We are proud to be a diverse organisation that celebrates different cultures and brings together people of different backgrounds, perspectives and opinions. We attach great importance to a safe and inclusive work environment and encourage an open attitude in which everyone feels comfortable.
With this code of conduct we have defined a number of Mediamatic’s core values, in order to keep everyone involved in our organisation aligned with principles on how we want to treat one another and in order to observe possible shortcomings and violations. As representatives of Mediamatic, team members hold an additional responsibility to apply common sense and personal integrity in their interactions with others and to discuss behavioural issues in an open and cordial manner. This code of conduct does not claim to be exhaustive and is reviewed on a regular basis. This code of conduct applies to all activities at Mediamatic, including public or private events organised by Mediamatic. In the event of problems or complaints, Mediamatic's external confidential counselor can be contacted. The counselor can listen and, if necessary, take the right measures to resolve the problems or complaints.
Respect for everybody
Mediamatic endorses every person’s right to full respect within the workplace. This also applies to our partners and all people involved with Mediamatic. Our team members are given equal opportunity to express themselves, perform their job and develop professionally, regardless of differences in background. This code of conduct applies to Mediamatic as a whole, regardless of the status of the employee, or the level of authority or duties.
We value and encourage openness at Mediamatic. At the same time, we ask team members to be considerate, sensitive and to respect boundaries. In addition, we want extra attention to be paid to boundaries that may exist for reasons such as socio-cultural context, opinions, personal preferences and sexual orientation. When it comes to addressing sensitive topics or asking people to disclose private or personal information, we recommend being mindful of the personal boundaries of others and using the appropriate tone. If you are faced with a comment or discussion that you find inappropriate or disrespectful, we ask that you express your views clearly in a direct and friendly manner, in order to change the direction of the conversation.
We pride ourselves in being a multicultural work environment and offer full attention to the different needs and preferences of our team members. We do this by creating space for diversity and celebrating the many cultures of our team members.
Cultural diversity and racism
We consider a person’s cultural background to be a reflection of their ethnic background, place of birth, physical appearance, language and origin. We are against the discriminatory practice of racism, including the color of someone's skin or their physical features. Team members should pay particular attention in racial majority groups to ensure everyone is included and has equal opportunity to participate.
Sexism and Gender
We are opposed to the discriminatory practice of sexism, which assumes that someone's gender or gender identity implies an inherent ability. Team members should pay particular attention to majority groups that identify as one gender to ensure everyone is included and has an equal opportunity to participate. We agree that gender is not determined by biology, appearance or sex, but rather by personal choice. We understand that gender has a varying importance in determining an individual's identity, based on cultural background and life experiences.
Discrimination and nepotism
We do not condone discrimination against anyone. Discrimination can occur by way of corporate or social norms that are not applied equally to all employees or individuals, such as hiring based on unequal standards. Sometimes discrimination takes place by giving unfair advantages to employees based on, for example, favouritism or nepotism (e.g. training, promotions, raises, etc.) Or the judgement of criteria that are not applied to others through equal standards.
Harassment engenders feelings of insecurity through unwanted social behaviour. It can take the form of unsolicited and often persistent attention of a personal nature, or the crossing of personal boundaries, despite warning attempts. It can also take the form of teasing, bullying, prejudice, unfounded and unjust criticism, or an unfounded and unfair tone. Team Members are required to either act immediately or report situations where they directly experience such harassment, either as a victim or bystander. Especially if it directly affects them and especially if it is a repeated action. Mediamatic expects its team members to refrain from this behaviour at all times, both within and outside the workplace, online and offline.
Ableism is the discrimination and social favouring of people with disabilities. Ableism classifies groups of people as lesser and creates offensive stereotypes, misperceptions, and generalisations about people with disabilities. We strive to be aware of this in our daily undertakings and for our workshops and activities we facilitate access to our location as much as possible.
Acting with integrity: (unwanted) conflicts of interest and conflicting interest
In accordance with the Culture Governance Code 2019, some interests or functions may overlap. Conflicts of interest can be useful or necessary for cultural organisations. But some forms of conflict of interest are undesirable, for example if the independence of the person in question is at stake. A conflict of interest involves a direct or indirect personal interest that is such that the interests of the cultural organisation can no longer be represented in an honest, objective and unbiased manner.
Accountability and applicability
Everyone at Mediamatic is expected to keep the organisation and themselves to standards of excellence, and at least meet the objectives and tasks discussed with funds, partners and team members.
In addition, all employees are expected to make efforts to meet expectations, provided there is a reasonable opportunity to do so. On a personal level, team members exercise personal responsibility by setting achievable goals, respecting deadlines and their colleagues’ timetable, making every effort to honour previously made commitments, and not putting the blame on others when a promise is not kept.
We actively work to prevent undesirable behaviour and communicate about this Code of Conduct, to which adherence is the policy. With this code of conduct we indicate the limits of what kind of behaviour does and does not belong at Mediamatic.
The above should not limit the personal responsibility of those involved; communication about this is to be open and respectful.
Mediamatic, the organisation
The board of the Mediamatic Foundation is responsible for the general and day-to-day management, performance and results of the organisation. It carries out its duties the organisation's social objective in mind: 'The promotion of new art forms, to be achieved through, for example, assisting artists and designers with the research, production, presentation and publication of their work'. The board balances the artistic and business interests of the organisation and those of the internal and external stakeholders in a careful and even manner.
Mediamatic is a foundation. The Mediamatic Foundation uses the supervisory board model as its management model. This means that responsibility for the foundation's success is vested - in Mediamatic’s case - in the two-headed management (the managing directors) and that the supervisory board supervises it, provides advice (solicited and unsolicited) and acts as employer of the board. This translates into the following activities:
The Supervisory Board oversees:
- Achieving the social objective of the organisation
- The strategy, identity and continuity of the organisation
- Relations with public and private financiers
- The dialogue with internal and external stakeholders
- Compliance with Laws and Regulations
- Operations, risk management and business policy
As an advisor, the Supervisory Board offers:
- Solicited and unsolicited advice on board decisions
As Employer of the Board, the Supervisory Board is responsible for
- A profile description of the board
- Terms of employment and remuneration
- Assessment, suspension and dismissal
- At least once a year, the Supervisory Board discusses the performance of the Board and its mutual collaboration. Feedback from the organisation and stakeholders is drawn upon for this (360 degree feedback).
We want our activity to be transparent, both on an artistic and organisational level. This means publicising our successes as well as our obstacles on the website. Administrative references such as policy plans can also be found on the website. Are you interested in our policy but not succeeding in finding it? Send your question to firstname.lastname@example.org and we will do what we can to provide you with the right information.