Introduction
The Istanbul Foundation for Culture and Arts (İKSV) operates on the principle of zero tolerance towards gender-based discrimination, harassment and violence. Through this document, İKSV sets out its institutional position and principles in writing, encouraging those who have been subjected to such conduct, or who believe they have witnessed it, to take the appropriate steps.
In cases where a violation is alleged, İKSV reserves the right to base its decisions on the statement of the person making the allegation, without requiring evidence to be deemed sufficient, and to decide that individuals against whom allegations have been made will not be permitted to take part in the Foundation's activities or event programmes.
All processes involving the Foundation are conducted with due care in accordance with the principles set out in this Policy Document.
Purpose and Scope
This Policy Document states that no acts or behaviours that may constitute gender-based discrimination, harassment or violence will be overlooked or tolerated at İKSV's events, in its working environment or in the course of its professional relationships. It aims to support relationships free from discrimination, harassment and violence, and to promote and encourage such relationships as part of its institutional culture.
Through this document, İKSV states its commitment to supporting efforts to raise awareness, take measures to prevent gender-based discrimination, harassment and violence, carefully assess allegations of harassment, violence and discrimination, ensure that investigation processes are conducted with respect for privacy and human dignity, and encourage those subjected to such conduct to take the appropriate steps. These efforts are intended to provide an environment in which individuals working at İKSV's events or offices, those attending its events, individuals or organisations contributing to its work processes, and its partners are not subjected to harassment, assault or discrimination on the grounds of race, religion, language, political opinion, sex, sexual orientation, gender identity, physical characteristics or any other reason in their dealings with İKSV.
This document applies to all individuals working at İKSV, attending its events as audience members or artists, or contributing to its work processes as volunteers, partners, contractors, sponsors or in other capacities. It also covers all physical and digital environments in which relationships with these stakeholders take place.
İKSV has used the guide Definitions Relating to Gender in Working Life, published by the Association for Gender Equality Policies (CEPD), and the Glossary of Concepts, published by the Association for Combating Sexual Violence, as reference documents for this Policy Document and the mechanisms to be implemented under it.
Violations of the principles and/or rules set out in this document may result in sanctions up to and including termination of employment contracts or working relationships, or referral of the matter to the relevant legal authorities.
Core Responsibilities
All individuals carrying out duties at İKSV are required to ensure that such conduct is prevented by fulfilling the following responsibilities:
- Everyone working at the Foundation or participating in its events must respect the fundamental rights of all individuals with whom they interact in the course of their work and refrain from demeaning, degrading, harassing, aggressive or hostile behaviour.
- Individuals who have been subjected to such conduct or who have witnessed it must report the matter to the relevant managers.
Examples of Conduct Constituting Violations1
The following are among the forms of conduct that will not be tolerated at İKSV events or in its working environment. This non-exhaustive list covers interactions between all stakeholders:
- Displaying negative attitudes towards individuals on the grounds of their sex, sexual orientation, language, religion, race, gender or any other expression of identity, or making discriminatory remarks or engaging in discriminatory conduct relating to these aspects of identity;
- Demeaning or shaming individuals because of their physical appearance;
- Excluding or demeaning a stakeholder in the workplace, systematically disregarding their views, silencing them or denying them the opportunity to speak;
- Expressing demeaning, belittling or reputation-damaging assessments of a piece of work or an individual's performance in public settings;
- Using insulting or humiliating language about stakeholders, or spreading unverified information about them, through verbal or digital communication channels;
- Creating a hostile working environment through intimidating, coercive or threatening behaviour;
- Making sexual innuendos or remarks alluding to sexual orientation, or making demeaning, humiliating or offensive jokes;
- Asking questions about individuals' sex lives or spreading rumours about them;
- Sending sexually explicit or disturbing messages, or making requests of a sexual nature, by telephone, email or social media;
- Repeatedly proposing dates or sexual relationships;
- Engaging in threats or blackmail of any kind, or exploiting a hierarchical position (power asymmetry) to exert power over employees or coerce them into certain behaviours through threats, pressure or manipulation;
- Making, storing or sharing audio, visual or written records that violate individuals' privacy without their consent, or using such records to threaten them;
- Displaying negative attitudes or behaviour towards, or retaliating against, individuals who wish to exercise or have exercised their right to lodge a complaint, or who support the complaints process;
- Explicitly or implicitly indicating to an individual that they will receive a benefit if they accept conduct or a proposal of a sexual or emotional nature (promise of reward);
- Any other conduct or attitudes involving discrimination, harassment or violence, including but not limited to those listed above.
