NEoN Digital Arts

Plan of Action

NEoN takes access to the arts very seriously and is actively engaged in ensuring it helps promote Article 27: Right to participate in cultural life. (Universal Declaration of Human Rights)

Everyone has the right freely to participate in the cultural life of the community and to enjoy the arts.

Universal Declaration of Human Rights

Article 27: Right to participate in cultural life

1. Everyone has the right freely to participate in the cultural life of the community, to enjoy the arts and to share in scientific advancement and its benefits.
2. Everyone has the right to the protection of the moral and material interests resulting from any scientific, literary or artistic production of which they are the author.

Statement

Reflecting the depth and complexity of the digital and technology-driven art scene is a core value of NEoN. We believe the arts can be a powerful platform for social change, and we strive to include a multitude of voices and perspectives in the planning and implementation of our artistic work and operations. We are dedicated to building safe spaces for conversation, undergoing bi-annual inclusivity assessments, creating a Transparency Ambassador position to hold our community accountable, and committing to equitable hiring practices.

Organisation Equitablity:

The voices of our community are reflected in the makeup of our programme, staff and Trustees. Carers, parents, non-binary and genderqueer folk, people that identify as neurodiverse and disabled, people from Black, African, Caribbean, Asian, Multiple or any other ethnic groups, people from the queer community, people from working-class backgrounds, people from different religious backgrounds.

Transparency Ambassador – Each year NEoN will elect a ‘Transparency Ambassador’ from internal staff and trustees to help in keeping ourselves accountable, moving forward and providing a point person if there are concerns or grievances.

Transparency Ambassador will have the following responsibilities:

• Undergo appropriate training to understand current legislation.
• Attend twice-yearly meetings with staff going over any questions, needs or concerns.
• Support efforts of connecting community members with the work NEoN is doing and being an advocate for underserved communities.
• Oversee yearly training for staff and trustees.
• Identify new staff and artists NEoN works with as an advocate for inclusivity and share that the Transparency Ambassador is available if there are any needs.
• Hold twice-yearly meetings with trustees examining inclusivity and identify challenges and possible solutions.

‘Safe Space’ within Meetings:

Programme meetings will include an agenda item and allocate time for a safe space where we can discuss our progress and how we can work to be more inclusive and to provide a safe space for honest conversation.

Bi-annual Assessment and Season Planning Meetings: Twice yearly special programme meetings will focus on season planning in conjunction with actualising inclusivity.

Led by the Director and the Transparency Ambassador, these meetings will look at the progress being made, challenges and shortcomings.

A report on progress towards our inclusivity goals will be generated and included in minutes sent to NEoN and Trustees. Current members of the Trustees will be invited to these meetings to observe.

Equitable Hiring Practices:

It is essential to the organisation that there is a diversity of voices and lived experiences on our board of trustees. The importance of lived experience goes more in-depth than demographics. It’s about real, on-the-ground knowledge of the organisation’s work from the individuals’ perspectives and communities it seeks to serve.

• NEoN will commit additional resources to remove barriers that might prevent artists from being involved in art-making opportunities.
• Acknowledging that training opportunities are key, funds will go towards supporting paid programmes that might have otherwise been volunteer-based.
• Ensure there is clear and easy access for artists to submit to our opportunities.
• We especially encourage applicants who identify as carers, parents, non-binary and genderqueer folk, people that identify as neurodiverse and disabled, people from Black, African, Caribbean, Asian, Multiple or any other ethnic groups, people from the queer community, people from working-class backgrounds, people from different religious backgrounds. We also encourage young people and students to apply.
• To make the application processes as easy as possible, we are open to how people tell us about themself. They can send us a 3-5 minute video, or as audio-only or one-page written submission, covering why they are interested in an opportunity. They can also include their CV and examples of relevant past work. We are happy to discuss this with anyone before applying.
• Create a space or opportunity with a special focus on reaching out to Black, African, Caribbean, Asian, Multiple or any other ethnic artists, LGPTQ, D/deaf and disabled artists.
• Artists that work with us will receive acknowledgement and can request feedback or speak with a member of NEoN.

Equitablity Programming

The artists involved in all NEoN projects reflect the voices of our community and reflect the depth and complexity of the digital and technology-driven art scene. Artists will be carers, parents, non-binary and genderqueer folk, people that identify as neurodiverse and disabled, people from Black, African, Caribbean, Asian, Multiple or any other ethnic groups, people from the queer community, people from working-class backgrounds, people from different religious backgrounds while maintaining gender equity.

*NEoN acknowledges that this growth is a process and that this document is a living one and subject to the process of change as we continue to learn.

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Work in Progress:*

• Indicate an understanding of the increasing voices of Scotland today – through the use of data and contextual materials.
• Diversity of Dundee – languages
• Accessible venues – NEoN agrees to work only with accessible venues
• Online accessibility
• Identify Training

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Commitment to change – https://neondigitalarts.com/about/ and meet the team

Projects addressing change:

• SURELY, IT’S NOT THAT HARD?
• MANIFESTO FOR DIGITAL ARTS WORK PLACEMENTS
• ROUND THE VIRTUAL TABLE
• TROJAN HORSE/ROBIN HOOD OR TRAITOR?
• DIVERSITY IS NOT THE ENEMY OF QUALITY
• CHANGE:DEBATE