Barrington Stage Company’s Code of Conduct

As of 5/26/2022

Barrington Stage Company (BSC) is committed to providing a conscious, healthy, and respectful work environment for everyone involved in bringing its mission to life. We recognize that the effects of racism, sexism, and other systemic biases are deeply embedded in our national culture, including in the theater world. As an anti-oppressive organization, these behaviors are contrary to who we are and what we aspire to be. The purpose of this document is to help us all work together in new ways to create a workplace where we all feel safe and are given the respect we deserve — where our differences can be celebrated.

This Code of Conduct must be followed by all employees, contractors, volunteers, board members and students whenever on the BSC Campus or at BSC-sponsored events. The BSC Campus is defined as not only the buildings owned by BSC, such as our theatres and Production Center, but includes all BSC-provided housing.

The work required to provide a conscious, healthy, and respectful work environment can be challenging, but it is something that every person at BSC must take seriously. Because the spaces in which we work are broad — encompassing administration, auditions, rehearsals, technical work, late nights, parties, public-facing frontline work, educational settings and more — we must acknowledge, and not exploit, the blurred boundaries between work and social spaces.

This Code of Conduct should be read in conjunction with BSC’s Employee Handbook. All employees are expected to conduct themselves in a manner that is free of bias, prejudice, discrimination, and harassment at all times. Failure to abide by the expectations set forth in this Code of Conduct and in all BSC policies may result in appropriate discipline, up to and including termination of employment.

The Code of Conduct is about helping us all to be responsible members of the BSC community and committing to treating each other well. We all make this commitment together and we will all get there together by supporting this commitment with our actions.

In order to ensure sustainable change, all of us must:

We commit to anti-racism and anti-oppression throughout our organization. Black lives matter. We accept the responsibility to fight to end racial inequities in our theatre and our industry.

Understand that in this country, many of our current practices are built on the foundation of institutionalized oppressive systems. At BSC, we are constantly working on dismantling these systems and the behavior that perpetuates them. As a member of the community at BSC, we ask that you:
- Know bullying and address bullying when you see it.
- Know sexual harassment and address sexual harassment when you see it.
- Know racism and address racism when you see it.
- Know homophobia and address homophobia when you see it.
- Know transphobia and address transphobia when you see it.
- Know ableism and address ableism when you see it.
- Know ageism and address ageism when you see it.
- Know xenophobia and address xenophobia when you see it.
- Know all forms of discrimination and harassment and address it when you see it.
- Know racism and address racism when you see it.
Be aware that many assumptions are grounded in cultural or other stereotypes. Changing our behavior requires that we stay open to seeing the world in new ways.
Examine our current practices (meeting formats, communication standards, etc.) where oppressive behavior or bias is slipping in, and suggest methods of improvement.
Create a liberated and supportive environment, a “brave space,” where people can feel safe to share their concerns and experiences.
Make sure that everyone at BSC knows whom they can talk to if they encounter an instance of discrimination, harassment, or other oppressive behavior.
Understand and uphold reporting standards and guidelines for employees, contractors, and guests.

BSC is committed to providing a healthy and respectful work environment for everyone involved in bringing its mission to life. And we extend that commitment to any on-site or off-site work-related events you attend, including but not limited to the following BSC-sponsored events:

Fundraising events such as the Gala, donor dinners, educational events and performances.
Opening/closing night parties, champagne toasts
Staff and crew holiday parties, other after-hours social events with co-workers

Attendees at these events may not be aware of our code of conduct and the standards we’ve created around how we treat one another.

WHAT DOES OPPRESSIVE OR DISRESPECTFUL BEHAVIOR LOOK LIKE?

Oppressive or disrespectful behavior is any behavior that marginalizes or diminishes a person. The list of potentially inappropriate behaviors below is not all-inclusive, but it is meant to provide you with examples.

PROHIBITED CONDUCT

Each employee must exercise their own good judgment to avoid engaging in conduct that may be perceived by others as harassment. Forms of harassment may include, but are not limited to:

Verbal: repeated sexual innuendoes, racial or sexual epithets, derogatory slurs, off-color jokes, propositions, threats or suggestive or insulting sounds, offensive voice mail messages, questions about another’s sex life or experiences or repeated unwelcome requests for dates;
Visual/Non-verbal: derogatory posters, cartoons or drawings; suggestive objects or pictures; graphic commentaries or e-mail; leering, staring or stalking; or obscene gestures;
Physical: unwanted physical contact including touching, grabbing, groping or fondling; interference with an individual’s normal work movement; or assault; and
Other: making or threatening reprisals as a result of a negative response to harassment.
Sexual harassment includes unwelcome sexual advances, requests for sexual favors or any other visual, verbal or physical conduct of a sexual nature when: (i) submission to the conduct is made either an explicit or implicit condition of employment; (ii) submission to or rejection of the conduct is used as the basis for an employment decision; or (iii) conduct occurs that is unwelcome and is sufficiently severe or pervasive as to interfere with an employee’s work performance or create an intimidating, hostile or offensive work environment.

