Mission:
Connection Centre is an organization that promotes connections between diverse groups through conversations, creative projects, sports, and recreation. Its goal is to connect cultures such as Dutch, Japanese, Chinese, Korean, and Indian, and to give people with disabilities a full and equal place in society. Inclusivity and diversity are central, with a specific focus on equality and social justice in areas such as ethnicity, gender, LGBTQIA+, and socioeconomic background.
Vision:
Connection Centre strives to create an environment where everyone is welcome to organize or participate in activities. Bringing people from diverse backgrounds together fosters understanding and respect. The organization promotes cultural representation, democracy, and offers space for self-criticism and new initiatives. Reliability and consistency are paramount, and Connection Centre strives to be a safe, accessible, and representative space for everyone.
Codes of conduct in the cultural sector:
Connection Centre uses three important codes:
* Governance Code Culture:Â
This code guarantees honest and independent management with attention to good governance and social value creation.
* Fair Practice Code:Â
Core values ​​such as solidarity, sustainability, and fairness are paramount. The organization strives for fair compensation, sustainable employability, and broad respect for diversity.
* Diversity & Inclusion Code:
The code focuses on broad representation and equal accessibility for everyone in Connection Centre, in keeping with the diversity of society.
Extensive description of codes of conduct
The Governance Code Culture specifically concerns the governance of Connection Centre. Connection Centre applies a good governance culture wherever possible, which means:
(1) Connection Centre focuses on creating value for and in society:
(a) Connection Centre achieves its social objective by creating, transferring, and/or preserving cultural value.
(b) Connection Centre applies the principles of the Governance Code for Culture and explains how it has done so (“apply and explain”). Connection Centre follows the recommendations and deviates from them only if justified (“apply or explain”).
(2) Connection Centre is mindful of its own integrity and role-conscious actions:
(c) The board is independent and acts with integrity. It is alert to conflicts of interest, avoids unwanted conflicts of interest, and handles conflicting interests transparently and carefully.
(d) The board is aware of its own role and the mutual division of tasks, responsibilities and powers and acts accordingly.
(3) Connection Centre focuses on careful management:
(e) The board is responsible for the general and daily management, functioning and results of Connection Centre.
(f) The board handles the people and resources of Connection Centre with care and responsibility.
(4) Connection Centre has the rules for proper supervision, but there is no Supervisory Board within Connection Centre.
The Fair Practice Code Culture
Connection Centre focuses on the application and implementation of the Fair Practice Code for Culture, which serves as a moral compass for everyone working in or with the cultural and creative sector, including Connection Centre volunteers. Attention is paid to the core values ​​of solidarity, sustainability, diversity, trust, and transparency, which are practically embodied in practices such as “Fair Share,” “Fair Pay,” and “Fair Chain.” When developing these core values, we must consider:
(1) solidarity:
(a)To the extent possible, work should be compensated for fairly, materially or immaterially;
(b) Fee guidelines are adhered to as much as possible. (Freelance) employees are compensated fairly and reasonably. Compensation agreements can be developed in any discipline, if they don’t already exist. Connection Centre also makes joint agreements on fair copyright fees for exploitation agreements, pursuant to Article 25c of the Copyright Act.
(c) Recognizing the importance of flexibility at Connection Centre, we carefully monitor the ratio of unpaid to paid staff, secondary employment conditions, and equal treatment. Therefore, offering a volunteer or internship position requires a clear definition of the role, the employment conditions, and appropriate compensation.
(d) Connection Centre works only with volunteers who work in accordance with the Fair Practice Code.
(2) sustainability:
(a) Connection Centre works with a focus on quality and the long term. This means investing in the potential and development of volunteers and that
(l) Training and opportunities for development are provided where possible;
(ll) Evaluation is part of the collaboration;
(lll) The board and volunteers take joint responsibility for preventing mental and physical strain;
(b)This means that the board and volunteers work together to develop a joint policy for responsible manufacturing behaviour;
(c) This means that all material and immaterial capital in the Connection Centre is handled constructively, with respect for personal investments in the cultural products.