Principles
All units and individuals involved in the process must adhere to the principles set out below at every stage, act in a manner that does not undermine the parties' sense of trust, and ensure that all support processes are structured in accordance with these principles.
Statement and Substantiation: Statements involving gender-based discrimination, violence, sexual harassment and/or assault are often expressed implicitly, while such acts usually occur between two individuals, making them difficult to prove. This discourages those subjected to such conduct from speaking out against the perpetrator or reporting the matter to the relevant authorities, contributing to their silence. This principle has been adopted in recognition of circumstances in which individuals subjected to such conduct may be unable to lodge a complaint due to gender inequality or other factors. It establishes that their statement is sufficient to initiate the review process without delay.
Principle of Confidentiality: İKSV examines allegations of gender-based discrimination, harassment and violence with full respect for the parties' right to privacy and the confidentiality of their private lives. All units and individuals involved in the process are required to conduct the review with due care, ensuring that the parties' reputations and personality rights are protected.
Principle of Non-Discrimination: The processes defined in this document apply without discrimination on the grounds of age, sexual orientation, gender identity or expression, sex characteristics, marital status, pregnancy, race, origin, language, religion, religious denomination, belief, ideology, physical appearance, disability, professional seniority, educational background, property, economic status or any other similar grounds.
Principle of Impartiality: Individuals who have a close relationship with the person against whom a complaint has been lodged may not undertake any role, including that of rapporteur, or participate in any capacity in the process concerning allegations of gender-based discrimination, violence, sexual harassment and/or sexual assault.
Principle of Urgency: Action is taken without delay in response to allegations of gender-based discrimination, violence, sexual harassment and/or sexual assault. In particular, immediate and active action is taken when:
- It is considered that the unwanted behaviour or conduct in question involves a serious threat or poses a danger, or that evidence may be lost;
- The conduct occurs between individuals in a hierarchical relationship characterised by an imbalance of power;
- The situation adversely affects the professional practice, career or employment of the person subjected to gender-based violence, sexual harassment, sexual assault and/or discrimination;
- It is considered that unwanted sexual advances are being used as a means of reward, retaliation or revenge.
Principle of Due Care and Prevention of Re-traumatisation: İKSV addresses allegations of discrimination, harassment and violence relating to incidents that occur in the context of working relationships and of which it becomes aware, with due care and without delay. Where the alleged violation is of a serious nature and one of the parties is a member of the İKSV team or one of its artists, İKSV makes the necessary arrangements for applicants to meet with a psychologist specialising in the relevant field within 10 days at the latest. Where a violation occurs between two audience members at an İKSV event, İKSV ensures the safety of the person subjected to the violation and facilitates the documentation of the incident. Where necessary, a legal adviser is also involved in the consultation process. If individuals fail to take action in response to allegations or attempt to conceal them, İKSV initiates proceedings concerning those individuals in accordance with its internal procedures and exercises the necessary care and diligence to prevent those affected from being re-traumatised.
Principle of Support Without Judgement: The purpose of this document is not to judge the applicant or the person against whom a complaint has been made on the basis of particular moral judgements, but to activate support mechanisms for the person subjected to the alleged statements or conduct. Support is also provided at the request of the person subjected to such conduct and at every stage of the process.
Principle of Voluntary Participation: İKSV employees and all stakeholders are informed of their rights and the available support mechanisms if they are subjected to or witness a violation. Voluntary participation is fundamental throughout the reporting process and at every subsequent stage. The decision to report the matter to law enforcement or judicial authorities rests entirely with the person subjected to the violation or the person who witnessed it. As a general rule, no action is taken without obtaining the explicit consent and freely expressed wishes of the person subjected to the violation.
This Policy Document has been prepared by drawing on policy documents, examples of good practice and relevant academic and legal sources from various institutions at national and international levels. İKSV undertakes to review this document regularly and make any necessary updates in line with changing needs and current standards.
This document was prepared by İKSV's Cultural Policy Studies Department.
1 For detailed information on forms of sexual violence in everyday life, see Association for Combating Sexual Violence, What Is Sexual Violence and What Is Not?(Available in Turkish only).