• Equality & Diversity, and Equal Opportunities Policy
  • Declaration of Personal Information and Data Protection Policy
  • Health & Safety Policy
  • Code of Conduct
  • Complaints Policy and Grievances Policy
  • Safeguarding Policy

Parable Dance Equality & Diversity, and Equal Opportunities Policy

Equality and Diversity

Parable Dance is dedicated to encouraging a supportive and inclusive culture. We promote diversity and eliminate discrimination in the workplace.

Our aim is to ensure that all freelancers and job applicants are given equal opportunity and that our organisation is representative of all sections of society. Each team member will be respected and valued and able to give their best as a result.

All freelancers will be treated fairly and with respect. When selects candidates for freelance opportunities, promotion, training, or any other benefit, it will be on the basis of their aptitude and ability.

All employees will be given help and encouragement to develop their full potential and utilise their unique talents. Therefore, the skills and resources of our organisation will be fully utilised and we will maximise the efficiency of our whole workforce.


  • To create an environment in which individual differences and the contributions of all team members are recognised and valued.
  • To create a working environment that promotes dignity and respect for every person.
  • To not tolerate any form of intimidation, bullying, or harassment, and to discipline those that breach this policy.
  • To make training, development, and progression opportunities available to all freelance staff.
  • To promote equality in the workplace.
  • To encourage anyone who feels they have been subject to discrimination to raise their concerns so we can apply corrective measures.
  • To encourage all team members to treat everyone with dignity and respect.
  • To regularly review all our practices and procedures so that fairness is maintained at all times.

Equal Opportunities

Parable Dance is an equal opportunities organisation dedicated to enforcing completely non-discriminatory practices and procedures.

Any persons working on behalf of ParableDance are expected to respect and act in accordance with this policy. Bullying, harassment, and victimisation in the workplace are not tolerated and are subject to action.

  • Bullying is defined as: Offensive, intimidating, malicious or insulting behaviour that undermines, humiliates, or injures the recipient, emotionally and/or physically.
  • Harassment is defined as: Bad treatment that is related to a protected characteristic see below). Bad treatment includes intimidating, bullying, degrading, humiliating, or offensive behavior towards an individual.
  • Victimisation is defined as: Bad treatment towards an individual who has made or supported a complaint under the Equality Act 2010, including a situation where a complaint has not yet been made but it is believed a complaint may be made.

ParableDance responds openly, fairly and without discrimination to anyone on the basis of:

  • age
  • race
  • sexual orientation
  • ethnic origin
  • nationality
  • disability
  • employment status
  • income level
  • gender
  • housing status
  • marriage, civil partnership or relationship status
  • pregnancy and maternity
  • religion or belief
  • sex
  • any other grounds derived from social status or identity.

This policy is updated regularly. Anyone working on behalf of ParableDance are aware of this equal opportunities policy and any changes that have been made.

ParableDance would like to hear from anyone who believes they have been treated unfairly on these grounds. We will take any complaint seriously and look into it fully. Please contact Erica Moshman via email: erica@parabledance.com or phone: 07462 944068 to discuss any matters relating to Equal Opportunities and non-discriminatory practices and procedures.

Parable Dance Declaration of Personal Information and Data ProtectionPolicy

Parable Dance is committed to protecting your privacy according to GDPR guidelines. We will only use the data we collect from you to tell you about the work we are doing.

We collect this data about you when you use our website. For example, when you contact us about our services.

The personal information that we collect about you and/or your child and/or vulnerable adult is used only to provide appropriate care for you and them and to effectively communicate with you. By providing us with your personal data, you consent to the collection and use of any information you provide in accordance with the above purposes and this privacy statement. Where we offer you services either directly or through a third party supplier, we will ask you for permission to use and/or share your information before we proceed.


We will only share personal information about you or your child or vulnerable adult with another organization if there is:

  • a safeguarding concern
  • are required to by government bodies or law enforcement
  • accept a booking or registration form online via a data support provider
  • have obtained your prior consent

We will not sell or rent your information to third parties.

We will never share your information with third parties for marketing purposes.

Non-sensitive details (your email address etc.) are transmitted normally over the Internet, and this can never be guaranteed to be 100% secure. As a result, while we strive to protect your personal information, we cannot guarantee the security of any information you transmit to us, and you do so at your own risk. Once we receive your information, we make our best effort to ensure its security on our systems.

