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, accreditation form, participation fees, or simply by agreeing to attend IDFA events, 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 codeofconduct@idfa.nl. The email will be received by IDFA’s confidentiality counsellors, 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 CSG can help and are here for you day and night. You can reach them by telephone 24 hours a day on 0800-0188. 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. Website Centrum Seksueel Geweld 
  
• 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. Website 113  

Participants
Participants of IDFA are all, without exception, subject to the code of conduct. The following are defined considered participants:

• Employees
• Accredited guests
• Contractors engaged at festival locations
• 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
  

Arbo 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

1. Introduction

This complaint protocol outlines the procedure for submitting, handling, and resolving complaints within IDFA. Wherever IDFA is mentioned, this also includes the IDFA Bertha Fund. The goal is to handle complaints efficiently and transparently and to strive for a solution acceptable to all parties involved.

2. Definitions

• Complaint: An expression of dissatisfaction with regards to, and/or violation of the Code of Conduct during an incident or situation related to IDFA activities and/or participants

• Complainant: The person or organization filing a complaint.

3. Complaints can be submitted in the following ways:

• Directly to a member of IDFA staff

• In writing by mail to: codeofconduct@idfa.nl

4. A complaint should include at least the following information:

• Name and contact details of the complainant.

• Date of the incident or situation being complained about.

• A clear description of the complaint.

• Any relevant documents or evidence if possible.

5. Within 5 working days of receiving the complaint, the complainant will receive a written or electronic acknowledgment of receipt. This acknowledgment will include:

• The date of receipt.

• A brief summary of the complaint.

• The expected time frame for a response

• The contact information and name of designated complaint officer
  
  The complaints officers are Jasminka Bogdanovich (IDFA Development & Production) and Jenni Tuovinen (IDFA DocLab). You are welcome to designate which person you are more comfortable dialoguing with, or one of them will be assigned to your complaint.

If you are not comfortable dialoguing with either of the complaints officers, please reach out to our HR department directly at HRM@idfa.nl

6. The complaint will be handled by a designated complaint officer or a special complaint committee. The steps are as follows:

• Investigation: The complaint officer investigates the complaint by gathering relevant information and, if necessary, hearing from involved parties.

• Consultation: If needed, consultation with involved parties takes place to clarify the situation and discuss possible solutions.

• Decision: A decision is made within 20 working days of receiving the complaint. This decision is communicated in writing or by email to the complainant.

7. The response to the complaint will include:

• A summary of the findings from the investigation.

• The decision made and the rationale behind it.

• Any measures taken to resolve the complaint.

• Information on the possibility of objection or appeal if the complainant disagrees with the decision.
  
  8. Objection and Appeal

If the complainant is not satisfied with the handling of the complaint, they can file a written objection within 10 working days of receiving the decision. This objection will be handled by an independent committee or a higher-level manager within the organization.

9. Documentation and Reporting

All complaints and their resolutions are recorded and kept for at least 2 years. Regular reports on the number and nature of complaints are provided to management for evaluation and service improvement.

10. Confidentiality

All complaints are handled confidentially. Personal data and the content of the complaints are only shared with those involved in handling the complaint.

11. Evaluation

This complaints protocol is evaluated annually and adjusted if necessary to improve the procedure.