Code of Conduct
GOOD BEHAVIOR AT ALICE
This code of conduct for ALICE aims to create the best social environment for our workplace at ALICE. It is designed to provide all employees and volunteers, both artists and administrative and technical staff, with tools to address actions we do not want in our workplace. Here we clarify the behavior we do not tolerate at ALICE and how we will specifically handle all reports of abuse, discrimination, bullying, and harassment.
We are aware that abuse, etc., can also occur during recruitment situations. Therefore, our policy applies not only to permanent, temporary, and volunteer staff at ALICE but also from the start of recruitment, regardless of whether one later becomes associated with ALICE.
Suppose anyone working for or being recruited to ALICE has something to report or bring to ALICE’s attention in this context. In that case, they may contact either ALICE’s administrative manager, production manager, or board chair at their discretion.
1. PURPOSE
1.1 Everyone is entitled at all times to have their work for or recruitment to ALICE take place in a work environment completely free from any form of harassment, bullying, discrimination, and abuse.
1.2 It is everyone’s right at all times to report if they experience something that makes them feel violated or uncomfortable. With this code of conduct, ALICE must create a recruitment process and workplace without any form of abuse, bullying, discrimination, or harassment to the fullest extent possible.
1.3 The purpose of the code of conduct is to establish the framework for behavior and actions related to paid or unpaid work at ALICE. Similarly, it explains what we expect from the audience at ALICE’s activities.
1.4 ALICE does not accept offensive behavior, including sexual harassment, discrimination, bullying, violence, or violent behavior.
1.5 Everyone has the right to be treated with respect, and we are obligated to treat each other in a recognizing, respectful, and dignified manner.
2. OBJECTIVES
2.1 ALICE wants everyone to feel so valued that they can work without worries. However, we are also aware that it is not always easy. Therefore, everyone has the right to expect help from their work leader, ALICE’s administrative manager, or board chair if situations arise that need to be addressed so they do not feel or are subjected to harassment, whether these are major or minor matters.
2.2 Offensive behavior is not tolerated at ALICE and must be prevented.
2.3 At ALICE, we have a shared responsibility to prevent and stop offensive behavior, regardless of who the offender or the offended is.
2.4 All employees at ALICE must know how to handle offensive behavior and be aware of their options. This also includes freelancers, volunteers, and potential employees in the recruitment process.
2.5 If something makes you uncomfortable, you have the right to ask for it to stop.
2.6 If others perceive it differently, it does not mean that what you perceive is wrong.
2.7 You should never feel badly treated after filing a formal or informal complaint about abuse, bullying, or harassment, even if it does not result in formal action against another person. However, it is important that there is a basis for the complaint. Therefore, it is also crucial that the specific circumstances of the accusation are expressed concretely if it is to be possible to address the situation constructively.
2.8 You should never feel uncomfortable asking others to treat you with respect. If you express concern or discomfort about something, it is natural to expect colleagues and partners to try to adjust their actions or speech to avoid this.
2.9 ALICE will always treat what is reported to us based on the assumption that what is told is true.
2.10 If ALICE finds cases of sexual harassment, discrimination, bullying, or abuse that are serious, persistent, or repeated despite being addressed, it will, regardless of employment level, initiate disciplinary cases which can result in warnings, dismissal, or termination depending on the circumstances of the individual case. For this reason, each case will be formally handled by ALICE’s management, with a subsequent serious investigation of the case, if necessary, with ALICE’s board as the responsible body.
3. DEFINITION
3.1 Offensive behavior occurs when one or more people grossly subject others to behavior and/or actions perceived as degrading, humiliating, or physically violating.
3.2 Offensive behavior is a collective term for bullying, discrimination, sexual harassment, violent behavior, and other violations that can occur at or in connection with work.
3.3 Bullying occurs when one or more people regularly and over a long period – or repeatedly in a gross manner – subject others to unwanted behavior perceived as hurtful or degrading. This can include backbiting, exclusion from the community, ridicule, ignoring, etc. Teasing that is perceived as good-natured by both parties or isolated conflicts, however, is not bullying.
3.4 Sexual harassment occurs when one or more people subject others to unwanted sexual attention. This can include unwanted touching, remarks or comments, obscene jokes, invitations to sexual intercourse, or displaying pornographic material.
3.5 Violent behavior occurs when one or more people subject others to physical or psychological violence. This can include threats, assaults, hostility, spitting, or humiliation.
3.6 Discrimination occurs when one or more people subject others to degrading remarks or tasks because of their skin color, ethnicity, gender, or social affiliation.