We will use all reasonable endeavours to ensure that you provide personal information in a secure and confidential environment and when the information is no longer needed it will be destroyed or permanently rendered anonymous.

Our website may contain links to other websites run by other organisations. This privacy policy applies only to our website‚ so we encourage you to read the privacy statements on the other websites you visit. We cannot be responsible for the privacy policies and practices of other sites even if you access them using links from our website.

In addition, if you linked to our website from a third party site, we cannot be responsible for the privacy policies and practices of the owners and operators of that third party site and recommend that you check the policy of that third party site.

You have the right to request any information we have about you, and may do so at any time by emailing info@parabledance.co.uk. If you are unhappy with any aspect of how we are using your personal information please get in touch. You also have the right to complain about any use of your information with the UK data protection regulator: https://ico.org.uk/.

With the exception of Google Analytics*, this website does not use cookies. Parable Dance may contain links to other websites, such as YouTube, but is not responsible for their privacy practices or content.

*Google Analytics uses cookies to collect information about how visitors use our site. Cookies are collected anonymously and do not identify individual visitors. Information that is collected includes the number of visitors to the site, the country the visitor is from, and the pages they have visited. For an overview of Google’s privacy policy, or to opt out of Google Analytics tracking, please visit the Google website.


This Policy was last reviewed January 2020.

Parable Dance Health and Safety Policy

Statement of intent:

The Health and Safety at Work Act 1974 imposes certain obligations on an employer. Not only to take all such actions as are reasonable to safeguard the health and safety of their employees, volunteers and freelancers but also to be able to show they are doing so by producing adequate written policies and procedures. The Directors of Parable Dance fully accept their responsibilities under the Act.

The Directors of ParableDance make a commitment to:

  • Identify the principal hazards to employees/ freelancers/ volunteers (herein ‘Adults’) and others affected by our work, and control the associated risks adequately;
  • Meet the basic requirements of the HSWA: maintain, so far as reasonably practicable, healthy and safe working conditions, e.g. access, equipment and systems of work.
  • Meet the additional requirements of the Management of Health & Safety at Work Regulations (MHSWR) 1999: risk assessments.
  • Make sure ‘Adults’ have the necessary competency to carry out the tasks expected of them and provide appropriate and adequate training;
  • Consult ‘Adults’ on health and safety issues, and provide them with the necessary information, training and supervision;
  • Regularly review – and, if required, revise – our Health & Safety Policy
  • Have the resources to achieve the objectives outlined in the Statement of Intent.

Organisation of Health & Safety:

At Parable Dance the following people have responsibility for health and safety, including annually updating the policy:

Natasha Britton (Artistic Director) and Erica Moshman (Artistic Director)

Arrangements for Health & Safety:

  • Ensure safe and clear accesses and egresses from the buildings used for dance sessions, rehearsals, meetings etc, including fire
  • Have ‘Adults’ regularly check the room(s) used for sessions for working fixtures and fittings or electrical equipment, and take the necessary remedial
  • Have ‘Adults’ regularly check the room(s) used for sessions for hazardous objects (such as stacks of tables and chairs, faulty flooring etc.) and prepare the space, making sure it is safe, prior to a session starting.
  • Ensure that all ‘Adults’ are aware of the fire procedures for the premises being used.
  • Ensure that all ‘Adults’ are aware of the procedures in case of
  • Ensure that all ‘Adults’ are aware of, and carry out, their Health and Safety responsibilities as set out in this section.
  • Prohibit smoking and alcohol on the session premises.
  • Ensure the health and safety of visitors or any member of the general public who could be affected by ParableDance’s activities.

The Directors consider these matters of such importance that breach of Health and Safety procedures by ParableDance Adults (Staff, freelancers, volunteers) constitutes misconduct and will be dealt with as a disciplinary matter. It is not possible to detail here all the Health and Safety matters that come up, so all ‘Adults’ must constantly be mindful of their responsibilities individually and collectively for the safety of themselves and others.

Parable Dance Code of Conduct

Policy brief & purpose

Our Code of Conduct company policy outlines our expectations regarding employees’/ freelancers’/ volunteers’ (herein ‘Adults’) behaviour towards their colleagues, supervisors, clients and overall organisation. 

