Code of Conduct

KINO attaches great value to respect and safety.

KINO does not tolerate violence or harassment in any form towards its staff, contractors, volunteers, visitors at the festival.

The Code of Conduct applies to everyone involved in the festival.

Please find below our code of conduct.

Article 01: Manners of conduct

We greatly value inclusivity. We strive to offer a working environment where safety, dignity and respect are of the utmost importance and where we listen to and respect each other’s opinion.

Undesirable behaviour, including threats and physical or verbal intimidation, is unacceptable. Discrimination based on age, race, religion, gender or sexual orientation is not allowed. We expect employees to set the example and address colleagues who don’t follow the code. Unfair treatment, discrimination or undesirable behaviour is to be directly reported to the management or HR, so they can address it.

We treat others in the same way we treat colleagues; the rules in the code take a central position in this. We expect employees to always behave as an ambassador to KINO. Good manners, respect and integrity are of utmost importance. Confidential information is not shared with other parties. We don’t accept insulting or inappropriate language, and we act with integrity by making choices in our work processes. Anyone behaving in an undesirable manner will be addressed, and this might have consequences.

Undesirable behaviour encompasses, but is not limited to:

Intimidation:

• Willingly sabotaging someone’s work;
• Commenting in a denigrating manner on someone’s ethnic background or religion;
• Solely or in a group putting improper pressure on an employee to do something or to not do something (against their will);
• Starting or spreading rumours about someone’s personal life;
• Ridiculing or mocking someone in the presence of others or choosing them to perform non-work-related tasks against their will.

Sexual harassment:

•  Sexual harassment is illegal, and we will investigate all relevant notifications.
  If an employee is found guilty of sexual harassment by an independent investigation, his or her contract is immediately terminated.

Aggressive behaviour:

• Exhibiting physical or verbal aggression is unacceptable. This affects the safe
  work environment every employee is entitled to. Situations of conflict are dealt with maturely, with an open conversation with room and respect for everyone involved.

Abuse of a dominant position

• Our employees will in no way abuse their position to realise personal or business goals. The (appearance) of abuse of a dominant position arises, amongst other things, when a supervisor manipulates his or her position to the detriment of an employee. We do not blackmail or manipulate. We are extra careful when we have a dominant position and are aware of the possible ways in which it can be abused.

Article 02: Confidential Information

We define confidential information as all information with which employees gather when executing their activities. We have created a code of conduct that defines the manner in which we treat confidential information. Information is only exchanged insofar as this is needed for the execution of the activities. Employees are expected to take appropriate measures to prevent confidential information becoming public by carelessness, sloppiness or indiscrete behaviour.

Besides the code of conduct for handling confidential information, this also applies to the protection of our information and data. Passwords, access keys and the like are personal and need to be handled confidentially.

We process personal data confidentiality and with care. We respect the privacy of those involved as much as possible. We try to limit the processing of personal data to the absolute minimum. This is always done in conformity with the privacy regulations and can only be done if there is a justification basis.

In addition, personal data cannot be processed in a way that is incompatible with the purpose for which these data were obtained. KINO, as part of their business operations, may use a ‘processor’, a third party to whom personal data may be transferred. In those cases, KINO has an agreement with that third party a processing agreement to secure the guarantees with regard to the processing of the personal data.

Both the employer and assignment agreement contain a provision called ‘secrecy and appliances’. This provision ties the employer to secrecy and using appliances in the right way.

Article 03: Notifications and complaints

We differentiate between an internal and external notification. When undesirable behaviour occurs, or an undesirable situation with a professional relation (a colleague, client or supplier) has arisen, there are several ways to report or discuss it anonymously. We have internal and external counsellors for this purpose.

When suspecting undesirable behaviour, you can directly contact the persons involved to solve the problem. This tactic is suitable for cases of light intimidation (e.g. inappropriate jokes amongst colleagues).

When suspecting or when in doubt, inform KINO’s external counsellor available.

Counsellors

ΚΙΝΟ uses the external counsellors. The external counsellors offer guidance and support to employees and anyone else who has a complaint about undesirable behaviour. These complaints can consist of a situation of sexual harassment, bullying, aggression, violence or an (unreasonable) workload. The counsellor can offer a sympathetic ear, but can also advise taking further action and if needed, mediation to solve a conflict. The counsellor works in a more informal manner than the complaints committee. The problem might be solved with a few conversations (without any report).