Complicite

Who we are

‘…the most influential and consistently interesting theatre company working in Britain’ – The Times

Complicité is an international touring theatre company led by Artistic Director and co-founder, Simon McBurney. We create work that strengthens human interconnection, using the complicity between performer and audience that is at the heart of the theatrical experience. We work across art forms; believing theatre, opera, dance, film, radio, installation, publication and participatory arts can all be sites for the collective act of imagination.

Our recent work includes: the dance trilogy Figures in Extinction which premiered at Aviva Studios, Manchester in February and is currently on tour, the reimagined Mnemonic which played at the National Theatre in 2024, Drive Your Plow Over the Bones of the Dead, Can I Live? and The Encounter, as well as The Dark is Rising; an audio drama for BBC World Service and BBC Sounds based on Susan Cooper’s cult novel. Founded in 1983, we have won over 50 major theatre awards worldwide, and played in more than 40 countries.

Alongside Simon McBurney’s work, we support artists through our ‘Mudlarks’ strand; widening access and pro-actively seeking to support talented artists who are under-represented in the theatre sector.

Learning and engagement are central to our work and our award-winning creative engagement programme includes professional development, work in schools and colleges, and participatory projects with a range of communities.

We are committed to responding to the climate and ecological emergency. We are a founding member of Culture Declares Emergency and a member of a working group of UK Touring Theatre Companies to share best sustainable practice and to develop the Theatre Green Book Touring Guidance. You can read more about this on our Climate Crisis page.

2025 marks the company’s 42nd year.

Our culture and values

Complicité believes that action on the Climate and Ecological Emergency is urgent and vital. We take responsibility for our impact on people and the planet, working to ensure that we create and tour productions as sustainably as possible. We also believe in the power and importance of our art as a form of advocacy on issues around the Climate and Ecological Emergency. 

We believe that Ecocide should be recognised as a crime. Visit the Stop Ecocidecampaign website to learn more.

We are a founding member of Culture Declares Emergency and a member of a working group of UK Touring Theatre Companies to share best sustainable practice and to develop the Theatre Green Book Touring Guidance.

We have committed to working to the Intermediate standard of the Theatre Green Book; an initiative to work more sustainably across the theatre sector. In three volumes it sets standards for making productions sustainably, for making theatre buildings sustainable, and for improving operations like catering and front of house. It also has clear guidelines, spearheaded by Complicité, about how to tour work as sustainably as possible. 

We acknowledge that we are on a journey. We are learning how to work in a more environmentally sustainable way and minimise negative impact on our planet. We hope that you will come on that journey with us, and we are excited to exchange ideas and learn from one another as we look to a sustainable future.

Equality, diversity and inclusion policy

The policy outlines Complicité’s commitment to encouraging equality, diversity and inclusion among its workforce, and eliminating unlawful discrimination.
The aim is for our workforce to be truly representative of all sections of society and our customers, and for each employee to feel respected and able to give their best.
Complicité – in providing goods and/or services – is also committed against unlawful discrimination of customers or the public.
This policy will be reviewed on an on-going basis and amended in line with new developments in Equality and Diversity best practice.

Purpose
This policy’s purpose is to:
1. Provide equality, fairness and respect for all in our employment, whether temporary, part-time or full time.
2. Not unlawfully discriminate because of the Equality Act 2010 protected characteristics of:
(a) age
(b) disability
(c) race (including colour, nationality, and ethnic or national origin)
(d) sex
(e) religion or belief
(f) gender reassignment
(g) marriage and civil partnership
(h) sexual orientation
(i) pregnancy and maternity
3. Oppose and avoid all forms of unlawful discrimination. This includes in:
(a) pay and benefits
(b) terms and conditions of employment
(c) dealing with grievances and discipline
(d) dismissal
(e) redundancy
(f) leave for parents
(g) requests for flexible working
(h) selection for employment, promotion, training or other developmental opportunities

The policy applies across the range of employment policies and practice, including those relating to Discipline, Grievance, Dignity at Work and Complaints.

Responsibilities
Complicité values its staff, contractors, workers and trustees and expects them to be treated in a respectful manner. Accordingly, all have a responsibility to treat others with dignity and respect.
Across its activities, Complicité commits to:
● Promote equality of opportunity
● Celebrate and value diversity
● Eliminate unlawful direct and indirect discrimination
Complicité will provide equality of opportunity and equal treatment as an integral part of good practice. The organisation is committed to a working environment in which the contribution and needs of everyone are fully valued and recognised. We will support our staff, workers, trustees and contractors in not tolerating any inappropriate, violent or abusive behaviour from colleagues, other organisations or customers.