We promote freedom of expression and open communication. But we expect all ‘Adults’ to follow our code of conduct. They should avoid offending, participating in serious disputes and disrupting our workplace. We also expect them to foster a well-organised, respectful and collaborative environment.


This policy applies to all ‘Adults’ working with ParableDance regardless of employment agreement or rank. 

Compliance with law

All ‘Adults’ must protect our company’s legality. They should comply with all environmental, safety and fair dealing laws. We expect ‘Adults’ to be ethical and responsible when dealing with our company’s finances, products, partnerships and public image.

Respect in the workplace

All ‘Adults’ should respect their colleagues. We won’t allow any kind of discriminatory behaviour, harassment or victimization. ‘Adults’ should conform with our equal opportunity policy in all aspects of their work, from recruitment and performance evaluation to interpersonal relations.

Protection of Company Property

All ‘Adults’ should treat our company’s property, whether material or intangible, with respect and care. ‘Adults’:

  • Shouldn’t misuse company equipment or use it frivolously.
  • Should respect all kinds of incorporeal property. This includes trademarks, copyright and other property (information, reports etc.) ‘Adults’should use them only to complete their job duties.

‘Adults’ should protect company facilities and other material property from damage and vandalism, whenever possible.


All ‘Adults’ must show integrity and professionalism in the workplace:

Personal appearance

All ‘Adults’ must follow our dress code and personal appearance guidelines. When representing ParableDance for meetings / networking ‘Adults’ should be smartly dressed. When representing ParableDance delivering training and workshops, ‘Adults’ should ensure they are dressed in an appropriate manner for their role within the sessions. All ‘Adults’ should dress in a modest manner, ParableDance sessions are a professional environment and, although the atmosphere is generally relaxed, ’Adults’ dress, behaviour and demeanour should reflect this. Any paid members of the delivery team should wear a ParableDance T-shirt.


We discourage ‘Adults’ from accepting gifts from clients or partners. We prohibit briberies for the benefit of any external or internal party.

Job duties and authority

All ‘Adults’ should fulfil their job duties with integrity and respect toward customers, stakeholders and the community. Supervisors and managers mustn’t abuse their authority. We expect them to delegate duties to their team members taking into account their competences and workload. Likewise, we expect team members to follow team leaders’ instructions and complete their duties with skill and in a timely manner.

We encourage mentoring throughout our company. 

Absenteeism and tardiness

‘Adults’ should follow their schedules. We can make exceptions for occasions that prevent ‘Adults’ from following standard working hours or days. But, generally, we expect ‘Adults’ to be punctual when coming to and leaving from work. When delivering workshops and training, ‘Adults’ should observe session times and should arrive with enough time before the session to ‘set up’ appropriately.

Conflict of interest

We expect ‘Adults’ to avoid any personal, financial or other interests that might hinder their capability or willingness to perform their job duties.


‘Adults’ should be friendly and collaborative. They should try not to disrupt the workplace or present obstacles to their colleagues’ work.


All ‘Adults’ must be open for communication with their colleagues, supervisors or team members.


All ‘Adults’ should read and follow our company policies. If they have any questions, they should ask their managers.

Safeguarding guidelines for ‘Adults’ in workshops/ classes

  • Participant’s, parents/carers should be made aware that participants are only supervised and deemed to be in ParableDance’s care during designated ParableDance sessions.
  • ‘Adults’ should avoid being in a one to one situation with participants.
  • ‘Adults’ should not discuss personal matters with participants nor should they swear or smoke in front of participants.
  • ParableDance run creative dance sessions and physical contact should relate only to creative dance tasks shaking hands/high 5 should be the preferred greeting and all participants should be encouraged to ‘be in their own space’.
  • ParableDances does not offer any ‘personal care’, participants and parents/carers should be made aware of this fact and should make appropriate provision for any personal care, which participants may need. This ‘personal care’ may include toileting needs and/or the administering or supervision of medicines, ParableDance ‘Adults’ should not undertake these tasks in any circumstances.
  • In the event of a medical emergency, where there is not a member of staff representing the client, ParableDance ‘Adults’ will administer relevant basic First Aid and telephone the emergency services.
  • All ParableDance ‘Adults’, whatever their role, are in ParableDance sessions as appropriate adults. They are all DBS checked and expected to behave in a professional manner at all times. As an appropriate adult you may be required to remain in the room during breaks to ensure at least 2 appropriate adults are present at all times.
  • In exceptional circumstances you as ‘Adults’ may be called upon to help restrain participants or supervise part of a group, this will only happen in exceptional circumstances and the lead Dance Artist will direct and take full responsibility for such actions.


