A code of conduct outlines how your organization believes it should treat each other. It works best when these rules are developed and approved in collaboration with the organization. You can use the code of conduct for the music sector or adapt it for your own organization: "Creating a safe music sector together."Once the code of conduct is in place, it's important that everyone is aware of its rules. Make sure all your employees, including freelancers, artists, and volunteers, can find, understand, and endorse it as part of a contract. Also, discuss it regularly with everyone who works for your organization, for example, during performance reviews.

Convey that inappropriate behavior is absolutely unacceptable and explain why you consider it important. Clearly document policies and measures. Ensure sufficient budget, staffing, and resources to actually implement these policies, so they become more than just a paper reality. Read the SER's "Tackling Undesirable Behavior in the Workplace" guidelines here for more tips.

If managers engage in inappropriate behavior, it damages the credibility of the codes of conduct and policies. Employees are therefore less likely to commit to them.

Check how the work culture within your organization is perceived, for example, by asking about it in an employee satisfaction survey. If it turns out the culture isn't perceived as safe, it's important to take action. Consider involving an external expert for this.

Make inappropriate behavior a topic of discussion. Lower the barriers people feel to speaking up. Provide an independent and expert confidential counselor, ensure the code of conduct is visible in the work environment, and provide effective information and training on inappropriate behavior. This can have a preventative effect.

Despite the measures you take, inappropriate behavior can still occur. Ensure people can report such incidents. Establish a complaints procedure and share it with the entire organization. Also, establish an independent complaints committee to investigate these reports. Read more below about how to handle incoming reports.

It's often a big step with the person who filed the report, often accompanied by feelings of shame and guilt. Talk to them, but realize that this can be difficult for the person on the other side of the table. Tips for this conversation:Choose the right time and place. Make sure you can take your time, that others won't disturb you, and that everyone feels safe.Acknowledge the feelings. Listen carefully and ask open-ended questions. It's important that someone can share their full story with you.Never blame the victim. Responsibility always lies with the person engaging in inappropriate behavior. Also, don't ask "why" the victim acted a certain way.Discuss the next step. Find out what the person hopes to achieve by reporting the incident. Ask if a mutual resolution is conceivable, perhaps through mediation. Then explain the steps the organization will take.

It's important to investigate a report quickly but thoroughly. How do you go about it?Appoint an investigator. Ensure an objective and independent investigator is appointed. This investigator will determine the necessary steps. Remember: doing nothing is not an option. Temporary measures can be implemented until the investigation results are known.Be discreet. Discuss the investigation only with those directly involved and avoid sharing it within the organization. This is in the best interest of both the victim and the accused.Consider both sides. Both the reporter and the accused are entitled to (legal) assistance, so share the options available with them. Hearing both sides of the story is also essential in your investigation; ensure an objective investigator is available who will not pass judgment during the ongoing investigation.Document. Record what is discussed in the discussions and have everyone present confirm that this record is accurate. This prevents a dispute from arising later.Communicate with those involved. Provide feedback to the complainant and the defendant on the investigation's findings. Also indicate what measures you will take.

Based on the investigation, determine what measures are needed. This may include an informal conversation with the accused, but also formal interventions such as mediation. In extreme cases, a report may be filed.

Even after the investigation has been completed, remain in contact with those involved. Check in with the victim and verify that the inappropriate behavior has truly stopped.The situation may cause unrest within the organization, so be aware of this. Sometimes it's necessary to discuss this with employees to build support for the measures taken.