In this document, you will find guidelines for behaviour, information on how we deal with inappropriate behaviour and details on how to act if you experience any such behaviour. For more information on the use of intellectual property, liability or ticket sales, please refer to the Terms and Conditions on the website of Kaboom Animation Festival.

Kaboom has a zero-tolerance policy towards any kind of discriminating or threatening behaviour. Demeaning, discriminatory or harassing behaviour or speech will not be tolerated. This includes comments related to:

• gender
• age
• gender identity
• sexual orientation
• race (colour, ethnicity, nationality)
• religion
• (dis-)ability or impairment
• physical appearance
• educational background
• socio-economic background
• political convictions
• language

The zero-tolerance policy indicates that the festival retains the right to act against individuals that display discriminatory or threatening behaviour against others.

Consequences such as a (formal) warning, denied access to (continue) participation in the festival or further legal actions might follow should inappropriate behaviour persist despite warning. This will be assessed on a case-by-case basis.

We expect all participants of the festival to be mindful and treat each other with respect, dignity and integrity. This applies to staff and guests amongst themselves, and between staff and guests. We don’t all have to share opinions, but we should be be respectful towards others, their views and their opinions. We are committed to a positive (work) environment and take responsibility by addressing all cases of inappropriate behaviour and by supporting each other. We expect all people present at the festival to feel responsible for the atmosphere and to act when any misconduct or inappropriate behaviour is noticed, by addressing the perpetrator and signalling it to the festival organization (staff, directors or the person of trust). All notifications or reports of misconduct or inappropriate behaviour will be addressed. Inappropriate behaviour includes (but is not limited to):

1. Inappropriate sexual behaviour

With inappropriate sexual behaviour we mean all sexual acts, treatment and communication that take place without consent (harassment). This can be verbal, non- verbal and physical of nature. Examples are sexual comments or jokes, repeated sexual advances and unwanted physical contact. It also includes denying someone advantages because of them refusing sexual solicitation. Sexual harassment is illegal, and an investigation will be conducted to investigate any accusations.

2. Intimidation, gossip, bullying and exclusion

This means any form of intimidating behaviour by one or more staff members or guests directed against a staff member or guest. This could mean willingly sabotaging or publicly ridiculing or mocking someone’s work, their person, commenting in a condescending way on someone’s personal background, putting improper pressure on a fellow staff member or guest to do or say something or spreading rumours about someone’s personal life.

3. Discrimination

Discriminating behaviour or speech means treating a person differently from another person based on none other than the grounds of religion, philosophy of life, political affiliation, race, gender, nationality, sexual orientation, marital status, age, disability, health, or on any other grounds as referred to in Article 1 of the Constitution. Kaboom treats all individuals equally and expect staff and guests whom are interacting with the organisation to do the same. Discrimination is illegal, and an investigation will be conducted to investigate any accusations.

4. Aggressive behaviour

Workplace violence is defined as the (attempt to) exercise physical force against an individual in the workplace that could cause discomfort, pain or injury. Professional or personal conflicts should be dealt with in a mature and open conversation, with respect for the other, their opinion and their experience, without getting physical.

5. Abuse of a dominant position

In hierarchical relationships and dealings with others, we exclusively act in the interest of the company and do not allow ourselves to be guided by personal interests. Staff in no way abuse their position to realise personal or business goals. Abuse of a dominant position arises when a supervisor uses their position to favour or disadvantage another member of the staff. Abuse of a dominant position can also occur when a guest of a certain statute or fame uses their position to get a preferential treatment, in any way.

If you are feeling mentally or physically threatened, discriminated against, harassed, intimidated or otherwise unsafe, there are several ways to report or discuss the situation (also anonymously).

A direct reaction is most effective. Address the staff member or guest directly about their inappropriate behaviour, if this isn’t too uncomfortable for you in the situation. The person of trust or festival staff can help you with this. Festival staff is expected to set an example and step in as active bystanders should they observe any inappropriate behaviour towards colleagues or guests. If you (think you) see someone experiencing inappropriate behaviour, reach out to them, ask them if they are okay and support them.

If more action is needed, staff members can contact their head of department or the person of trust. Guests can reach out to the organisation through volunteers or staff members.

They will support you together with a festival director, head of department or the person of trust to file a report. Please note: if the inappropriate behaviour is being conducted by a volunteer, staff member, festival director or head of department, you can also contact the person of trust directly.

The person of trust has a duty of confidentiality and will initially talk to you to hear what happened and how that impacted you. The person of trust does not take any action independently, but follows and supports what the reporter wants to do (or not do) with the report.

Depending on (the severity) of the report, a process for investigating the claims and determining follow-up action can be set up. At the start of the investigation, it will be made clear to everyone involved:

• Who will conduct investigation,
• Who will be interviewed during the investigation (should include both the alleged victim, the accused, and any witnesses),
• The right of the investigator to collect documents and evidence and the obligation of the investigator to document all interactions,
• What the timeline for the investigation is,
• An anti-retaliation clause which states consequences for any retaliation against the accuser or the investigator,
• The promise of a final report with all findings and corrective action presented in writing to both the alleged victim and the accused within a set amount of days of the conclusion of the investigation

In some cases you’ll want to file a complaint instead of a report. A complaint is more official and should always be filed in writing. Complaints should include the following information when available:

• Name, title and contact information of the individual allegedly experiencing harassment, discrimination and/or violence,
• Name, title and contact information of those involved, including the reporter, the accused and the witnesses,
• Details of the alleged incident(s) including date(s), location and specific behaviour, and any supporting materials or evidence relevant to the complaint

Staff and guests are co-responsible for the integrity when addressing inappropriate behaviour. Confidentially is key in this chain: both staff members and guests should never share information with parties other than those directly involved in the case.

Please note: each report will be handled with the highest level of confidentiality. Details and names of anyone involved will not be shared without consultation.

In case of immediate danger or an emergency, dial 1-1-2 (police, ambulance, fire brigade)

To file a report or ask for advice, contact Kaboom’s external, independent person of trust (can also be done anonymously): Carin van der Hor, +31 6 40016234 (available 24/7), [email protected]. More information can be found at jullievertrouwenspersonen.nl/.

For the Dutch cultural, creative sector, there is also an external, independent and central organization for support and advice for addressing transgressive behaviour: Moresonline: +31 88 1119950, [email protected]. More information can be found at www.mores.nl/.