Disciplinary actions

Our company may have to take disciplinary action against ‘Adults’ who repeatedly or intentionally fail to follow our code of conduct. Disciplinary actions will vary depending on the violation. 

We may take legal action in cases of corruption, theft, embezzlement or other unlawful behaviour.

Parable Dance Complaints Policy

Whilst we hope that we provide a good service to all our customers, sometimes we may get it wrong and we would like to hear from you if you are not satisfied with any aspect of our service.

This document explains our complaints procedure which is accessible to all our customers on an equal basis. Our approach will be to try to put things right quickly and politely. Making a complaint will not affect the level of service you receive from ParableDance.

Do you need any specific requirements to enable you to make a complaint? Please let us know if you would like to receive this complaints procedure in an alternative format.

If you would like to make a complaint, this is what you should do:

Stages in our complaints procedure:

Stage 1
Contact the member of staff you first dealt with, giving details of what you wish to complain about. If the complaint is made in writing or through an answer message, we will inform you that we have received it. The member of staff will investigate your complaint with the aim to settle the complaint as quickly as possible. Please tell us how you would like to be contacted to receive our response.

In most cases you will receive a full reply to your complaint within 10 working days of making the complaint. If we cannot give you a full reply in this time, we will tell you why and inform you of when you are likely to receive it.

Stage 2
If you are dissatisfied with the response you receive from the member of staff you may ask us to review the complaint by emailing info@parabledance.co.uk, with the word ‘Complaint’ in the email subject. You must request Stage 2 within 10 working days of receiving our response to Stage 1. Please put in writing:

  • What happened
  • When it happened (dates and times)
  • Who dealt with you; and
  • What you would like us to do to put it right

The decision will be given to you in writing 10 days after receiving your request for Stage 2.

Stage 3
If you are still unhappy, your complaint will be put to both Artistic Directors of Parable Dance to review. We may ask you to attend a meeting with us to discuss your complaint in more detail. We would send you a written record of the meeting and a formal reply to your complaint from the Artistic Directors. This will take place 10 working days after Stage 3 was requested.

Your personal information
If you use our complaints procedure, you are agreeing that we can use any personal information you send us for purposes connected with your complaint. We will only give your personal information to other people and organisations if you have given us permission to do so.

Equal opportunities
We are committed to equal opportunities and take complaints about discrimination seriously.

Parable Dance records information about the ethnic background, age, sex, religion, sexual orientation and disability of everyone who makes a complaint so that we promote and maintain our equal opportunities commitment. We will keep all information confidential.

Comments and suggestions
We hope that your concerns can always be resolved through the stages 1 – 3 of the procedure above. However, we welcome comments and suggestions that can help us improve our services. The feedback we obtain from our customers will help us to continue to improve our service.

Contact information
Parable Dance, 10 Prestonville Court, Dyke Road, Brighton, BN1 3UG

Tel: 07957 460 177
Email: info@parabledance.co.uk


Grievances by the Staff

We recognise that misunderstandings or disagreements may sometimes arise between staff, or between colleagues and their managers, and that it is important that these are resolved as quickly and fairly as possible. You are encouraged to try to resolve any grievances you may have informally.

However, if your grievance cannot be settled informally you may raise it formally in accordance with this procedure.

The Grievance Procedure allows us to deal with grievances fairly, consistently and speedily. It is intended as a means of resolving issues concerning matters such as:

  • Your terms and conditions of your freelancer agreement
  • Your duties (tasks, responsibilities, training)
  • Your working conditions (hours, breaks, facilities, equipment)
  • Company systems and practices
  • Health and safety
  • Work relations
  • New working practices
  • Working environment
  • Organisational change
  • Equal opportunities

It can also be used if you have a complaint or concern that relates to potential misconduct on the part of another colleague (including allegations of unlawful discrimination, bullying or harassment).

