This code is collectively written and owned by all participants, it is to be intentionally and actively applied.
The Code is an unfixed map, constantly adaptable, and changes form according to changing conditions.
We are a collective of human beings. We make art and we think. We are members of the Artez academic community. We declare that we act respectfully towards one another as human beings.
Feminism, Queer-affirmation, Anti-racism, anti-xenophobia, we strive not 'other' anyone, we collect, we keep our minds open, we move, we do not fix ourselves, we accept all belief systems and respect each others faith, we include differences of ability, we challenge our assumptions and welcome challenges of our assumptions, we criticise our actions and welcome criticism of our actions, we energize, we represent objects, we represent people, we represent ideas.
a) We each own our image and it cannot be used without our consent. Including session recordings.
b) At the end of the process we will review how we are being represented before anything is made public. Our own images and representations will only be made public with consent.
a) everyone owns their own experience and the right to communicate it. It is not anyone
else’s right to access, describe, or represent another’s experience without consent and collaboration.
b) likewise method, we each have ownership of our method, and while it can be critiqued it
cannot be appropriated by other members of the group.
a) If comfortable State your preferred pronouns and include them in your Teams tag.
b) If you prefer to identify other signifiers by which you prefer to be known, we welcome this and will make the same commitment to recognising them. i.e nationality, ethnicity.
Ask everyone if they are ok giving this detail in the group , if not we will refer to them by their name only or they/them.
private dissent is crucial - contact SOL if you ae uncomfortable with this process. this will be reviewed and/or enacted on session 2 (wed 6)
we will not accept hurtful or racially, sexually, gendered, classist, or otherwise offensive behaviour.
There are three principles to accommodating supportive behaviour.
Principle 1: Conditions and assumptions
We strive to create conditions for everyone to feel comfortable.
We choose to assume that people have good intentions, but their behaviour may not always reflect those intentions.
Principle 2: vulnerability and shaming
Solve it privately if possible
When someone is behaving in problematic ways, attempt to address them privately. You have no responsibility to make yourself vulnerable in front of the group as a result of another’s actions.
It's best if a problem is addressed in the hourly break so we can continue the conversation without the persistence of damaging language or behaviour.
When addressing someone about their behaviour.
a) Describe what people are DOING not what people ARE. Describe their actions and how you feel.
b) Own your feelings. Try to describe your feelings as your own, not how someone MADE you feel.
i.e. I feel this what about what you are doing, not, your doing this made me feel this way. This helps us address behaviour not intention.
c) approach from you own experience
d) it is possible to bring attention to problematic behaviour on the basis of your own experience, which does not directly impact on yourself.
This is beneficial to the whole group, and does not necessitate speaking from another person's experience.
e) it is not acceptable to speak from another group members experience unless they explicitly ask you to.
f) If you're comfortable with speaking out publicly, do, it is instructive for the group.
g) You can ask the Moderator to participate in a private conversation, if it requires more time.
h) it is the moderator's responsibility to announce a longer break if needed. If they are not in the conversation, please inform them.
Principle 3: Emergencies
For an immediate response, you can privately or publicly ask the Moderator (Sol) to call an emergency break.
a) It is necessary to report on an emergency, on a case-by-case basis, this behaviour report can be made by either the Moderator, the Subject of the Complaint, or the Person who called the emergency. This report is a tool to help improve the groups sensitivity, not an act of aggression.
b) There is no expectation of exposing yourself in this report. It can be anonymous.
c) All Emergency breaks and break extensions will be referred to as “Housekeeping” without an obligation for explanation.
When things are unclear, including but not limited to terminology, language, references, or meaning, it is important to ask for detail and clarification on terminology or subjects. This helps you and the group.
a) Use the 'raise your hand' button to avoid overlapping with the person speaking.
b) Type the word 'unfamiliar: [subject/word]' to show a general unfamiliarity with the subject.
c) You can go to Sol privately to ask to go into detail in the following session about unfamiliar topics.
However much we may intend to be present, some times for personal reasons it may not be possible. We are living and working through a global pandemic. Material will be made available in the following ways for catch up.
a) Every meeting is recorded, online and offline.
b) At each meeting a person is assigned to check the quality of the recordings and distribute them.
c) Recordings of meetings and certain files must be accessible via Teams.
d) For further questions the person can reach out to group members.
e) when sharing 'private' works from contemporary artists, we will try to arrange a second private streaming between Sol and absent participant.
f) recordings are only accessible to the group.
g) recordings will be deleted at the end of the session - exceptions can be made for the production of the project outcome, but are subject to the same review process as all other representation.
a) All perspectives are welcome as long as that perspective is respectful of other perspectives and rights.
b) If you have concerns about using representation, ask privately if it’s okay to proceed with someone's image.
c) This document is a guideline but we should all be free to still speak our mind
d) Listen. To disagree with a perspective you must understand it. Make an attempt to listen and discuss. If you feel someone is misguided, approach it as discussion.
a) The moderator can be asked to announce triggering content.
b) Triggers will be identified in an anonymous list in the Teams ‘General’ root folder, and we agree to each take the responsibility for identifying and reporting these triggers in content we share.
If a commitment is not followed through, try to work it out within the group.
If that doesn't work including Sol in a group discussion.
This prohibits publishing images, publishing contact details, sharing private information and other infractions of privacy commitments without explicit consent.
a) Try to talk to the moderator privately.
b) if that doesn't work try to pick another moderator from within the group to represent your concerns.
c) If that does not work ask department heads to intervene.
at the beginning of every day, Sol makes time to discuss if the Code, the methods we are using, and the medium are fit for purpose.
Code of Conduct, Constitution, and processes for being-together.
we are
we do
CODE OF CONDUCT
PRINCIPLES OF ACCEPTABLE BEHAVIOUR
05) language and learning
01) Agency and authorship
02) Ownership of the process?
03) Identifiers: Pronouns, Nationality, Ethnicity, etc
04) Bringing attention to problematic and hurtful behaviour.
06) Making material accessible for people who cannot attend.
07) Respect for others perspectives
08) Warnings about potentially triggering content
09) COMMITMENTS TO ONE ANOTHER
10) we respect each other's privacy and uphold commitments to privacy.
11) problems with the moderator
12) Educate don't punish
13) if you disagree with the principles of the group, we will encourage a conversation with you about whether this project suits you.
14) review
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