Klockriketeatern equality plan 2025-27
Diversity, curiosity and an interest in encounters of different kinds have been present throughout all of Klockriketeatern’s history. They form an important part of our strategy and values. Since our start in 1991, we have worked in many languages, in different countries and with artists from diverse backgrounds. Klockriketeatern works actively with issues concerning anti-racist strategies, prevention of all kinds of discrimination as well as enhancing the visibility of our own position in accordance with intersectional analysis.
General
At Klockriketeatern we work for equality, equity and parity. We increase our understanding of complex power structures and identify and address invisible barriers, in order to create more inclusive strategies and promote equality and justice. This equality plan is shared to everyone who works with us. The plan is made for two years at a time and is discussed together with the entire staff of the theater as well as within the board.
In addition to the equality plan we go through Klockriketeatern’s principles for safer spaces with all employees before each production – and also create guidelines for how the members of each specific working group feel safe working together.
As a responsible employer, Klockriketeatern takes into account the different backgrounds and perspectives of our co-workers. Diversity and differences are seen as a strength and richness for us – a natural part of the activities of a multilingual and multicultural theatre.
Klockriketeatern commits itself to working for gender equality and against discrimination in all our projects, including collaborations. In co-productions, Klockriketeatern takes an active role as an advocate for equality and intersectionality. We have clear procedures for evaluating our own working methods and processes. We follow up annually on how well gender equality is being realized.
The goal is to create an open, fair and inspiring work environment as well as a thriving working community. We do our utmost to be a safe and inspiring theatre for both employees and our audience.
Language, Diversity & Accessibility
Klockriketeatern’s production processes, choice of repertoire and partners always include questions about diversity, examination of power structures as well as our interest in encounters between people, cultures and languages.
As a Swedish-language theatre in Finland, Klockriketeatern works daily with minority issues. Linguistic diversity and interdisciplinary collaborations are important to us. Several of our productions are multilingual in various ways, often with subtitles and additional material in different languages. We also collaborate regularly with artists and groups from other countries and cultures.
As we are a nomad theatre without our own permanent stage, each production is unique and physical accessibility depends on each separate venue. We communicate clearly about physical accessibility conditions in connection with each performance.
We make the discussions we have within the theatre, and the solidarity we feel towards groups and individuals whose voices are not heard in the same way as ours, visible also in our external communication . We are in a position where we have the opportunity to give space to others.
Audience work is a concrete way for us to influence diversity in the theatre field and engage in dialogue with the people around us. In addition to our regular repertoire, we work with audience outreach, community art and collaborate with schools and other interest groups. We also organize seminars, workshops and artist talks for both a professional and general audience. We continuously work to achieve a dialogue with an ever wider audience, in different ways and through different channels, locally and globally, both physically and digitally.
Recruitment, salaries & leadership
When Klockriketeatern recruits new staff, employment criteria must be suitable for people of all genders. There must be no discrimination in the recruitment processes. Key employment criteria are the person’s professional knowledge, education and/or experience related to the work tasks, good teamwork skills, and a desire to develop and grow professionally.
We continue to critically review our recruitment processes. We strive to expand diverse recruitment to include the theater’s board.
Salary is based on how demanding work tasks are, as well as the employee’s work experience, skills, education and individual performance. People of all genders receive the same salary for equivalent work. Klockriketeatern strives to offer a competitive salary policy when compared to the rest of the field.
Klockriketeatern offers both freedom and responsibility for its permanent staff. The balance between these two is regularly evaluated. The conditions and model of operations are developed in collaboration with the staff. The employer offers support where needed.
Well-being at work
Motivated and professional employees are a central resource at Klockriketeatern. The staff has the right to a healthy and safe working environment. Working conditions and tools are to suit all employees. Every employee has the right to feel seen and heard in matters concerning their own work.
The theatre cares for the physical and mental well-being of its staff, so that employees can cope at all stages of their lives. All permanent employees are entitled to occupational health care (Terveystalo), including part-time employees and those with fixed-term contracts longer than four months. The quality of the working environment is assessed through regular surveys, feedback and evaluation.
We offer flexible working hours and offer the possibility of remote working. The theatre wants to make it easier for employees to organize their work, private life and family life. Staff of all genders are encouraged to use family leave and participate in the care of sick children.
Professional development
Klockriketeatern encourages its staff to both strengthen its professional knowledge within the framework of its existing professional capacity – as well as to participate in courses and training that broaden skillsets. In collaboration with the theatre’s management, staff can also further their education in new areas that benefit the organisation as a whole.
In general matters that involve the competence of all the staff, we arrange joint training sessions for everyone, and if necessary also for individual working groups.
We cooperate with experts and expert organizations. We also pay attention to sharing the knowledge we have within the organization as well as with the rest of the field.
In matters concerning discrimination
All employees have the right to work in a confidential and functioning work environment, where no one needs to fear inappropriate behavior, discrimination, harassment or bullying.
At Klockriketeatern, we have an equality task force consisting of employees at the theater and an external contact person in matters of discrimination (member of the theater’s board) who any of our employees, freelancers or other collaborators can contact. The artistic director is also always available, if needed.
Bullying and harassment can manifest itself, for example, as repeated and continuous degrading, hurtful, demeaning or excluding behavior. Discrimination can, for example, involve pointing someone out, receiving unequal treatment due to a presumed group affiliation, or without explicit consent being considered to represent anything else one is not affiliated with. It can be directed at the employee’s personal characteristics, such as appearance, racialization, religion, gender identity, sexual orientation, functional variation, background, class affiliation, illness or language. In addition to directly inappropriate behavior, discrimination also includes encouraging or instructing someone to behave in a discriminatory manner. Whoever experiences themselves being harassed or treated unequally is given the right to interpretative prerogative.
If a person witnesses any kind of inappropriate behavior, that person has an obligation to contact anyone within the theater or someone from the theater’s task force. The responsibility for reporting what happened does not lie solely with the person that was exposed to inappropriate behavior. Everyone chooses who they are comfortable talking to. All matters are taken seriously and handled confidentially. Let’s keep a low threshold!
Klockriketeatern’s basic principles for safer spaces:
– We are all equal and have equal opportunities.
– We respect and try to understand each other’s points of view.
– Everyone represents only themselves and not any group.
– Everyone speaks from their own point of view.
– We do not assume anything about each other.
– We pay attention to our own normative thinking.
– We strive for openness and to tolerate uncertainty.
– Everyone has a duty to intervene in cases of discrimination or inappropriate behavior.
The board’s contact in issues regarding discrimination:
Ragni Grönblom-Jolly, board member of Klockriketeatern r.f.
044 073 3332 | ragni.jolly@gmail.com
The equality task force at Klockriketeatern:
Carl Alm | 040 831 9540 | carl@klockrike.fi
Ida Rosenblad | 040 8484 585 | ida@klockrike.fi
Artistic Director:
Dan Henriksson | 040 70 33 008 | dan@klockrike.fi