Code of conduct

RIDCC’s values and rules 

RIDCC provides a physically and emotionally safe (digital) working environment where we respect freedom of expression. 

RIDCC strives for a world of equality, diversity and inclusion.

We give and take constructive feedback without being judgemental.

Be aware of the effect of your role and the power you may have on delegates, colleagues and others.

At RIDCC we don’t look away from inappropriate behaviour, but we act. 

We stimulate a healthy work/life balance; look after yourself so you can look after others

We are open for growth and pro-active

Make a difference! 

Be yourself and make this a time to remember!

 

RICDD complaints procedure for undesirable behavior 

How it works, the independent confidential contact person Mara Wap.

What happens when you call or email?

You will get an independent confidential contact person on the line, or a response to your email, as soon as possible. This contact person is not a part of the RIDCC team. Her name is Mara Wap. Phone Number 0031 6520 70979. The maximum response time is one working day, but she will try to respond within a few hours. She can call or email, even outside of office hours, and if you wish,  she will make an appointment to meet in person. The latter therefore takes place in consultation with you. She can ofcourse ensure that you aren’t seen together in a public place.

And then?

The contact person Mara Wap provides a ‘tailor-made’ solution to each complaint/report she receives.  She can either simply listen, or discuss with you what to expect when opting for a particular solution. This means her work isn’t fixed, but to give you an idea, she can list a few options:

Simply giving you the opportunity to tell your story, work out what’s happened.

She will take all the time you need, listen and ask questions. Then she can discuss possible solutions if you wish. You may then feel able to take the next step yourself. She remains available in the background at all times.

Is there an (internal and/or external) confidential advisor working on behalf of the organisation you’re reporting on?

The first step with your external contact person Mara Wap will be to see whether the solution can be found within the organisation you’re reporting on. If that isn’t possible, she will get to work on your behalf.

Talking with the ‘causer’.

You may want to talk to the person who is responsible for the undesirable behaviour.  Your contact person Mara Wap can prepare this talk with you and if you don’t want to talk to them alone, she can go with you. Your contact person will never personally adopt the role of mediator; she will continue to act primarily as a supporter for you.

The formal complaint.

In case you decide to make a formal complaint the confidential contact person will guide you in the process and will hand it over to a lawyer of your choosing. She will step back after the information is transferred. Your contact person will provide support for as long as you want it and can also attend hearings with you by way of support.  She can also discuss with you what to expect when lodging a complaint.

It’s important to note that when lodging a complaint, you won’t be faced with the person causing the undesirable behaviour! Those concerned will be spoken to separately when the complaint is being investigated.

Reporting to the police.

It is up to you to decide when something is a criminal offence. Once again, your contact person is able to support you in a way you see fit. One of the options is to go to the police station with you.

Mara Wap.

Phone number- 0031 6520 70979 – You can also use whatsapp

Email- wappie34@gmail.com

 

 

 

Agreement on handling undesirable behaviour by RICDD

Aim of the agreement

The aim of this agreement is to handle undesirable behaviour by stopping and preventing it and – where it is still occurring – recognising, acknowledging and tackling it.

This agreement is intended for everyone working in the workplace in the Dutch cultural and creative sector.

These sectors are characterised by a number of risk-aggravating factors, such as the fact that physical contact may be inherent to the work and the fact that work on set often carries on until late into the evening. There is also a significant amount of competition on the labour market and people are dependent on a small group of decision-makers if they are to gain employment.

In such circumstances, it isn’t just easy for undesirable behaviour to occur, but also for it to remain undiscussed and undisputed.

As a sector organisation, RIDCC wants to stop undesirable behaviour and make it a point for discussion. This is why RIDCC has drawn up this agreement. In this agreement, RIDCC states how RIDCC is going to handle undesirable behaviour and what we ourselves are doing, and what RIDCC expects from people in the workplace in this regard.

The effectiveness of the agreement will be regularly tested and amended if necessary based on experience.

Who is the agreement for?

This agreement isn’t just intended for those people working for RIDCC, but also for third parties who find themselves/may find themselves in the workplace of the organisation.

In other words, the agreement applies to both those who have a direct employment relationship with RIDCC – employees, freelancers/sole traders, work placement students or volunteers – and to third parties. By third parties, RIDCC means all others who find themselves in the workplace, such as seconded personnel or personnel loaned from another company, such as an employment agency or payroll organisation and participants of RIDCC.

