WHAT IS THIS AND WHY IS IT IMPORTANT?

The goal of this code of conduct is to create a safer environment for participants at all levels of artistic production. This document communicates our expectations for conduct and establishes a structure for when we make mistakes. Creating a respectful and safe environment is one of our highest priorities, and fostering this culture is the continuing responsibility of everyone who works here.

We see this code of conduct as a living document, reflecting The Voxel’s priorities and policies as we continue to learn and grow. As Maya Angelou put it: “When you know better, do better.”

WE ARE COMMITTED TO

Providing a respectful environment, regardless of race, gender identity and expression, sexual orientation, disability, physical appearance, body size, age, religion, or ethnic origin.

Responding to mistakes openly, thoughtfully, and compassionately.

Establishing collective agreements for a clear understanding of expectations and of resolution paths if conflicts arise.

OUR EXPECTATIONS

• Listen to and respect boundaries.
• Use people’s desired names and pronouns. If you aren’t sure how someone would like to be identified, ask them and adhere to that identification.
• Hateful, gendered, or racially prejudiced language is unacceptable.
• Sexual or verbal harassment of any kind will be not be tolerated.
• Harassment includes any unwanted or inappropriate physical contact such as touching, kissing, and hugging outside the boundaries of consent or production content; Any unwanted or inappropriate sexualized or violent language outside the boundaries of consent or production content; deliberate intimidation; stalking; following; harassing photography or recording; unwelcome sexual attention. Anyone asked to stop any harassing behavior is expected to do so immediately.
• We encourage, but do not strictly require, guest artists to assign two people within their team to serve as figures to whom participants can share concerns or report issues. These people should be figures of authority within the artistic team who can receive and process concerns. Giving people a clear avenue for safely resolving concerns is an important tool for maintaining a safe environment.
• Finally, when mistakes happen, we expect both ourselves and our guests to treat the resolution as an opportunity for growth. We’re here to support each other!

RESOLVING CONCERNS

If you have been the object of, or a witness to, harmful behavior, here are the steps we ask you to take.

First: Many concerns can be resolved through direct conversation with each other. If a problem arises, first consider if you can work it out by discussing your concerns directly. Sharing and hearing concerns with openness and respect can prevent situations from escalating. Although it is sometimes difficult or impossible to do so, we encourage you to try to address the situation as it is happening.

Second: If direct communication has failed, or if you do not feel comfortable directly approaching the person, the next step is to talk to the designated people within the artistic team, if available. They should facilitate a conversation, make necessary adjustments, or otherwise propose an appropriate response.

Third: If previous steps have failed to resolve your concern, please talk to Voxel staff. We encourage you to report your concerns in writing, and Voxel staff will also keep a written record of concerns. We will work to propose a response, conversation, or other resolution.

You can report concerns to:

• Liz DeRoche — Venue Manager ([email protected])
• Christopher Ashworth — Founder ([email protected])

Finally: If you are harassed, or if you notice harassment of another person, it is important to report the incident. We also know that it can be scary for the person being harassed to report, so if you notice harassment please help them out by letting us know. We will keep your identity private unless you say it is okay to share. We will do our best to respond to harassment claims with a proposed solution within three working days. Please email [email protected] with the following information:

1. The names of the people involved
2. A description of the incident, including where and when it took place
3. Any context for the incident that you think is important to share

LEGAL REMEDIES

In the event of civil or criminal misconduct or liability, this Code of Conduct is not a replacement for legal advice or action, nor does it stand instead of local, state, or federal law.

LAST BUT NOT LEAST

A few suggestions that we think can help:

• Express respect through active listening.
• Speak from your own experiences; speak from a place of “I”.
• Assume good intent, and ask for clarification when needed.
• Meet one another where we are.
• Be curious.
• Be open to learning.
• Ask questions as you have them.

Thank you for taking the time to read this code of conduct. We are so glad you’re here, and grateful for the chance to work with you.

Credits

Some of the language used in this Code of Conduct is adapted from:

• The Chicago Theatre Standards (CTS). This is a free document available online at notinourhouse.org.
• The Power Dynamics and Harm statement used by Acme Theatre, written by Lola Pierson.
• The Figure 53 Handbook, written by Cricket Arrison and Chris Ashworth.