KAOS CAST INFO & CODE OF CONDUCT
An Equal Opportunity Safe-Space Cultural Center
The Frida Cinema is proud to be a welcoming, safe-space cultural center which provides equal employment and volunteer opportunities to all applicants for staff and volunteer positions, and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. As a member of KAOS, you are a Volunteer of The Frida Cinema, and subject to the same Safe Space Policy and Code of Conduct as are our staff members, volunteers, and renters. All employees, volunteers, and renters of The Frida Cinema are expected to adhere to our safe-space, non-discriminatory policies – as are any partners or clients while at our venue – as defined as follows.
Sexual Harassment Policy
The Frida Cinema is committed to providing a workplace that is free from sexual harassment. Sexual harassment in the workplace is against the law, and will not be tolerated. When The Frida Cinema and its management determine that an allegation of sexual harassment is credible, management will take prompt and appropriate corrective action. If The Frida Cinema receives an allegation of sexual harassment, or has reason to believe sexual harassment is occurring, it will take the necessary steps to ensure that the matter is promptly investigated and addressed. If the allegation is determined to be credible, The Frida Cinema will take immediate and effective measures to end the unwelcome behavior. The Frida Cinema is committed to take action if it learns of possible sexual harassment, even if the individual does not wish to file a formal complaint.
Such infractions should be reported to Logan Crow, Executive Director of The Frida Cinema, in person or by email at firstname.lastname@example.org, or by phone at (323) 428-7411.
What Is Sexual Harassment?
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:
1) An employment or volunteer-acceptance decision affecting that individual is made because the individual submitted to or rejected the unwelcome conduct.
2) The unwelcome conduct unreasonably interferes with an individual’s work performance or creates an intimidating, hostile, or abusive work environment.
3) Behaviors such as conditioning promotions, awards, training or other job benefits upon acceptance of unwelcome actions of a sexual nature.
4) Unwelcome actions such as the following are inappropriate and, depending on the circumstances, may in and of themselves meet the definition of sexual harassment or contribute to a hostile work environment:
– Sexual pranks, or repeated sexual teasing, jokes, or innuendo, in person or via e-mail.
– Verbal abuse of a sexual nature.
– Touching or grabbing.
– Repeatedly standing too close to or brushing up against a person.
– Repeatedly asking a person to socialize on off-duty hours when the person has said no or has indicated he or she is not interested.
– Giving gifts or leaving objects that are sexually suggestive.
– Repeatedly making sexually suggestive gestures.
– Making or posting sexually demeaning or offensive pictures, cartoons or other materials in the workplace.
– Off-duty, unwelcome conduct of a sexual nature between one volunteer or staff member of The Frida Cinema to another.
As such – there must be no touching of audience members during pre-show, and during the KAOS performance. Coupled with this, any touching between KAOS cast members during the show must be consensual and pre-determined/choreographed/expected.
Personal Space and Property Policy
The Frida Cinema is a safe-space environment, and we respect our Staff and Volunteers’ right to privacy. This extends not only to privacy of personal information, but to personal space and personal property as well.
Under no circumstances should a volunteer open, inspect, or otherwise interact with the personal property of another volunteer, staff member, or patron. Only exception is if that other volunteer, staff member, or patron has expressly given permission for that access, at that time.
Volunteers are also to respect the personal space of their fellow volunteers, staff members, and patrons. Respect the private conversations of others, and respect their boundaries and personal space by maintaining a reasonable space between each other.
Transgender and LGBT Language, and Policy of Respect and Privacy
The Frida Cinema is a safe-space environment, with open and welcome doors for all. Our organization does not discriminate in any way on the basis of sex, sexual orientation, gender identity, or gender expression. We expect the same from our staff and volunteers.
In the interest of doing our part to educate our volunteers on sexual orientation, gender identify, or gender expression, please familiarize yourself with the following Definitions.
Please note that the definitions provided here are not intended to label individuals, but rather to assist in understanding this policy and our obligations both legally and as a Safe Space venue. Individuals may or may not use these terms to describe themselves.
Gender identity: A person’s internal, deeply-felt sense of being male, female, neither, or something other or in-between, regardless of the sex they were assigned at birth.
Gender expression: An individual’s characteristics and behaviors (such as appearance, dress, mannerisms, speech patterns, and social interactions) that may be perceived as masculine or feminine.
Transgender: An umbrella term that can be used to describe people whose gender identity and/or expression is different from their sex assigned at birth.
– A person whose sex assigned at birth was female but who identifies as male is a transgender man (also known as female-to-male transgender person, or FTM).
– A person whose sex assigned at birth was male but who identifies as female is a transgender woman (also known as male-to-female transgender person, or MTF).
– Some people described by this definition don’t consider themselves transgender – they may use other words, or may identify simply as a man or woman. A person does not need to identify as transgender in order for an employer’s nondiscrimination policies to apply to them.
Gender non-conforming: This term describes people who have, or are perceived to have, gender characteristics and/or behaviors that do not conform to traditional or societal expectations. Keep in mind that these expectations can vary across cultures and have changed over time.
Transition: The process of changing one’s gender from the sex assigned at birth to one’s gender identity. There are many different ways to transition. For some people, it is a complex process that takes place over a long period of time, while for others it is a one- or two-step process that happens more quickly. Transition may include “coming out” (telling family, friends, and coworkers); changing the name and/or sex on legal documents; and, for many transgender people, accessing medical treatment such as hormones and surgery.