The Grievance Procedure cannot be used as a means of appealing against a disciplinary decision and any appeal you may wish to make against disciplinary action will be dealt with as part of the Disciplinary Procedure.

Bringing a Grievance

If you wish to bring a formal grievance against a fellow team member or a Manager you must set out your grievance in writing. Once you have set out your grievance in writing then, unless your grievance is about your Manager, you should give a copy of your written grievance to your Manager. If your grievance is about your Manager, you should give the copy of your written grievance to a Director.

You will then be informed of the name of the person who will consider your grievance and what steps he or she will take in order to do so. In most cases, the person who will consider your grievance in the first instance will be your Manager.


Grievance Investigation

In most cases it will be necessary to investigate your grievance before any decision can be taken regarding this. In those circumstances, an investigator will be appointed to establish the facts of the matter. If your grievance concerns an allegation of misconduct on the part of another team member (including allegations of unlawful discrimination, bullying or harassment) the investigator will consider whether there is a disciplinary case for that team member to answer.

You will be required to co-operate fully with this investigation as best you can and to give truthful and honest answers to the investigator. We will do our best to investigate as promptly as possible.

Outcome of the Investigation

Having established the facts of the matter as far as possible, the investigator will identify as best he/she can what is most likely to have happened and pass all of the information gathered along with their summary to the Manager chairing the grievance meeting.

Grievance Meeting

Once the grievance investigation is complete, you will be invited to attend a meeting to discuss your grievance with the person dealing with it. You must take all reasonable steps to attend the meeting and may be accompanied by another team member.

You will be informed of the steps that should be taken in the event that you wish to exercise this right, and you will also be informed what you need to do in the event that either you or your chosen companion cannot attend the grievance meeting at the time, date and place scheduled. Your companion may address the meeting, take notes and answer questions on your behalf if you so wish.

If you do wish to be accompanied you should inform the person dealing with your grievance of this and provide him or her with the name of your chosen companion. You should not put any pressure on anyone to accompany you. If your companion cannot attend on the date or at the time of the meeting you should inform the person considering your grievance of this and, where possible, alternative arrangements will be made.

No decisions will be made concerning your grievance prior to the grievance meeting. At the grievance meeting you will be given the opportunity to explain your complaint and say how you think it should be resolved. The person considering your grievance will explain to you his or her understanding of the facts and circumstances surrounding your complaint and will conduct a full discussion with you about your grievance and the information he or she has obtained concerning it.

Your companion may address the hearing and answer questions on your behalf if you wish. You may request adjournments during the course of the hearing in order to confer privately with your companion if required. If the person considering your grievance reaches a point in the hearing where he or she needs more information in order to respond to your grievance, or is not sure how to deal with the grievance, it may be necessary to adjourn the meeting.

Notes will be taken during the meeting and will be given to you at the end of the meeting to read, amend (if necessary) and sign. A copy of the notes will be made available to you on request. You will not be permitted to tape or record the grievance meeting.

Response to your grievance

Once the person dealing with your grievance is satisfied that he or she has all of the information necessary to decide his or her response to your grievance, he or she will do so and this will be communicated to you in writing. You will also be advised of your right to appeal against the decision in the event that it is not acceptable to you and of the person you should appeal to.


If you wish to appeal against the outcome of your grievance, you must notify the appropriate person of this. If you have advised us that you are unhappy with the decision after a grievance meeting, we will arrange an appeal with a Director.

You will be invited to attend an appeal meeting to discuss your concerns and may be accompanied by another member of staff if you wish. You must take all reasonable steps to attend the appeal.


These Policies were last reviewed in January 2020.

Parable Dance Safeguarding Policy


This Policy aims to ensure that the children, young people and vulnerable adults (hereafter in this Policy Statement referred to as ‘Participants’) who are involved with Parable Dance are safe and that any concerns of possible abuse are recognised and responded to appropriately. It recognises the requirements of the Human Rights Act 1998, Equalities Act 2001, Children’s Act 2004, Mental Capacity Act 2005 and Care Act 2014.

This Policy will operate within the ethos and principles of Parable Dance to promote equality of opportunity and anti-discriminatory practice towards all ‘Participants’.