The workers to whom the agreement applies on the basis of an employment relationship with RIDCC are referred to below as ‘the employees’. Others are referred to as ‘third parties’.

What is undesirable behaviour?

By ‘undesirable behaviour’, RIDCC means behaviours – regardless of whether or not there is a hierarchical difference in role or position between those concerned – resulting in psycho-social problems at work (excluding work-related stress) within the meaning of Article 3 paragraph 2 of the Dutch Working Conditions Act (Arbeidsomstandighedenwet), relating to:

* intimidation in the meaning of Article 1a paragraph 2 of the Dutch Equal Treatment of Men and Women Act (Wet gelijke behandeling van mannen en vrouwen) and Article 7:646 paragraph 7 of the Dutch Civil Code, in other words: behaviour associated with a person’s gender with the aim or result of harming a person’s dignity and creating a threatening, hostile, derogatory, humiliating or offensive environment;

* sexual intimidation in the meaning of Article 1a paragraph 3 of the Dutch Equal Treatment of Men and Women Act and Article 7:646 paragraph 8 of the Dutch Civil Code, in other words: any form of verbal, non-verbal or physical behaviour that has a sexual connotation, with the aim or result of harming a person’s dignity, especially when a threatening, hostile, derogatory, humiliating or offensive environment is created; Examples of sexual intimidation are: making innuendos, telling wild stories about sexual performance and crude jokes, unnecessary touching or obstructing of a person’s path, written contact that has a sexual connotation, showing indecent images in the workplace, assault and rape.

* bullying, in other words: all forms of intimidating behaviour that is regular in nature, by one or more employees (colleagues, line managers) against an employee or group of employees who is/are unable to defend themselves against this behaviour;

* aggression and use of violence, in other words: incidents where an employee is mentally or physically harassed, threatened or assaulted under circumstances directly related to carrying out work;

* discrimination, in other words: judgements, actions or decisions that are derogatory or humiliating due to discrimination on the grounds of: a physical or mental disability, race/appearance, origin, religion, political persuasion, age, marital status, chronic disease, gender, philosophy or sexual orientation.

Efforts made by RIDCC

Through this agreement RIDCC is pursuing an active policy focusing on the prevention of undesirable behaviour in the workplace.

This means that first of all, RIDCC must personally act to behaviour that can be interpreted as a form of undesirable behaviour.  Therefore RIDCC set up a procedure for employees and third parties whereby an anonymous or non-anonymous report can be made to an independent confidential advisor.

RIDCC will also make it possible to discuss problems, talk to perpetrators or potential perpetrators about their behaviour and ensure that victims are cared for. Should the situation arise, RIDCC will take appropriate measures or impose sanctions in relation to those people who are guilty of undesirable behaviour.

In the context of this policy, RIDCC provides an  independent, confidential advisor. This advisor is at the disposal of all employees and third parties in the workplace’, as well as RIDCC itself. The confidential advisor is a point of contact in the event of undesirable behaviour that cannot be resolved in consultation with those concerned. The confidential external advisor can be reached by phone or email. 

What’s expected from people in the workplace

RIDCC expects both employees and third parties to behave in an amicable and respectful manner with all others in the workplace and to avoid undesirable behaviour, regardless of whether hierarchical differences exist between them in terms of job or position. RIDCC also expects everyone present in the workplace to be alert to undesirable behaviour between other people in the workplace.

Anyone in the workplace can report undesirable behaviour. RIDCC expressly advises both victims and witnesses of undesirable behaviour in the workplace to discuss this behaviour in the manner stated below.

Discussing undesirable behaviour

If someone experiences or observes undesirable behaviour, in particular but not exclusively if the person is a victim of that behaviour himself/herself, RIDCC advises initially discussing that behaviour with the person or people concerned himself/herself, preferably as soon as possible.

If you don’t dare to or are unable to do so, or if previous discussion with the person or people concerned hasn’t had the desired effect, RIDCC advises discussing this behaviour with the organisational manager responsible. 

If you don’t dare to or are unable to do this either, or if previous discussion with the organisational manager responsible hasn’t had the desired effect, RIDCC advises the victim or the observer to contact the confidential advisor by e-mail or by telephone.