Montreal International Documentary Festival

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08 - 18 Nov. 2018

DELEGATE CODE OF CONDUCT

The RIDM and DCM are committed to promoting and reflecting upon diverse and stimulating perspectives on the world, through reality-based cinema. The two organizations provide spaces for discussion, learning and debate, in a spirit of respect, inclusiveness and empathy.

 

Consequently, the RIDM and DCM are committed to providing a safe and friendly environment for all, where everyone is treated equally, without distinctions or discrimination, exclusion or preferred treatment based on race, colour, sex, pregnancy, sexual orientation, gender identity, marital status, age, religion, political opinion, language, ethnicity, nationality, social position or disability.

 

     I.     DEFINITIONS

1.     PARTICIPANTS

Participants in the RIDM and DCM are:

  • Guests
  • Accredited attendees
  • Partners
  • Funding bodies
  • Media
  • Team members
  • Volunteers
  • Suppliers

All participants, without exception, are subject to the present Code of Conduct.

 

2. PSYCHOLOGICAL HARASSMENT

Psychological harassment is vexatious and damaging behaviour expressed through hostile or unwanted behaviours, words, acts or gestures.

 Here are some examples of psychological harassment:

  • Preventing a person from expressing themselves, frequently interrupting them or preventing them from talking to others
  • Isolating a person, refusing to speak to them, ignoring them, or marginalizing them
  • Discrediting a person, spreading rumours about them, ridiculing them, humiliating them, questioning their convictions or private life, insulting them or sexually harassing them
  • Discrediting or disparaging a person in front of others
  • Threatening or assaulting a person, shouting at them, shoving them or damaging their belongings
  • Destabilizing a person, mocking their beliefs, tastes, political opinions, sexual orientation or weaknesses; making disparaging insinuations about them or questioning their capacity for sound judgment or decision-making.

 

3. SEXUAL HARASSMENT

Generally speaking, sexual harassment includes unwanted behaviours including sexual advances, requests for sexual favours or comments or gestures of a sexual nature. It can also include certain isolated but serious actions.

For example, the following all constitute sexual harassment:

  • Behaviours of a sexual nature that can be reasonably expected to be a source of anxiety or discomfort, or offensive or humiliating to a person or group of people; or
  • A behaviour that implicitly or explicitly must be accepted as a condition for professional advancement; or
  • A behaviour whose acceptance or rejection is used as the basis for any professional decision (among others, those relating to advancement opportunities).

Sexual harassment can, for example, take the form of the following actions or behaviours:

  • Requesting sexual favours in exchange for a service
  • Making unwanted physical contact
  • Uttering crude, degrading or offensive sexual stereotypes
  • Asking a person invasive questions about their sex life

 

4. DISCRIMINATORY HARASSMENT

Discriminatory harassment is any vexatious or disdainful utterance, behaviour or action, generally repeatedly targeting the same person or group of people, based on race, skin colour, sex, pregnancy, sexual orientation, gender identity, marital status, age, religion, political opinion, language, ethnicity, nationality, social position or disability.

 

5. VIOLENCE, THREATS, INTIMIDATION

Any action, utterance or gesture that undermines the physical or psychological dignity or integrity of a person, or that can be expected to cause a person to act against their will through force, threat or intimidation. Violence can be physical, verbal or psychological.

Violence includes, but is not limited to:

  • exerting or attempting to exert physical force against a person or group of people
  • actions such as hitting, shoving or otherwise assaulting a person
  • any threat, behaviour or action that could potentially be harmful or dangerous to others
  • damaging or destroying others’ property

 

II. CONSEQUENCES AND MEASURES

Violations of this Code of Conduct will not be tolerated. Any participant who is asked to cease such behaviour is required to comply immediately.

 

At their sole discretion, the RIDM and DCM may expel a participant from an event if that participant engages in reprehensible behaviour involving any of the behaviours mentioned above. The RIDM and DCM will not be required to give any notice or refund, and if they deem it necessary will solicit the involvement of local law enforcement.

 

If you believe you have been the target of harassing, discriminatory or violent behaviour, or if you have witnessed such a situation, please notify the RIDM and DCM team by writing to conduite@ridm.ca

 

Also, you are invited to speak directly to the person whose behaviour you consider offensive, to make your discomfort known.

 

If necessary, the RIDM and DCM may approach and accompany the person concerned and take any measure deemed appropriate, in the circumstances, to ensure the respect and application of this Code of Conduct, and put an end to any form of harassment, discrimination or violence.

 

The internal recourse mechanism specified in this Code is not to be interpreted as voiding or limiting any person’s right to take any form of legal action involving a competent tribunal.

 

All illegal acts must be reported to the authorities. In case of emergency, call 911 immediately.

 

 

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