(3) diversity:
(a) Connection Centre and volunteers work together to increase inclusivity within Connection Centre. This includes not only cultural or ethnic background, but also gender, sexual orientation, age, knowledge and skills, and socioeconomic background;
(b) Connection Centre and volunteers are jointly responsible for implementing the Cultural Diversity Code by carrying it out within Connection Centre and in the field, and by holding each other accountable for it;
(c) Connection Centre and volunteers jointly ensure broad representation in the public, programme and volunteer workers, and in representative bodies or policy-making processes;
(d) Where necessary, the structure of Connection Centre and the ’employment conditions’ will be adjusted accordingly.
(4) to trust:
(a) Within Connection Centre there is room for customization, for example in the area of ​​’business objectives’;
(b) There is a balance between transparency/bureaucracy on the one hand and the interests of the individual volunteers on the other;
(c) Quality is taken as a starting point;
(d) Connection Centre handles representation and mentioning with care, by ensuring ownership, source attribution and rights transfer;
(e) Connection Centre provides an accessible way of settling disputes, for example by joining the dispute committee for copyright contracts law;
(f) The parties will attempt to resolve any dispute by mutual agreement. The Copyright Contract Law Disputes Committee can assist with disputes concerning the exploitation agreement through mediation and binding advice.
(5) transparency:
(a) The ‘business operations’ of Connection Centre (from fund to self-employed person and everything in between) are as transparent as possible;
(b) Data about Connection Centre’s business operations are shared where possible and made accessible to a (wide) public, which provides insight into the situation;
(c) Connection Centre takes responsibility for applying the code through the ‘apply and explain principle’;
(d) Connection Centre pays attention to this in its project and annual reports;
(e) The Governance Code Culture is observed and promoted;
(f) Knowledge and expertise are shared wherever possible;
(g) The Fair Practice Code is also adhered to by Connection Centre and all those involved.
The themes of the Fair Practice Code for Culture are being developed within Connection Centre, although we are still working on this and will not have finalized it yet. The themes of the Fair Practice Code for Culture primarily concern:
(1)’professional’ development:
(a)there is (continuous) attention to structural feedback, such as intervision, coaching, buddies, etc.;
(b) There are growth and development paths for volunteers;
(c) there is (continuous) attention to developments such as expanding the network, providing inspiration, and attending events;
(d) there is room for creativity and ideas for Connection Centre;
(e) if necessary, further training and refresher training is provided for volunteers and board members.
(2) sustainability:
(a) there is (continuous) attention to the quality and employability of all volunteers;
(b)The board uses the knowledge and experience of Connection Centre sustainably;
(c) The board is familiar with the laws and regulations surrounding sustainability;
(d) Connection Centre dedicates time and attention to reflecting on its own performance and on the ambitions and training of volunteers and the board;
(e) Volunteers and the board are (continuously) focused on and working towards the ‘development’ of a sustainable planet (how do we limit the impact of our work on the planet?).
(3) healthy working:
(a) There is (continuous) attention to managing workload and overtime (particularly on weekends, evenings, and during vacations);
(b) volunteers and the board work to prevent burnout;
(c) the board provides “off” days for volunteers and a balanced distribution of work among them;
(d) the board arranges for other volunteers to cover for illness;
(e) the board ensures respectful interaction among volunteers.
(4) transparency in finance:
(a) The board provides clear guidelines regarding transparent financial accountability for volunteers and the board;
(b) the board shares financial information (expenses, expenditures, reserves, subsidies, donations, etc.) with all stakeholders.
(5) work safely:
(a)The board provides mandatory insurance for volunteers, interns, visitors, and management;
(b) The board ensures a safe working environment (health and safety guidelines are followed where applicable);
(b) There is a protocol for undesirable behavior and integrity violations;
(c) There is a confidential advisor;
(d) The Ministry of Social Affairs and Employment’s self-inspection tool is used.
(6) supervision:
(a)The board applies the Governance Code for Culture;
(b) the Connection Centre is well-managed and fair;
(c) there is continuity, trust, and legitimacy within the Connection Centre.
(7) copyright:
(a)The board provides fair recognition for the work and contributions of volunteers, tenants, and other stakeholders;
(b) payment is made, where applicable, for the rights of volunteers, tenants, and other stakeholders;
(c) Volunteers, tenants, and other stakeholders must protect their own copyrights, and the board keeps a close eye on these matters.
