DURAL MUSICAL SOCIETY – CODE OF CONDUCT

This Code of Conduct outlines Dural Musical Society’s (the Organisation) expectations regarding the behaviour of individuals participating in its activities. It applies to all volunteers, financial members, contractors, and employees.

Aim

This Code of Conduct supports the Organisation’s commitment to achieving the highest standards of ethical conduct, values, and behaviour. It outlines the principles that underpin a positive, respectful, and inclusive theatre culture. The Organisation promotes and upholds the values of honesty, trust, respect, accountability, and fairness in all interactions and activities.

Incorporation of Other Standards

The Organisation requires all volunteers, financial members, contractors, and employees. to comply with all applicable laws, regulations, and policies governing its activities.

The Organisation is committed to ensuring the safety and wellbeing of all children and young people involved in its productions. The safety of children and young people is paramount, and all volunteers, financial members, contractors, and employees are responsible for supporting their inclusion, supervision, identity, cultural safety, rights, and voices at all times. We strive to create safe environments where children and young people are meaningfully involved in decisions that affect them. All volunteers, financial members, contractors, and employees understand their responsibilities in identifying and reporting any suspected child abuse or neglect to the appropriate authorities. Mandatory reporters acknowledge their duty of care to report any concerns regarding the safety of a child or young person. Child safety is everyone’s responsibility.

The Organisation complies with the requirements of the Child Protection (Working with Children) Act 2012, the Child Protection (Working with Children) Regulation 2013, and the Working with Children Check requirements set out by the Office of the Children’s Guardian. All adults involved in productions or other activities that include children and/or young people must hold a current and valid NSW Working with Children Check.

In addition to the above requirements, all volunteers, financial members, contractors, and employees are expected to:

  • Treat all individuals with dignity and courtesy;
  • Act with fairness, consideration, and honesty in all interactions;
  • Refrain from any behaviour that may bring the Organisation into disrepute;
  • Demonstrate self-control, respect, and professionalism in all activities;
  • Conduct themselves courteously in interactions with fellow participants and the broader community; and
  • Comply with this Code of Conduct and any applicable conditions of use for venues associated with the Organisation’s activities.

Discrimination

Discrimination refers to any behaviour or practice that assumes the superiority of one individual or group over another, or disadvantages a person based on their actual or perceived membership of a particular group. This may include, but is not limited to, less favourable treatment, unfair exclusion, or the use of discriminatory language or questioning.

The Organisation maintains a zero‑tolerance approach to discrimination and will not permit such behaviour in any form. All volunteers, financial members, contractors, and employees are expected to uphold and respect the rights, dignity, and worth of others, regardless of gender, ability, sexual orientation, cultural background, religion, or physical or psychological attributes.

Harassment

The Organisation maintains a zero‑tolerance approach to harassment and will not permit such behaviour in any form. Harassment is defined as repeated conduct or behaviour that is unwelcome or unsolicited, and which a reasonable person would consider offensive, humiliating, or intimidating.

Harassment can occur regardless of intent; behaviour may constitute harassment even if it was not meant to cause harm. It may also be unlawful where it involves unwelcome or offensive actions related to personal characteristics protected under applicable legislation.

Sexual Harassment

The Organisation maintains a zero‑tolerance approach to sexual harassment and will not permit such behaviour in any form. Sexual harassment includes any unwelcome advances, requests for sexual favours, or other conduct of a sexual nature that a reasonable person would find offensive, intimidating, or humiliating.

Interactions based on mutual attraction, friendship, and respect are not considered sexual harassment, provided they are fully consensual, welcomed, and reciprocated by all parties involved.

Bullying

The Organisation maintains a zero‑tolerance approach to bullying and will not permit such behaviour in any form. Bullying is defined as any conduct that intimidates, offends, degrades, insults, or humiliates another person. It may take various forms, including physical, verbal, sexual, exclusionary, discriminatory, or visual behaviour, and can occur both in person and online (including cyberbullying).

Individuals who believe they have experienced discrimination, harassment, sexual harassment, or bullying are encouraged to raise their concerns in the first instance with the Production Manager. Where this is not appropriate or possible, concerns may be directed to the President.

Grievances, Complaints, and Procedures

The Organisation is committed to providing an environment in which all concerns raised by volunteers, financial members, contractors, and employees are addressed in a timely, fair, and appropriate manner.

A grievance or complaint may be raised in relation to the conduct or actions of another member, volunteer, contractor, or employee. A grievance is defined as a concern or complaint regarding a situation that the complainant considers to be wrong, unjust, unreasonable, or discriminatory.

Principles:

In raising and managing grievances, the following principles apply:

  • Complainants must not lodge grievances that are frivolous, vexatious, or made in bad faith;
  • All grievances, and information obtained through the grievance process, must be handled confidentially, in accordance with privacy requirements;
  • Concerns should be raised as soon as practicable after the relevant incident occurs; and
  • The principles of natural justice will be upheld throughout the process. This includes ensuring that any person subject to a grievance is informed of the nature and details of the complaint, provided with an opportunity to respond, heard by an impartial decision-maker, and permitted to have a support person or witness present.

Procedures

The following procedures apply to the management of grievances:

  • Complainants are encouraged to attempt to resolve concerns directly with the relevant party, where appropriate, through respectful face‑to‑face discussion;
  • Where a grievance cannot be resolved informally, the complainant must submit their concerns in writing, outlining the nature and grounds of the grievance, to the President, or to the Vice President where the grievance relates to the President;
  • The President, or their nominated representative, will arrange an initial meeting with the complainant to discuss the matter and may request additional information, which the complainant is expected to provide;
  • The complainant may be accompanied by an independent support person or witness at any meetings;
  • The President, or their nominee, will provide written acknowledgement of the grievance within seven days of receipt;
  • Where a grievance involves another individual, that person will be notified in writing within seven days of the grievance being lodged. A copy of the written grievance will not be provided without the express consent of the complainant; and
  • Wherever possible, grievances should be resolved within six weeks of being formally lodged.

The outcomes of a formal grievance process may include, but are not limited to, recommendations to amend policies or practices, agreements between parties regarding future interactions, access to training and development opportunities, or disciplinary action. Disciplinary measures may include restrictions on membership of the Organisation or formal employment review, in accordance with employment agreements and the relevant Employment Award.

Where a person is dissatisfied with the outcome of a grievance, they may pursue an appeal or raise the matter with an appropriate external agency or mediation service, as applicable.

Communication

The Organisation will communicate and make this Code of Conduct accessible to its officers, volunteers, financial members, contractors, employees, and other relevant individuals associated with its activities as follows:

  • It will be published and maintained on the Organisation’s website at duralmusicalsociety.org;
  • It will be provided to individuals upon commencement of employment, engagement, or involvement in relevant activities with the Organisation;
  • It will be included in briefings for significant events and activities coordinated by the Organisation; and
  • It will be made available upon request through the Secretary of the Organisation.

Review

The Organisation welcomes feedback on this Code of Conduct and encourages all stakeholders to provide comments, questions, or concerns. Correspondence can be directed via email to hello@duralmusicalsociety.org.

The Organisation is committed to continuous improvement, and this document will be reviewed and updated periodically. The current version of the Code of Conduct will be the version published on the Organisation’s website at www.duralmusicalsociety.org, regardless of whether individual notification of changes has been provided.

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