Policy Statement

  • Parable Dance works to the best interests of the ‘Participants’ involved. It is committed to the care, development and protection of these ‘Participants’ from harm. It will strive to achieve this by establishing a good awareness of safeguarding issues and an understanding of how to deal sensitively and effectively with any concerns. It aims to ensure that all people involved in Parable Dance are aware of this Policy and these procedures and how to apply them.


  • Parable Dance recognises that children, young people and vulnerable adults themselves can be abusers and that the ethos and framework in which their projects and activities work will promote the mutual respect of the children, young people and vulnerable adults into caring adults.


  • Parable Dance promotes fundamental British values, building participants' resilience to radicalisation and enabling them to challenge extremist views.


  • Parable Dance also recognises that children, young people and vulnerable adults can be abused by the adults who are caring for them or other people they know.It is recognised that adults who seek to abuse children, young people and vulnerable adults can be attracted to projects and activities such as those undertaken by Parable Dance, and every effort will be made to ensure they do not gain access to any child, young person or vulnerable adult via Parable


  • Parable Dance is committed to keeping participants safe by listening and respecting them, maintaining up to date safeguarding and other organisational policies, by appointing a safeguarding lead, by signposting and providing safeguarding training and advice and by making sure that all adults working with Parable Dance follow safeguarding procedures.


  • Parable Dance will not allow mobile phones to be turned on or cameras in the room where activities are taking place unless it will be used for promotional materials and only if all participants have signed a photography and videography waiver.




Parable Dance recognises that touch is an integral part of our work, but will at all times seek to ensure that touch is both appropriate to the activity and that the intention is communicated.



  • Adults who are to work with the ‘Participants’ at Parable Dance will be made aware of the signs and symptoms of abuse. The adults referred to are; the Artistic Directors, Dance Artists, Teaching Assistants, Musicians and Volunteers working on behalf of Parable Dance, whether paid or not. They are hereafter all referred to as ‘Adults´.


  • All ‘Adults’ - may have substantial access to children, young people or vulnerable adults and will be required to have a current Police (DBS) check in place.


  • It is recognised that all ‘adults’ who work with children, young people or vulnerable adults are open to allegations of abuse and it is essential to follow good practice guidance to safeguard them and ‘Participants’.


  • Any allegations of abuse made against an ‘Adult’ will be taken seriously and dealt with under this Policy and guidelines.


Identification of possible abuse and reporting a concern

  • If there is an issue concerning a ‘Participant’ in a project run by Parable Dance then it must be reported to one of the Artistic Directors who act as joint safeguarding lead.


  • If there is an issue concerning one of the Artistic Directors, then it must be reported to the senior management within the organisation for whom the project is being run.


  • ‘Adults’ must be aware that concerns of abuse may arise via allegations, disclosures and observations. Any concern must be recorded at the time (handwritten and signed) and reported to the safeguarding lead.


  • The four main types of abuse are: physical, sexual, emotional and neglect. In addition there are also the following types of abuse: institutional abuse, financial abuse, Modern Slavery, Domestic abuse, Self-Neglect, Organisational abuse, Discrimination, Racism, Bullying.


  • ‘Participants’ will be encouraged to discuss any concerns with an appropriate adult.


  • If any ‘Participant’ raises a concern with an ‘Adult’ at Parable Dance he/she will listen, offer support and suggest where appropriate that the information is passed on to the relevant person. The Safeguarding Officers (Parable Dance’s Artistic Directors) must be alerted and if it is felt that the ‘Participant’ may have suffered abuse or be at risk of significant harm then the appropriate action will be taken.


  • If a ‘Participant’ needs medical attention then this must be sought.


  • If a ‘Participant’ is in immediate danger then Police assistance must be sought.


  • If there are concerns about a ‘Participant’s’ welfare, which may not constitute “significant harm”, then the ‘Adult’ will talk to the ‘Participant’ and decide whether the carer or parent should be contacted. All concerns and action will be recorded, dated and signed by the ’Adult’.


  • Social Services are the main agency to investigate actual or possible abuse.If a referral is made then Social Services will make a decision on how to proceed and who will notify the next of kin.


  • It is essential to co-operate fully with any investigation that may take place. This could involve providing information to Social Services and the Police.It may involve preparing a report for and/or attending a child protection conference. If this happens then Parable Dance will provide appropriate information and support to the ‘Adult’ and ‘Participant’ involved.


These policies were reviewed in September 2019