4. GUIDELINES
4.1 As an audience
4.1.1 At ALICE, we are united by music. We always try to make room for everyone, but we must, of course, take into account sold-out events. Anyone with a ticket to the evening’s concerts has access. However, you will be denied entry if you are heavily influenced by alcohol or drugs.
4.1.2 At ALICE, we do not tolerate discrimination or other offensive behavior. Individuals who continue such behavior after a warning will be expelled, regardless of whether they have a valid ticket.
4.1.3 ALICE must be a safe place for everyone. If you nevertheless experience discrimination or offensive behavior, ALICE’s volunteers or staff in pink STAFF t-shirts are at your disposal.
4.1.4 ALICE has joined Copenhagen Municipality’s Charter for a Nightlife without Discrimination. Read more here [Link]
4.2 As an offended party
4.2.1 You are not obliged to tolerate any form of degrading, boundary-crossing, or unprofessional behavior from either leaders or colleagues.
4.2.2 If you are subjected to offensive behavior, you should as soon as possible object to the behavior you do not want. It is important to object, as the offender often expresses that they perceived the situation differently than the offended, and that the displayed behavior was accepted.
4.2.3 If you object, the person you object to must respect this. This applies even if they think the behavior is innocent or just for fun.
4.2.4 Seek help from your leader or a trusted person if the offense continues after you have objected (see point 5.2).
4.2.5 There are often different explanations for what happened, so it is important not to delete any evidence of the offense you have been subjected to, including SMS messages, emails, pictures, voicemails, etc. The more concrete an offense can be described, the easier it is to prevent it.
4.3 As a colleague
4.3.1 If you witness offensive behavior, you should not try to avoid the situation but rather clearly object to the offender.
4.3.2 The most important thing is to approach and help the offended. Be aware that offensive behavior can be the underlying cause if a colleague behaves strangely, often reports sick, or similar.
4.3.3 You should support the person affected by the offense. Your support can be crucial for the offended to get through the process well.
4.3.4 In some cases, the problem can be solved with a conversation, especially if the presumed offender had a different perception of the situation. This largely depends on how severe the offense was and how long it has been going on.
4.3.5 You can have a conversation with the presumed offender to get the unwanted behavior to stop. Such a conversation should only take place if the offended party wants it.
4.3.6 In cases of unequivocal sexual harassment, violent behavior, or other serious matters, you should always report the offense to management as soon as possible.
4.3.7 If you experience that the offensive behavior continues after being objected to, you should also report the matter to your leader, ALICE’s top manager, or ALICE’s board chair. Before bringing the matter forward, you should ensure that the offended party agrees.
4.3.8 If necessary, you should also assist management in uncovering what, how, and when the offense occurred.
4.4 As a leader
4.4.1 As a leader, you should always take it seriously if you receive a report of sexual harassment, bullying, violence, or other offensive behavior in the workplace or in connection with work execution.
4.4.2 You should express your clear stance against offensive behavior and immediately initiate a procedure to clarify the matter and/or stop the unwanted behavior. The leader is clearly aware that the procedure in some cases may end with dismissal for unacceptable behavior (see 6.2).
5. PROCEDURE
5.1 If you have been subjected to or witnessed inappropriate behavior, you must report it to your supervisor, unless it is a misunderstanding or an isolated incident.
5.2 If inappropriate behavior is carried out by your supervisor, you should instead contact ALICE’s daily manager or chairman of the board.
5.3 The procedure will then be that the occupational health representative, your supervisor, ALICE’s manager, or chairman of the board will speak with the person who reported the incident, the affected person, witnesses, and the alleged perpetrator to clarify the situation.
5.4 It may be necessary to involve more people in the discussions. This can only happen with the consent of the parties involved unless it concerns criminal offenses, which will be handled accordingly.
6. SANCTIONS
6.1 If it is found that inappropriate behavior has occurred, the management must implement appropriate sanctions against the perpetrator.
6.2 Severe cases of inappropriate behavior will lead to the dismissal or expulsion of the perpetrator.
6.3 In less severe cases, a reprimand or warning may be issued.
6.4 Unsubstantiated accusations can lead to sanctions, including dismissal or expulsion of the person who made the accusations.
7. FINAL REMARKS
7.1 ALICE will work to ensure that leaders and employees are equipped to prevent inappropriate behavior, including ensuring that employees and volunteers have, as far as possible, undergone a mental health first aid course.
7.2 ALICE notes that the Danish Working Environment Authority has a hotline at phone number 70 22 12 80 if you are unsure how to handle a given situation or wish to remain anonymous.
8. QUESTIONS
8.1 Questions regarding the behavior policy can be directed to the daily manager or chairman of the board.
