Equality, Diversity and Inclusion

Delfont Mackintosh Theatres Ltd (DMT) is owned by Sir Cameron Mackintosh. DMT operates eight of the most prestigious theatres in London’s West End: the Prince Edward, Prince of Wales, Novello, Gielgud, Sondheim, Noël Coward, Wyndham’s and Victoria Palace, all of which have undergone major refurbishments combining beautiful restoration with 21st century comfort. Each year, Cameron’s theatrical companies engage and support more than 3,000 artists, technicians, theatre staff and freelancers worldwide.

In 1988, Cameron formed The Mackintosh Foundation through which he has so far donated over £25million to good causes, primarily in arts and culture as well as education, health, the environment and community development.

We are determined to:

  • create an environment in which we are all able to flourish and thrive;
  • foster an ethos of inclusivity where everyone feels respected, valued and supported;
  • promote a culture of wellbeing to improve mental health, resilience and productivity; and
  • treat everyone equally so that every individual, whatever their background, may reach their full potential and contribute meaningfully to DMT’s success.

We recognise that these resolutions require a continual process of development and improvement. We have established an inclusion forum from members of our board, management team and workforce to monitor and shape our ongoing approach.

We will continue to:

  • sponsor and encourage key staff to take part in conferences and other public forums, promoting broader access to the industry, equality, diversity and inclusion;
  • invest in the training and development of our workforce, assisting them in attaining nationally recognised and transferable qualifications;
  • provide opportunities and work with others to improve access to arts and culture in education so that the pool of talent continues to broaden and diversify, particularly by reaching out to those who may feel disconnected from our work;
  • expand the range of publications and agencies through which we advertise vacancies;
  • review and enhance the wording of our job descriptions and advertisements to broaden their appeal;
  • train our staff to ensure equal, open and unbiased recruitment practices;
  • monitor the equal opportunities data of our workforce and those who apply to join us, identifying and acting on areas for improvement;
  • focus certain work experience and training opportunities on young people who might not otherwise be considering or aware of our industry, removing barriers to participation by reimbursing expenses;
  • foster an open and safe culture, encouraging free and frank feedback; and
  • broaden our understanding of, and evaluate, assess, develop and improve our approach to, equality, diversity and inclusion.

We have:

  • become recognised as ;
  • joined by committing to pursue initiatives which help to create an industry-wide off-stage workforce that is reflective of our society; and
  • partnered with and others to assist in recruiting candidates for paid training positions within our organisation.