Sexual orientation: A person’s physical or emotional attraction to people of the same and/or other gender. Straight, gay, and bisexual are some ways to describe sexual orientation. It is important to note that sexual orientation is distinct from gender identity and expression. Transgender people can be gay, lesbian, bisexual, or straight, just like non-transgender people.
LGBT: A common abbreviation that refers to the lesbian, gay, bisexual, and transgender community. LGBT: A common abbreviation that refers to the lesbian, gay, bisexual, and transgender community.
Names/ Pronouns: An employee has the right to be addressed by the name and pronoun that correspond to the employee’s gender identity, upon request. The intentional or persistent refusal to respect an employee’s gender identity (for example, intentionally referring to the employee by a name or pronoun that does not correspond to the employee’s gender identity) can constitute harassment and is a violation of our policies. If you are unsure what pronoun a volunteer might prefer who you know, from their own voluntary disclosure, to be either transgender, LGBT, and/or transitioning, you can politely ask that coworker how they would like to be addressed.
Hate Speech Policy
The Frida Cinema’s mission is to give everyone the power to create and share ideas and information, and to express their opinions and beliefs without barriers. Free expression is a human right – we believe that everyone has a voice, and the right to use it. Our role is to serve the public conversation, which requires representation of a diverse range of perspectives. We recognize that if people experience abuse at The Frida Cinema, it can jeopardize their ability to express themselves. Moreover, they may feel that The Frida Cinema does not provide them the Safe Space environment we strive to provide.
Research has shown that some groups of people are disproportionately targeted with abuse. This includes; women, people of color, lesbian, gay, bisexual, transgender, queer, intersex, asexual individuals, marginalized and historically underrepresented communities. For those who identity with multiple underrepresented groups, abuse may be more common, more severe in nature and have a higher impact on those targeted. We are committed to combating abuse motivated by hatred, prejudice or intolerance, particularly abuse that seeks to silence the voices of those who have been historically marginalized. Coupled with that, we are committed to provide a space where staff members, volunteers, and patrons refrain from using terminology, gestures and references that, regardless of intent, would easily fall under the category of Hate Speech when used with hateful intent.
The following are prohibited while at The Frida Cinema, regardless of malice of intent:
– promoting violence against or directly attack or threaten other people on the basis of race, ethnicity, national origin, sexual orientation, gender, gender identity, religious affiliation, age, disability, or serious disease.
– wearing hateful images, symbols, or words on your clothing. Hateful imagery includes logos, symbols, or images whose purpose is to promote hostility and malice against others based on their race, religion, disability, sexual orientation, gender identity or ethnicity/national origin. Some examples of hateful imagery include, but are not limited to: symbols historically associated with hate groups, e.g., the Nazi swastika; images depicting others as less than human, or altered to include hateful symbols, e.g., altering images of individuals to include animalistic features; or images altered to include hateful symbols or references to a mass murder that targeted a protected category, e.g., manipulating images of individuals to include yellow Star of David badges, in reference to the Holocaust. Media depicting hateful imagery is not permitted within live video, account bio, profile or header images. All other instances must be marked as sensitive media. Additionally, sending an individual unsolicited hateful imagery is a violation of our abusive behavior policy.
– making violent threats against an identifiable target. Violent threats are declarative statements of intent to inflict injuries that would result in serious and lasting bodily harm, where an individual could die or be significantly injured.
– verbally wishing, hoping for, or calling for death, serious and lasting bodily harm, or serious disease against an entire protected category and/or individuals who may be members of that category. References to mass murder, violent events, deportations, or specific means of violence where groups have been the primary targets or victims are strictly prohibited.
– trivializing a demoralizing and/or destructive plight faced by any category of individuals either historically or currently, such as jokes or references to “illegal aliens” or deportations.
– targeting individuals with content intended to incite fear or spread fearful stereotypes about a protected category, including asserting that members of a protected category are more likely to take part in dangerous or illegal activities, e.g., “all [religious group] are terrorists”.
– engaging in non-consensual slurs, epithets, racist and sexist tropes, or other content that degrades someone are prohibited.
– targeting individuals with slurs, tropes or other content that intends to dehumanize, degrade or reinforce negative or harmful stereotypes about a protected category.
– intentionally misgendering or “deadnaming” (intentionally referring to a person who is transgender by their non-affirmed name) an individual or individuals.
– dehumanizing a group of people based on their religion.
– “joking” about any of the above.
Alcohol and Drug Use Policy
Under no circumstances should a Frida Cinema Volunteer, Staff Member, or KAOS Cast Member be publicly intoxicated on premises, particularly while on duty or performing in show. And pursuant to the law, no one under the age of 21 should have access to liquor of any kind at any point while on premises.
Be aware that The Frida Cinema has a zero-tolerance policy when it comes to all policies and codes of conduct above. We feel our Safe Space and Code of Conduct policies should be exceedingly easy to follow; as such, The Frida Cinema may not be the ideal venue for individuals who feel a pressing need to not act in accordance of these policies. Please note that coupled with our zero-tolerance policy is an indifference to intent – I was trying to be funny, vs. I was intentionally aiming to harm – and an indifference to the idea of “reclaimed” hate-speech terms getting a “pass,” such as ni**er, c*nt, fa**ot, w*tback, h*mo, and k*ke, to name a few. All examples of words that have been used – and are still used – to degrade, demean, and otherwise verbally injure members of particular minority groups.
Please feel free to reach out to Logan Crow, Executive Director of The Frida Cinema, with any questions or needed clarification, or should you need to report or discuss a violation of these policies. Logan can be reached at (323) 428-7411, or by email at email@example.com.