Code of Conduct
This code promotes zero tolerance for harassment of any kind, including but not limited to sexual harassment and bullying. The commitments and definition herein promote the creation and strengthening of safe(r) spaces that uphold the equitable treatment of all people regardless of their various identities and positionalities, including gender identity, race, age, ability, ethnicity, culture, immigration status, sexual orientation and identity, class position and economic background, and religious belief and affiliation.
Have you experience or witnessed harassment but felt you couldn’t speak up?
If you are in a position of power, how have you responded to reports of harassment?.
How can we commit to creating safe(r) spaces in the performing arts?
SPEAK UP, SEEK SUPPORT, OR ASK FOR HELP when witnessing, experiencing, or suspecting any
form of harassment. Your silence may enable an abusive situation.
CREATE MECHANISMS and/or designate persons in your workplace to provide support when needed,
allowing people to raise their concerns without fear of retaliation. Listen and respond in a way that
safeguards the position of those speaking up.
COMMUNICATE your institution’s anti- harassment policies and zero-tolerance protocol clearly to
employees, partners, and colleagues at the outset of any work relationship.
WORK COLLECTIVELY to combat bias and stereotypes. Take deliberate steps to root them out and
minimize their impact.
FOSTER DIVERSITY in your role as curator, bandleader, conductor, director, producer, journalist,
audience member, artist, or in foundations, organizations, institutions, or non-profits. All people
benefit when Performing Arts spaces are diverse in gender, age, sexual orientation, race, culture,
nationality, class position, financial status, religious affiliation or differing ability.
A Safe(r)* Space is a balanced, healthy space where all people feel valued and respected.
*The term “safe(r)” espouses an intersectional approach to the term “safe,” acknowledging
that what is “safe” shifts depending on one’s various identities and positionalities.
Sexual harassment in the workplace is prohibited by law. Quid pro quo sexual
harassment is when a term or condition of employment is contingent upon the acceptance
of unwelcome sexual behavior. Hostile work environment sexual harassment is when
unwelcome sexual behavior of any kind creates an abusive work environment.
A Workplace, whether physical or virtual, can include but is not limited to a stage, dressing
room, office, recording studio, classroom, venue/club, jam session, workshop, residency,
rehearsal space, private residence/home studio, hotel room, gallery, social media platform,
and communication that involves professional matters.
Consent is a clear and unambiguous agreement to engage in a particular activity. It is
expressed outwardly through mutually understandable words or actions. Consent is
reciprocal and free of force. Minors, by virtue of being minors, cannot give consent.
Someone incapacitated due to drug, alcohol or other substance use cannot give consent.
What impacts consent?
Force, which can be physical, psychological or emotional. Examples include but are not
limited to: grabbing, touching, manipulation, stalking, exposing oneself, holding
someone down, using weapons, verbal threats, peer pressure, blackmail, guilt, or coercion
Power Dynamics, which exist in relationships between employer/employee, teacher/
student, bandleader/collaborator, director or producer/artist, festival promoter/artist,
manager/artist, booking agent/artist, artist/audience, etc.
Abuse of Power, which occurs when offenders use their position to control, manipulate or
take advantage of another. Prestige, elder status, institutional clout, or financial power
does not grant anyone permission to be abusive.
If you experience harassment of any kind involving the Department of Music, you are encouraged to bring it to the attention of the concert manager or the chair: https://www.bowdoin.edu/music/faculty-and-staff/