Code of Conduct

This Code of Conduct describes the values that guide how we engage with one another during IDFA events and activities. It is not meant as a checklist of rules, but as a shared framework for creating a respectful, safe, and open environment for everyone involved in 
IDFA.

Everyone who participates in IDFA – including participants, contractors, volunteers, professional guests, audiences, partners, and board members – is expected to contribute to this culture.

When gathering at the festival and other IDFA-organized activities, all participants are treated as equals. We do not tolerate any form of favoritism, discrimination, exclusion, or harmful behavior. 

These expectations apply to all forms of interaction, including in-person encounters as well as communication via email, online platforms, and other digital environments connected to IDFA.

The external code of conduct applies to all participants, contractors, volunteers, professional guests, audiences, and relations, including the Managing Board and the Supervisory Board, as well as those fulfilling positions remotely who may be contracted as consultants (further referred to as “participants”, as seen under the “Definitions” section).

The external code of conduct explains the kind of behavior we strive for as a community, the behavior we do not tolerate, and the steps you can take if you encounter conduct that feels unsafe or unwelcome. You will also find information about the support the organization can 
offer in such situations.
 

Our goal is to ensure that IDFA is a safe, respectful, and inclusive environment for everyone involved - during the festival and throughout all IDFA-organized activities year-round. This Code of Conduct is one of the tools that helps us build and maintain that environment. 

This means we:

Treat each other with respect. We listen to one another, take different perspectives seriously, and communicate with care — even when we disagree.

Create space for different voices. We recognize that people have different backgrounds, experiences, and identities, and we actively make space for diverse perspectives.

Take responsibility for our behavior. We are aware that our words and actions affect others and remain open to feedback.
Respect boundaries. We respect each other’s physical and emotional boundaries and contribute to a safe and supportive environment.

Act with integrity and professionalism. We act with honesty, collaborate openly, and handle sensitive information with care and confidentiality where required.

Avoid assumptions and bias. We do not rely on stereotypes, prejudices, or assumptions when forming opinions about others.

Examples of respectful behavior
Respectful behavior at IDFA includes:

• listening to others and allowing space for different perspectives
• giving constructive feedback without humiliating or undermining others
• being mindful of language, tone, and cultural differences
• addressing conflicts directly and respectfully
• supporting collaborators, participants, and audiences
• recognizing and respecting personal and professional boundaries

If behavior does not align with this Code of Conduct, IDFA may take appropriate measures, including removal from the event or restriction from future participation. In serious situations, local authorities may be involved if necessary.

IDFA reserves the right to revoke entry or accreditation in cases of conduct that violates these guidelines.

People finding themselves in a situation where they feel their safety is at risk, or who become aware of an attendee acting in violation of this code of conduct, should immediately report the situation to codeofconduct@idfa.nl. The email will be received by the HR Manager.

• Police Netherlands
  If you are in an emergency and require urgent police assistance, you should always call 112. For non-emergency matters that still require police assistance, call 0900-8844. If you have to call the Dutch police from abroad, you can use +31 34 357 88 44. Website Police Netherlands
   
• Sexual Assault Center Netherlands
  Did you experience sexual assault? Or did you experience online sexual violence? Do you need help or do you have questions? The CSG can help and are here for you day and night. You can reach them by telephone 24 hours a day on 0800-0188. Note: the crisis phone number is only available for people calling from the Netherlands. If you need help outside the Netherlands, you can reach them via chat. Website Centrum Seksueel Geweld 

Participants
Participants of IDFA are all, without exception, subject to the code of conduct. The following are defined considered participants:

• Employees
• Accredited guests
• Contractors engaged at festival locations
• Film professionals, including training program participants and tutors
• Managing Board members
• Supervisory Board members
• Visitors, including users of our online platforms
• Partners
• Funding bodies
• Stakeholders
• Members of the Press
• Volunteers
• Suppliers
• All other attendees and audience members

At IDFA, we aim to create an environment where everyone feels safe, respected, and welcome.

Some behaviors are simply not compatible with that environment. We do not accept any form of: harassment, discrimination, intimidation, bullying, aggression, or abuse of power.

This applies to all interactions - in person, online, and in any setting connected to IDFA.

What this means in practice
We expect everyone to contribute to a positive and respectful atmosphere. This also means being aware of behavior that can harm others - even if it may not be intended that way.

Examples of unacceptable behavior include:

•  intimidating, aggressive, or threatening conduct
• humiliating, belittling, or excluding others
• making offensive, discriminatory, or stereotypical remarks
• unwanted physical contact or sexual attention
• pressuring others or crossing personal boundaries
• abusing a position of power or influence
• sharing harmful rumors or deliberately undermining someone
• withholding information or access in a way that disadvantages others

Discrimination
We do not tolerate discrimination in any form.

This includes unfair treatment or exclusion based on, for example: race, gender, gender identity, sexual orientation, religion, disability, age, nationality, or any other aspect of someone’s identity.

Sexual harassment
Sexual harassment refers to any unwanted behavior of a sexual nature that makes someone feel uncomfortable, unsafe, or disrespected.

This can include:

• unwanted physical contact
• sexual comments, jokes, or gestures
• asking invasive or inappropriate personal questions
• requesting sexual favors or creating pressure in any form

1. Introduction

This complaint protocol outlines the procedure for submitting, handling, and resolving complaints within IDFA. Wherever IDFA is mentioned, this also includes the IDFA Bertha Fund. The goal is to handle complaints efficiently and transparently and to strive for a solution acceptable to all parties involved.

2. Definitions

• Complaint: An expression of dissatisfaction with regards to, and/or violation of the Code of Conduct during an incident or situation related to IDFA activities and/or participants
• Complainant: The person or organization filing a complaint.

3. Complaints can be submitted in the following ways:

• Directly to a member of IDFA staff
• In writing by mail to: codeofconduct@idfa.nl received by HR Manager.

4. A complaint should include at least the following information:

• Name and contact details of the complainant.
• Date of the incident or situation being complained about.
• A clear description of the complaint.
• Any relevant documents or evidence if possible.

5. Within 5 working days of receiving the complaint, the complainant will receive a written or electronic acknowledgment of receipt. This acknowledgment will include:

• The date of receipt.
• A brief summary of the complaint.
• The expected time frame for a response.
• The contact information and name of designated complaint officer.

6. The complaint will be handled by a designated complaint officer or a special complaint committee. IDFA will ensure that the person(s) handling the complaint are independent, and not directly connected to the reported situation or the people involved. The steps are as follows:

• Investigation: The complaint officer investigates the complaint by gathering relevant information and, if necessary, hearing from involved parties.
• Consultation: If needed, consultation with involved parties takes place to clarify the situation and discuss possible solutions.
• Decision: A decision is made within 40 working days of receiving the complaint. This decision is communicated in writing or by email to the complainant.

7. The response to the complaint will include:

• A summary of the findings from the investigation.
• The decision made and the rationale behind it.
• Any measures taken to resolve the complaint.
• Information on the possibility of objection or appeal if the complainant disagrees with the decision.

8. Objection and Appeal

If the complainant is not satisfied with the handling of the complaint, they can file a written objection within 10 working days of receiving the decision. This objection will be handled by an independent committee or a higher-level manager within the organization.

9. Documentation and Reporting

All complaints and their resolutions are recorded and kept for at least 2 years. Regular reports on the number and nature of complaints are provided to management for evaluation and service improvement.

10. Confidentiality

All complaints are handled confidentially. Personal data and the content of the complaints are only shared with those involved in handling the complaint.

11. Evaluation

This complaints protocol is evaluated annually and adjusted if necessary to improve the procedure.