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Policies & Procedures
Environmental Policy

Cheltenham Paint Festival is committed to leading our industry sector in minimising the impact of its activities on the environment. The key points of its strategy to achieve this are as follows.

  • Minimise waste by evaluating operations and ensuring they are as efficient as possible

    • Recycling all used and empty metal containers

    • Recycle all cardboard and packaging material

    • Recycling all plastic packaging where applicable for use as packaging material.

    • Avoid single use plastics as much as possible

  • Actively promote recycling both internally and amongst its customers and suppliers

  • Source and promote a product range to minimise the environmental impact of both production and distribution by:

    • Sourcing all products and containers from within the UK where possible

    • Using biodegradable packaging as much as possible to allow recycling by the end user

    • Source recycled/reclaimed paint where possible

  • Meet or exceed environmental best practice by ensuring:

    • That we aim to reduce Carbon Emissions 

    • That we work towards reduced vehicle use through walkabout town centre trail

    • Electrical equipment is switched off after use

Dated: 22/05/2023

Diversity & Inclusion Policy

Cheltenham Paint Festival is committed to encouraging equality, diversity and inclusion among our 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 crew member to feel respected and able to give their best. The organisation - in providing goods and/or services and/or facilities - is also committed against unlawful discrimination of artists, customers or the public.


The policy’s purpose is to:

  • provide equality, fairness and respect for all who work with us, whether temporary, part-time, full-time or voluntary

  • not unlawfully discriminate because of the Equality Act 2010 protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race (including colour, nationality, and ethnic or national origin), religion or belief, sex and sexual orientation

  • oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other developmental opportunities 


The organisation commits to: 

  • Encourage equality, diversity and inclusion in the workplace as they are good practice and make business sense

  • Monitor the make-up of the workforce regarding information such as age, sex, ethnic background, sexual orientation, religion or belief, and disability in encouraging equality, diversity and inclusion, and in meeting the aims and commitments set out in the equality, diversity and inclusion policy. Monitoring will also include assessing how the equality, diversity and inclusion policy, and any supporting action plan, are working in practice, reviewing them annually, and considering and taking action to address any issues.

  • Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all crew are recognised and valued. All crew should understand they, as well as their employer, can be held liable for acts of bullying, harassment, victimisation and unlawful discrimination, in the course of working with us against fellow employees, customers, suppliers and the public

  • Updating managers and all other crew/people who work with us about their rights and responsibilities under the equality, diversity and inclusion policy. Responsibilities include crew conducting themselves to help the organisation provide equal opportunities in employment, and prevent bullying, harassment, victimisation and unlawful discrimination.

  • Take seriously complaints of bullying, harassment, victimisation and unlawful discrimination by fellow workers, customers, suppliers, visitors, the public and any others in the course of the organisation’s work activities. Such acts will be dealt with as misconduct under the organisation’s grievance and/or disciplinary procedures, and appropriate action will be taken. Particularly serious complaints could amount to gross misconduct and lead to dismissal without notice. Further, sexual harassment may amount to both an employment rights matter and a criminal matter, such as in sexual assault allegations. In addition, harassment under the Protection from Harassment Act 1997 – which is not limited to circumstances where harassment relates to a protected characteristic – is a criminal offence.

  • Make opportunities for training, development and progress available to all crew, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the organisation.

  • Review employment practices and procedures when necessary to ensure fairness, and also update them and the policy to take account of changes in the law.

  • The equality, diversity and inclusion policy is fully supported by Cheltenham Paint Festival Ltd.


Dated: 22/05/2023

Safeguarding Policy

Please click the link below to access our Safeguarding Policy

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