General purpose
Complicité practices will ensure that staff, workers, trustees, and customers will not be discriminated against on any grounds including age, disability, race, sex, religion or cultural beliefs, gender reassignment, marital status and civil partnership, sexual orientation, pregnancy and maternity.
Complicité’s commitment to anti-discriminatory practice relates to all kinds of discrimination, as set out below:
● Direct discrimination - where someone is treated less favourably than another because they have a protected characteristic
● Indirect discrimination – when a requirement or a condition is applied which has a detrimental effect on a particular group or individual. This applies even if there was not a deliberate intention to discriminate.
● Associative discrimination – direct discrimination against someone because they associate with another person who has a protected characteristic.
● Perceptive discrimination - direct discrimination against someone because others think they have a protected characteristic even if they do not possess that characteristic.
● Harassment – unwanted conduct related to a protected characteristic that violates a person’s dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment for them. This applies even if the conduct is not directed at the individual or if they do not have the protected characteristic.
● Third party harassment – potential liability for the harassment of staff by others such as clients or customers.
● Victimisation – when someone is treated badly because they have made or supported a complaint under the Equalities Act or it is thought that they have done so.
 

Employment Practices
Complicité commits to promoting equality and diversity as an employer and to ensure that no job applicant or employee receives less favourable treatment or is disadvantaged by conditions or requirements that cannot be shown to be justifiable in the context of the policy.

Selection, recruitment, training, promotion and employment practices will be subject to regular review to ensure that they comply with this Equality, Diversity and Inclusion Policy. All training opportunities will be published widely to all appropriate
employees and not in such a way so as to exclude particular groups. Complicité regards discrimination, abuse, harassment, victimisation or bullying of staff, customers or others in the course of work as disciplinary offences that could be regarded as gross misconduct.

Legislation
We will take all reasonable steps to ensure that we and our staff do not unlawfully discriminate under:
(a) the Rehabilitation of Offenders Act 1974;
(b) the Employment Rights Act 1996;
(c) the Human Rights Act 1998;
(d) the Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000;
(e) the Fixed-Term Employees (Prevention of Less Favourable Treatment) Regulations 2002;
(f) the Civil Partnerships, Marriages and Deaths Act 2019;
(g) the Work and Families Act 2006;
(h) the Equality Act 2010;
(i) Equality & Human Rights Commission Statutory Code of Practice on Employment
(j) any other relevant legislation in force from time to time relating to discrimination in employment and the provision of goods, facilities or services.

Equal Opportunities Policy Implementation:
Complicité is committed to promotion of equal opportunities in all aspects of our work including management, employment practices with both paid workers and volunteers, access to services and service provision.
i) The Trustee board shall ensure that it acts in such a way that no individual or group referred to in this policy is discriminated against, in particular:
● by making arrangements to accommodate the needs of the Trustee Board and volunteers including travel and care costs;
● by providing information in a way that is accessible, for example, large print, community languages etc.;
● by meeting in premises with facilities which are physically accessible to those participating;
● by making training in discrimination awareness and equality, diversity and inclusion available to all members of the Trustee Board, paid workers and volunteers.

ii) The recruitment of paid workers and volunteers shall be undertaken in accordance with this policy, in particular:
● by ensuring that posts are advertised in such a way as to encourage applications from groups experiencing discrimination;
● by preparing job descriptions which clearly set out what the worker is to do, and person specifications which recognise that relevant experience can be as valuable as qualifications or previous paid employment;
● by ensuring that in all selection procedures only factors relevant to the requirements of the post are taken into account, and that the spirit of the policy statement is adhered to;
● a copy of this policy is to be sent to prospective applicants for all posts.
iii) The employment of paid workers and volunteers shall be undertaken in accordance with this policy, in particular:
● by providing training relevant to the needs of staff and designed to enable them to carry out their jobs;
● by ensuring that any staff member who, in the course of their work, displays attitudes contrary to this policy to any person whether by word, behaviour or other manner shall be liable to disciplinary action;
● by recognising and responding to the individual needs of staff, especially those who are carers or who have disabilities, and ensuring that, within available resources, the necessary support is provided to enable them to work effectively.
 

Dealing with third parties
Complicité will not unlawfully discriminate in dealings with third parties.

Review
The Trustee Board shall monitor and evaluate the effectiveness of this policy in achieving the stated aims on an annual basis.
 

Complaints and Sanctions
Complicité will treat seriously any complaints of unlawful discrimination on any of the stated grounds made by employees, volunteers, Trustees, clients or other third parties and will take action where appropriate.
All complaints made by external parties will be investigated in accordance with Complicité’s Complaints Procedure and the complainant will be informed of the outcome.
In the event of an investigation concerning a complaint against an employee, Complicité’s Grievance Policy and Procedures will be followed and any action necessary dealt with under Complicité’s Disciplinary Procedure.
Complaints will be monitored annually and any outcomes/action recorded.

Fair and Equal Pay
Complicite is committed to the principle of fair and equal pay and to working with trade unions to take action to promote and implement fair and equal pay.
The Company is a member of UK Theatre and as such adheres to agreements with BECTU, Equity, SOLT, the Writers’ Guild of GB and other relevant trade unions and associations with regards salaries, fees and subsistence.
Complicite recognises that women and men in the workforce should receive equal pay for work of equal value and that this principle is enshrined in both UK and European law.
The organisation aims to ensure that its pay system is free of bias. Fairness and equality across gender, age, race and disability are integral to the Company’s values.
Complicite’s values send a positive message on diversity and equality to managers, employees, potential employees, partners and customers and enhance