GLOBE ART POINT’S CODE OF ETHICS & SAFER SPACE GUIDELINES
Every person at G.A.P – a board member, member of staff, and other people connected to us are asked to follow our Code of Ethics:
- to act honestly, truthfully and with integrity in all our actions and projects of G.A.P;
- to avoid conflicts of interest and resolve any situation with mutual understanding;
- to treat every individual with dignity and respect;
- to be responsible, transparent and accountable for all of our actions;
- to be willing to improve the accountability, transparency, ethical conduct and effectiveness of our actions
- to credit people for their actions enhancing G.A.P’s mission
- to not assume anything, ask and discuss
GLOBE ART POINT’S ANTI-HARASSMENT POLICY
The association strives to create and maintain a work environment in which people are treated with dignity, decency and respect. The work environment should be characterized by mutual trust and the absence of intimidation, oppression and exploitation. The association will not tolerate unlawful discrimination or harassment of any kind. Through enforcement of this policy and by the education of employees (staff) and board members, Globe Art Point will seek to prevent, correct and discipline behaviour that violates this policy.
All board members and employees, regardless of their positions, are covered by and are expected to comply with this policy and to take appropriate measures to ensure that prohibited conduct does not occur. Appropriate disciplinary action will be taken against any person who violates this policy.
Harassment and inappropriate treatment
Every member of the work community is responsible for the well-being and atmosphere of the work community. Inappropriate treatment refers to harassment, bullying and other inappropriate behaviour in the workplace. Every member of the work community can be found guilty of inappropriate treatment, either alone or together with others. Both workers and supervisors can be subjects of inappropriate treatment.
What is considered inappropriate treatment?
Inappropriate treatment may occur as:
- belittling or ignoring
- mocking a person’s individual characteristics, traits or personal life
- exceeding one’s managerial authority
- humiliating treatment
- changing the agreed rules unilaterally
- discrimination or favouring
- misogyny and/or misandry
- verbal harassment includes comments that are offensive or unwelcome regarding a person’s national origin, race, colour, religion, gender, sexual orientation, age, body, disability or appearance, including epithets, slurs and negative stereotyping
- abusive messages, emails and any other forms of communication that involves any of the points stated above
Inappropriate treatment may be associated with a person or work. It is often systematic and continuous, but individual, less serious actions can also be considered inappropriate treatment. Inappropriate treatment can be in written forms, verbal or non-verbal. It can occur as gestures or expressions.
Inappropriate treatment may also be harassment. According to the Occupational Safety and Health Act (738/2002), harassment is inappropriate treatment that may cause hazards or risks to a person’s health or safety.
What is not inappropriate treatment (based on Finnish legislation):
- actions that fall under the employer’s managerial authority
- normal decision-making related to work or processing various interpretations
- handling problems related to work or work tasks between members of the work community
- justified disciplinary actions
- referring an employee to occupational health care
Globe Art Point joined the Discrimination-Free-Campaign in June 2020 and the association hereby declares itself a discrimination-free zone.
Instructions to reduce inappropriate treatment and harassment, to report and to take actions
Every year Globe Art Point’s board appoints a member of the board to be the responsible person for the investigation of the anti-harassment procedure together with a deputy member to substitute the first person (in cases which the investigator him/herself/themselves is/are the harasser). The responsibility of this person is to make a report and to share it in confidentiality with the board. The current anti-harrasment contact persons are the board members Saskia Signori & Emmi Komlosi.
To whom and how it should be reported:
1. The issue must be addressed in a written format to the responsible person, in cases in which the responsible person is the harasser the report must be sent to the deputy member.
2. The responsible person makes a report and shares it with the board in confidentiality and in absence of the harasser.
3. The board will take necessary actions based on each reported case.
4. In case the board decides that the written complaint report is harassment or inappropriate behaviour, the necessary actions will be taken according to the seriousness of the matter.
Actions will be taken as follow:
- Open dialogue
- Written warnings
- If the harassment continues further actions can be taken, and the board will ask the harasser to leave the association with immediate effect
For further information visit The Centre for Occupational Safety.
SAFER SPACE GUIDELINES
- This event is a discrimination-free and harassment-free zone.
- Do not assume anything. Ask, listen and discuss.
- Treat every individual with dignity and respect.
- Act honestly, truthfully and with integrity.
- Avoid conflicts. Every disagreement can be solved peacefully.
- Be transparent and accountable for all of your actions.
- If you face any issues or experience violation to this guideline, please contact the organisers of the event.