Code of Conduct

Code of Conduct

May 2024

Code of Conduct

The Code of Conduct applies to all IDFA staff, contractors, volunteers, professional guests, audiences, and relations, including the Managing Board and the Supervisory Board, as well as those fulfilling positions remotely who may be contracted as consultants (further referred to as “participants”, as seen under the “Definitions” section).

IDFA is committed to providing a safe and friendly environment for all, where everyone is treated equally, without discrimination, exclusion, or preferred treatment on the basis of race, color, sex, sexual orientation, gender identity, marital status, pregnancy, age, religion, political opinion, language, nationality, social position, or ability. We embrace diversity, inclusion, and equity, and work together towards shared goals. We practice continuous improvement of our work, informed by evaluation and learning. IDFA takes a zero-tolerance approach to all forms of unwanted behavior, by any person participating in IDFA’s activities, that intends to violate the dignity of others. Zero tolerance means that we will never tolerate, condone, or ignore bullying, harassment, or hate crimes of any kind.

When gathering at the festival and other IDFA-organized activities throughout the year, all participants are to be treated as equal, and no form of favoritism is tolerated. Participants should avoid relying on stereotypes, prejudices, and assumptions when forming opinions about others. Fostering a collaborative and supportive environment by respecting everyone’s physical and emotional boundaries is paramount. We expect participants to act with integrity and honesty in all dealings and respect the confidentiality of sensitive information.

We expect our participants to know this Code of Conduct, put it into practice, and be familiar with the most recent version of it. By signing their employment contract, volunteer statement, assignment agreement, or accreditation form, all staff members, volunteers, contractors, employees, and guests agree to this code and are bound to act in accordance with it, as well as with all applicable legislation and regulations.

Violations of this Code of Conduct will not be tolerated. Anyone asked to stop undesirable behavior is expected to comply immediately.

Anyone deemed not respecting the Code of Conduct can be subject to an internal evaluation process that includes measures such as warnings or sanctions. Violations of this Code of Conduct may result in disciplinary action, up to and including legal action, depending on the severity and frequency of the offense.

If the person does not comply, IDFA may, at its sole discretion, expel the person from the event and/or future events, without warning or refund, and, if appropriate, solicit the involvement of local law enforcement. IDFA reserves the right to rescind entry and accreditation to anyone engaging in behavior breaking this Code of Conduct, without warning or refund.

Persons finding themselves in a situation where they feel their safety is at risk, or who become aware of an attendee acting in violation of this Code of Conduct, should immediately report the situation to The email will be received by IDFA’s office manager and confidentiality counsellor, who will start an internal procedure.


  • Police Netherlands
    If you are in an emergency and require urgent police assistance, you should always call 112. For non-emergency matters that still require police assistance, call 0900-8844. If you have to call the Dutch police from abroad, you can use +31 34 357 88 44. Website Police Netherlands

  • Sexual Assault Center Netherlands
    Did you experience sexual assault? Or did you experience online sexual violence? Do you need help or do you have questions? The Centrum Seksueel Geweld (CSG) can help and are here for you day and night. You can reach them by telephone 24 hours a day on 0800-0188.

  • Mental Health Support Netherlands
    You can chat or call to 113 free of charge and anonymously. The helpline is open 24/7. You can reach them on: 0800-113. Note: the crisis phone number is only available for people calling from the Netherlands. If you need help outside the Netherlands, you can reach them via chat. More info.


Participants of IDFA are all, without exception, subject to the Code of Conduct.

  • The following are defined considered participants:
    • Employees
    • Accredited guests
    • Contractors
    • Film professionals, including training program participants and tutors
    • Managing Board members
    • Supervisory Board members
    • Visitors, including users of our online platforms
    • Partners
    • Funding bodies
    • Stakeholders
    • Members of the Press
    • Volunteers
    • Suppliers
    • All other attendees and audience members

o law
“Arbo law” is the colloquial term for the various laws that together make up Dutch legislation on working conditions.

Undesirable behavior
Undesirable behavior is defined as (sexual) harassment, aggression, violence, intimidation, bullying, and discrimination. IDFA aims to provide a safe environment for all its participants and therefore does not accept undesirable behavior of any kind, regardless of whether this behavior is aimed at colleagues, volunteers, interns, partners, suppliers, or other stakeholders.

Undesirable behavior encompasses, but is not limited to:

  • Aggression and violence
    Following Dutch Arbo law, aggression and violence are defined as events in which a participant is harassed, threatened, or physically or mentally attacked under conditions that are directly related to the performance of labor or other participation.
  • Bullying
    Following Dutch Arbo law, bullying includes all forms of intimidating behavior—of a structural character—by one or more participants directed against another participant or group of participants who cannot defend themselves against this behavior.

Where repeated or occurring as part of a pattern of behavior, i.e. being structural, the following are examples of behavior that could be considered as bullying:

  • Aggressive and intimidating conduct
  • Abusive, insulting, or offensive language or comments
  • Belittling or humiliating comments
  • Victimization
  • Spreading malicious rumors
  • Practical jokes, initiation practices, or hazing
  • Exclusion from work-related events
  • Withholding information that is vital for effective work performance
  • Unreasonable work expectations (including, for example, setting unreasonable timelines, constantly changing timelines or setting tasks that are unreasonably below or beyond a person’s skill level)
  • Denying access to information, supervision, consultation, or resources to the detriment of the participant

  • Abuse of power
    Abuse of power is a breach of trust and is generally, but not exclusively, associated with authority. Power is an advantage an individual has over another.

  • Discrimination
    Discrimination is unfair or unequal treatment that makes distinctions between individuals or groups in order to disadvantage some and advantage others, on the basis of one or more protected attributes (see below). Such treatment could also be based on imputed characteristics (i.e., stereotypes), in the sense of a characteristic that is generally imputed to someone on the basis of an attribute. Dutch legislation prohibits discrimination on any grounds whatsoever, and explicitly on the basis of:
    • Race
    • Sex
    • Gender identity
    • Sexual orientation
    • Political opinion
    • Religion
    • Belief
    • Disability or chronic illness
    • Civil status
    • Pregnancy
    • Age
    • Nationality
    • Working hours (full time or part time)
    • Type of contract (temporary or permanent)

IDFA further defines racial discrimination as follows: Racial discrimination involves treating someone unfavorably because they are of a certain race, have certain characteristics associated with race (such as hair texture, skin color, or certain facial features), or because of their national origin.

  • Sexual harassment
    Sexual harassment includes unwanted behaviors such as sexual advances, requests for sexual favors, or comments or gestures of a sexual nature. It can also include other isolated but serious actions. The following examples all constitute sexual harassment:
    • Behaviors of a sexual nature that can be reasonably expected to be a source of anxiety or discomfort, or offensive or humiliating to a person or group of people;
    • A behavior that implicitly or explicitly must be accepted as a condition for professional advancement;
    • A behavior the acceptance or rejection of which is used as the basis for any professional decision (among others, those relating to advancement opportunities).

Sexual harassment can, for example, take the form of the following actions or behaviors:

  • Requesting sexual favors in exchange for a service
  • Making unwanted physical contact
  • Uttering crude, degrading, or offensive sexual stereotypes 
  • Asking a person invasive questions about their sex life

Report a situation to IDFA

To report a situation to IDFA, please email