(8) fair practice:
(a)An annual meeting is held within Connection Centre to discuss Connection Centre’s fair practices with all employees;
(b) the board is a member of a trade association, arts association, interest group, and/or other network consultation, if applicable;
(c) the board shares its expertise with others in and outside Amstelveen (such as LKCA and Kunsten ’92);
(d) the volunteers and the board attend workshops and lectures.
(9) diversity and inclusion:
(a) The board applies the Diversity & Inclusion Code;
(b) Connection Centre’s buildings are accessible to people with disabilities;
(c) The board proactively seeks diversity in volunteer candidates;
(d) The board uses inclusive application procedures for this purpose;
(e) Connection Centre offers a welcoming work and living environment for everyone;
(f) Connection Centre fosters respectful interactions between volunteers, tenants, visitors, and the board;
(g) Connection Centre offers the opportunity to report inappropriate behavior.
(10) fair compensation:
(a) Connection Centre ensures fair pay, where applicable (guidelines exist);
(b) Connection Centre ensures fair sharing of all resources;
(c) Growth and inflation within the field are considered;
(d) Volunteer experience and responsibility are taken into account;
(e) solidarity is paramount, and where applicable, compensation and offers are based on market value;
(f) fair working relationships exist with freelancers, interns, and volunteers; (g) all agreements are recorded.
The Diversity & Inclusion Code
The Diversity & Inclusion Code is a code of conduct by, for, and within the Dutch cultural and creative sector regarding diversity and inclusion. The code is a self-regulatory tool. The goal of the code is for the cultural and creative sector to represent the broad diversity of Dutch society. A fundamental requirement is that the sector be equally accessible to everyone: as creators, producers, workers, and audience members. Connection Centre works on and with the Diversity & Inclusion Code. This way, Connection Centre becomes the domain of every Amstelveen resident, of everyone. Everyone (volunteers, tenants, visitors, and board members) contributes to this way of working and living in their own way. Within Connection Centre, everyone is valued, respected, heard, and feels at home.
The implementation, development, and realization of the Diversity & Inclusion Code within Connection Centre takes place in five steps. The five principles of the code form the foundation of these five steps. At each step, actions must be taken to achieve the desired result. The website www.codedi.nl provides guidance on implementing these actions.
(1) know where you stand.
The volunteers and the board ensure they are aware of their position regarding diversity and inclusion. They do this by identifying what’s going well and what needs attention, and by uncovering unconscious biases within Connection Centre. Volunteers and the board understand their strengths and areas for improvement. They ensure everyone knows what’s going well and what could be improved regarding diversity and inclusion within Connection Centre.
(2) integrate diversity and inclusion into your vision.
Connection Centre articulates in its mission, vision, and objectives what diversity and inclusion mean for its volunteers and the board. By integrating diversity and inclusion into Connection Centre’s vision, the board clarifies the need for change and makes this explicit.
(3) Create commitment and support. To work on diversity and inclusion, Connection Centre needs support and personal commitment throughout the organization. Everyone within Connection Centre shares ownership of the action plan.
(4) make a plan of action.
Connection Centre’s action plan is being developed based on the four Ps: program, audience, staff, and partners. This fall (2024), Connection Centre’s current position and desired situation will be formulated for each P. The four Ps are:
(a) program:
This concerns the products and services of KunstLokaal, in which different perspectives are presented and cultural, artistic and substantive quality is paramount.
(b) audience:
This concerns the purchasers of Connection Centre’s products and services, with all potential target groups being identified.
(c) staff:
This applies to all volunteers in Connection Centre. Connection Centre aims to represent the diversity of its community in the near future. Connection Centre must be accessible to everyone. Inclusive facilities, such as culturally specific holidays and workplace accessibility for people with disabilities, will be organized.
(d) partners:
This involves external parties (such as tenants) and organizations with which Connection Centre collaborates. KunstLokaal must determine whether the current partners align with Connection Centre’s wishes and perspectives on diversity and inclusion. Connection Centre seeks partnerships that broaden its own perspective.
(5) monitor and evaluate.
The implementation of Connection Centre’s action plan is continuously evaluated. Measures are being taken to ensure that diversity and inclusion efforts are being implemented.