Equality, Diversity & Inclusion Policy
Last updated: 26/06/2026
Statement of Commitment
João Garcia Miguel Unip. Lda believes that diversity is essential for artistic
excellence and for a more just society. We are committed to creating an inclusive environment where all people are valued, respected and have equal opportunities to participate, contribute and thrive.
Our vision: To be a theatre company that reflects and celebrates the diversity of Portuguese society and its place in our world, promoting equality through art.
Fundamental Principles
2.1 Non-discrimination
We reject any form of discrimination based on:
- Gender and gender identity
- Sexual orientation
- Ethnicity, nationality or origin
- Religion or belief
- Age
- Disability or health condition
- Socioeconomic status
- Physical appearance
- Political ideology (within legality)
2.2 Equal opportunities
We guarantee that all people have equitable access to:
- Work and collaboration opportunities
- Training and professional development
- Necessary resources and support
- Decision-making and leadership spaces
2.3 Active inclusion
We actively promote the participation of underrepresented groups through: Inclusive recruitment policies
- Diversified programming
- Physical and communication accessibility
- Social pricing and democratization of access
- Proactive advocacy for public service values
3. Specific Commitments
3.1 Artistic Creation
Programming:
- Include works by authors from diverse backgrounds
- Address socially relevant themes
- Collaborate with artists from different origins and experiences
Casting and teams:
- Open and transparent audition processes
- Diverse representation in cast when artistically relevant
- Gender-balanced technical and creative teams
- Opportunities for emerging artists from underrepresented groups
Narratives:
- Tell stories that reflect social diversity
- Avoid stereotypes and harmful representations
- Give voice to marginalized perspectives
- Explore themes of social justice and human rights
3.2 Work Environment
Recruitment:
- Job advertisements on diverse platforms
- Balanced selection panels
- Objective and transparent criteria
- Positive actions for underrepresented groups
Professional development:
Training on diversity and inclusion
- Mentoring for young artists
- Support for projects led by minority groups
- Partnerships with equality promotion organizations
- Working conditions:
- Equitable salaries regardless of gender
- Flexibility for family needs
- Support for people with disabilities
- Zero tolerance for harassment and discrimination
3.3 Audiences and Community
Accessibility:
• Facilities accessible to people with reduced mobility
• Sessions with Portuguese sign language interpretation
• Audio description for blind people
• Programs in alternative formats (braille, large print)
Democratization:
• Social prices for students, unemployed and retirees
• Free tickets for social organizations
• Shows in community spaces
• Educational activities in schools from disadvantaged backgrounds
Community engagement:
• Partnerships with minority organizations
• Inclusive workshops and training sessions
• Social and community theatre projects
• Regular dialogue with different communities
4. Organizational Structure
4.1 Responsibilities
Artistic and executive direction:
• Lead by example in promoting diversity
• Integrate EDI principles into strategic decisions
• Report annually on progress
• Allocate adequate resources to initiatives
Entire team:
• Respect and value differences
• Participate in inclusion training
• Report discrimination situations
• Contribute to a welcoming environment
EDI Commission:
• Working group with diverse representation
• Monitoring policy implementation
• Advising on best practices
• Liaison with external organizations
4.2 Complaint procedures
Available channels:
- Confidential email: garcia@joaogarciamiguel.com
- Conversation with human resources manager
Process:
- Receipt and registration of complaint
- Confidential and impartial investigation
- Corrective measures if necessary
- Follow-up and prevention
Goals and Indicators
5. Training and Awareness
5.1 Training program
• Mandatory introduction: All new collaborators
• Regular workshops: Unconscious bias, inclusive communication
• Specialized training: Inclusive leadership, accessibility
• External events: Conferences and seminars on EDI
5.2 Internal resources
• Inclusive language manual
• Best practices guide for casting
• Accessibility checklist for events
• Diversity resource library
6. Communication and Transparency
6.1 External communication
• Annual publication of diversity report
• Sharing best practices on social media
• Participation in public debates on inclusion
• Publication of EDI Policy on digital channels Website and Digital Magazine
6.2 Language and image
• Use of inclusive language in all communications
• Diverse representation in promotional materials
• Photographs and videos that reflect diversity
• Subtitles and audio description in digital content
7. Legal Commitment
7.1 Legal compliance
This policy goes beyond minimum legal requirements, including:
• Constitution of the Portuguese Republic (Art. 13)
• Labour Code (equality principles)
• Parity Law (Law No. 1/2019)
• International conventions ratified by Portugal
7.2 Sanctions
Violations of this policy may result in:
• Disciplinary measures
• Contract termination
• Exclusion from future collaborations
• Report to competent authorities
8. Contacts
EDI Responsible: Suzana Durão
Email: garcia@joaogarciamiguel.com
Phone: +351 912137941
External support:
• CICDR (Commission for Equality and Against Racial Discrimination)
• CIG (Commission for Citizenship and Gender Equality)
• Provedoria do Consumidor
"Theatre has the power to transform mentalities and build bridges. We assume the responsibility to use this power to create a more just and inclusive society."
João Garcia Miguel Unip Lda - João Garcia Miguel Company
Artistic Direction: João Garcia Miguel