Music in the Regions (MiTR):
Code of Conduct
MitR’s vision is to contribute to a vibrant NSW classical music industry of world class standard that is accessible to and provides economic opportunities for regional NSW by providing career and performance pathways for classical musicians, foster the appreciation of classical music, and support equitable access to classical music performances, workshops and masterclasses in regional NSW. Our Code of Conduct sets clear expectations for how we undertake our work and interact with others consistent with our organisation values and conduct standards. It is expected that all of us – whether we are an employee, contractor or volunteer – will conduct ourselves in accordance with this Code of Conduct at all times. Scope This policy applies to all current officers and employees, contractors, and volunteers, wherever work is being conducted including social gatherings associated with performances and events. Expectations
Behave honestly and with integrity.
Act with due care and diligence.
Treat everyone with respect and courtesy and without harassment of any kind.
Comply with all applicable laws.
Maintain appropriate confidentiality.
Disclose and take reasonable steps to avoid any conflict of interest (real or perceived) in the course of their employment/engagement. Care should be taken in accepting gifts or benefits arising from your employment or engagement with MitR.
Use MitR resources in a proper manner.
Not make improper use of inside information, or your duties, status, power or authority to gain, or seek to gain, a benefit or advantage for yourself or any other person.
Behave in a way that upholds the integrity and reputation of MitR.
Refrain from acting in a way that discriminates, disrespects, harasses, sexually harasses, bullies, vilifies, victimises, demeans or is violent towards another person.
Comply with the Work Health and Safety Policy, including taking all reasonable care of your own health and safety and not adversely affecting the health and safety of others
Comply with the Drug and Alcohol Policy so that you are not adversely affected by alcohol or drugs in the workplace or at MitR related events.
Not provide false or misleading information in response to a request for information that is made for official purposes
Diversity and Inclusion
MitR undertakes to promote and support equity, diversity and inclusion in all its activities, through:
prohibiting any discrimination on unlawful grounds which includes a person’s age, race, sex, intersex status, sexual preference, gender identity, disability, marital/relationship/parental status, family responsibilities, religious belief or activity, political belief or activity, trade union activity, or a person’s association with someone who identifies with any of these attributes;
working to ensure equity and inclusion in all our practices and decisions including recruitment, selection, performance management, learning and development, talent identification, succession planning, promotion and retention;
ensuring that staff, particularly key decision makers, understand equity, diversity and inclusion and are aware of and understand unconscious biases in order to support decision making based on merit;
promoting and supporting flexible working practices;
building a safe, respectful and inclusive work environment by addressing any workplace behaviour that does not value diversity, equity and inclusion; and
increasing opportunities for First Nations people, organisations and communities to engage with MitR.
Sexual Harassment and Bullying Prevention
MitR is committed to eliminating sexual harassment and bullying from our workplace and has a ‘zero tolerance’ approach to sexual harassment in all its forms. This means that we will be proactive in eradicating any form of sexual harassment through:
making all MitR representatives aware of our expectations of behaviour througheffective communication, and training;
action and consequences that are appropriate and proportionate where sexualharassment has been found to have occurred;
encouraging an environment where people feel safe speaking up about sexualharassment they experience or know of;
supporting individuals who are impacted by sexual harassment, prioritising their safetyand care, and understanding how they would like an issue to be managed; and
treating any concerns raised with confidentiality and sensitivity.
Raising concerns / Whistle Blower
If you believe you have experienced or witnessed illegal or unethical behaviour you have a responsibility to do something about it. MitR will not tolerate anyone being discouraged from speaking up or being disadvantaged or otherwise subjected to detrimental conduct. Disciplinary action, up to and including termination of employment or engagement, may be imposed on anyone who disadvantages or subjects a person to detrimental conduct because they want to, or have, spoken up.
Modern Slavery
MitR and its suppliers shall not engage in any practices that constitute modern slavery including: people trafficking; slavery; servitude; forced labour; debt bondage; forced marriage; and deceptive recruitment.
Breaches of this Code of Conduct or MitR Policies
Breaches of MitR Policies including this Code of Conduct may be considered misconduct or potentially serious misconduct and therefore subject to management and/or disciplinary actions. In serious cases, or repeat cases, this may include termination of employment or engagement with MitR or reporting to police.