists who instigate and/or lead our productions

  • 19% were people of colour
  • 38% were women
  • None were D/deaf, disabled or neuro-divergent

Participants 2019-20

Of people engaged through our entire Collaboration Programme

  • 30% were people of colour
  • 55% were women
  • 20% were D/deaf, disabled or neuro-divergent

2018-19

Core workforce (full-time and part-time)

There were 23 staff. Our team was:

  • 4% D/deaf, disabled or neuro-divergent
  • 4% from an Asian or British Asian: Indian background, including our Artistic Director and CEO
  • 4% from an Asian background
  • 4% other dual or multiple heritage 
  • 78% White: Welsh, English, Scottish, Northern Irish or British

Board of Trustees

There were 8 trustees serving on our board. Our board was:

  • 13% D/deaf, disabled or neuro-divergent
  • 13% dual heritage: White and Asian
  • 91% White: Welsh, English, Scottish, Northern Irish or British

Team Panel

There were 15 members serving on Team Panel. 

  • 20% were people of colour
  • 46% were women
  • 7% were D/deaf, disabled or neuro-divergent

Creative Development

Of the artists engaged through our entire Creative Development Programme

  • 59% of Lead Artists were female
  • 12% of Lead Artists were people of colour
  • 19% of Lead Artists identified as having a disability or additional needs
  • and 25% of Lead Artists identified as being LGBTQ+

Actors

Of the performers cast in our productions

  • 41% were people of colour
  • 56% were women
  • 3% were D/deaf, disabled or neuro-divergent

Lead Artists

Of the artists who instigate and/or lead our productions

  • 29% were people of colour
  • 58% were women
  • None were D/deaf, disabled or neuro-divergent

Participants

Of people engaged through our entire Collaboration Programme

  • 19% were people of colour
  • 54% were women
  • 5% were D/deaf, disabled or neuro-divergent

 

In collecting this data we haven’t consistently given individuals the opportunity to tell us how they identify specifically enough (for instance, we’ve used ‘Black, Asian and minority ethnic’). We’ll be overhauling the way in which we ask for, collect and use this information so that, across all of NTW’s activity, we can, and you can, see clearly who’s benefiting from development opportunities, who’s being employed, who’s leading our productions and who’s in our audience.

We are currently engaged in processes to address the lack of diversity of our board and staff team. We believe that our company and our work should reflect the vibrant capital city we’re based in, and the Wales we work for and with. 

Our ambitions for future seasons of work are:

Lead Artists – the artists who instigate and/or lead a production, traditionally a writer and director.

  • 50% of Lead Artists for our artistic programme will identify as women
  • 20% will be people of colour
  • 10% will be D/deaf, disabled, neuro-divergent

Performers 

  • 50% of Performers for our artistic programme will identify as women
  • 20% will be people of colour
  • 10% will be D/deaf, disabled, neuro-divergent

Freelancers – artists and theatre makers including designers, musical directors, technicians, stage managers and more.

  • 15% of Freelancers for our artistic programme will be people of colour
  • 5% will be D/deaf, disabled, neuro-divergent

Participants – people engaged in our Collaboration programme, including artists, community participants, backstage and technical staff, those who’ve run or attended workshops and training, performed at social events and taken part in The Agency. 

  • 50% of Participants engaged through our Collaboration Programme will identify as women
  • 20% will be people of colour
  • 10% will be D/deaf, disabled, neuro-divergent

Artists supported through Creative Development initiatives, including writers commissioned, Emerging Directors and Producers and artist residencies 

  • 50% of Artists engaged through our Creative Development Programme will identify as women
  • 20% will be people of colour
  • 10% will be D/deaf, disabled, neuro-divergent

Our trustees serve 3-year terms and a recruitment process for 4 places on our board is about to commence. The board is now working to establish its explicit commitment to diversity within this round of recruitment.

As a team we are currently looking rigorously at all of our systems and policies, aligning them with our values and our responsibility to make National Theatre Wales a safe and empowering place for black artists, theatre makers and arts professionals, those with disabilities and all people of colour.

We will be making a public statement in the Autumn outlining our actions and commitments emerging from this process. 

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