INAPPROPRIATE PHYSICAL CONTACT

If in doubt, don’t do it. If someone pulls away or asks you to stop it, STOP IT. Hugging and touching can imply a sense of intimacy that is not shared.
- Ex. Touching a person’s hair without verbal consent
- Ex. Placing a hand on a person’s shoulder without verbal consent

INAPPROPRIATE LANGUAGE

Using slurs or derogatory slang of any kind.
- This includes slurs or derogatory slang that is used within the context of a play we are working on. If you are not an actor who has been assigned to say those words, don’t say it.
Colleagues and co-workers are not girls, boys, gals, babes, sweeties, or honeys. Address people by their chosen names and pronouns.
No one should be subject to a judgmental gaze or commentary on clothing, bodies, sexiness, racial attributes, weight, prettiness, or personality characteristics.
Employees are here to do a job, not to brighten your day. As such they do not need to hear “smile more,” “lighten up,” or “calm down.”
Employees are here to work, not to discuss your or their personal lives or to engage in flirtatious behavior. You can be friendly and caring, but discussion about intimate lives should be saved for a different place and time.

DISMISSIVE AND DISRESPECTFUL BEHAVIORS

Purposefully using the wrong pronouns for someone, especially after they stated their pronouns.
Interrupting or talking over people in discussions can be a form of bullying. This behavior dismisses people’s opinions as not worthy to be heard or explored.
Taking unearned credit for work done by someone else diminishes a colleague’s stature in front of others. Giving public credit for work well done is a respectful way to acknowledge contribution.
Shaming or public outbursts can be threatening and have no place at Barrington Stage.

When someone tells you that you are engaging in oppressive or disrespectful behaviors, take their concerns seriously and correct your actions as appropriate.

If necessary, both parties may need to immediately stop action and step away to allow for an appropriate reset. In addition, individuals are encouraged to bring concerns to the attention of BSC as discussed in the “So What’s Next?” section of this document.

HOW TO HANDLE INAPPROPRIATE BEHAVIOR:

There are several ways to respond when you experience discriminatory, harassment, or other inappropriate behavior, including “calling someone in” and “calling someone out.”

Call in: If a colleague does something that you find inappropriate, pull them to the side and take the time to foster an open and honest conversation about what transpired.
Call out: If a colleague does something that you find inappropriate, address the issue outwardly, including bringing it to the attention of people listed in the “So What’s Next?” section of this document. If you feel comfortable, you can respectfully address inappropriate conduct in front of others, especially if you believe it will protect yourself and/or your colleagues from further harm.

In many cases, you may find that “calling someone in” can be what is needed to solve a conflict. However, there may be times when you may need to “call someone out” and reach out to the people listed in the “So What’s Next?” section of this document. Feel free to choose the method that works best for you. Know that you may always report a concern or complaint regardless of whether you have first advised someone privately that their behavior is inappropriate.

If you experience or observe harassing or bullying behavior, you can feel empowered to address it directly in the moment if you choose. Some possible ways to address behavior that makes you uncomfortable:

Simply excuse yourself, “Oh, I see my boss is calling/gesturing to me. Have a good evening.”
Walk away without further conversation.
“I like a lot of personal space; I don’t like being touched.”
“Let’s change the subject.”
“That question is too personal.”
“That made me uncomfortable.”

As a bystander, you can intervene and:

Change the subject.
Pull the person who looks uncomfortable away for a quick “meeting.”
Call on a third person to intervene.

We recommend anyone interested in learning how to be an active bystander to take one of the free offerings from RightToBe.org.

But what if?

What if the person says: “Don’t you know who I am? I am a big donor to BSC!”

All of the above responses are still appropriate. You have every right to feel respected at work events, regardless of the status of the person with whom you are interacting. Retaliation against employees who stop harassment, or who make complaints in good faith, will not be tolerated.

If you don’t want to address the issue yourself, please reach out to anyone on the below list with whom you feel comfortable. If appropriate, you can also request that the guest be monitored during the event.

In the event of an emergency or if you feel physically threatened, please call 911.

For other situations, you can reach out to your supervisor if present.
If your supervisor is not present, you can reach out to someone in a leadership role for the event.

After the fact, all incidents should be reported to anyone on our HR Team listed below.

All issues raised will be treated sensitively and with discretion by the representative you approach. BSC is committed to treating all complaints seriously. Confidentiality will be respected when at all possible.

HOW TO HANDLE INAPPROPRIATE BEHAVIOR AT DEVELOPMENT EVENTS:

All of our policies and procedures listed apply to ALL guests at our Development Events regardless of their relationship with the Organization.

If inappropriate behavior happens, please follow this procedure:

Remove yourself and immediately find the Event Captain.
Inform them of what happened, who was involved and who witnessed the event.
The Event Captain will then assess whether the inappropriate behavior merits a firm warning to the offender or if they will be asked to leave the event.
The following day the Event Captain will report the incident to the Human Resources Team (listed below) who will document and address any further actions necessary.

WE ACKNOWLEDGE THAT

Oppression of any kind is about the ABUSE OF POWER.

Every one of us has a critical responsibility to hear and recognize the impact of our own actions. When we receive feedback that we have (even unintentionally) made someone uncomfortable, we commit to looking inward, becoming even more self-aware, and appropriately adjusting any problematic behavior immediately.

SO WHAT’S NEXT?

BSC is committed to responding to your concerns in a timely, thorough, and impartial manner. Employees wishing to report a concern or complaint regarding discrimination, harassment, or retaliation as described in the Policy Against Discrimination and Harassment should utilize the procedures set forth in the Reporting Procedure section of the employee handbook.

If you experience any of the behavior addressed in this Code of Conduct or in BSC’s Employee Handbook, you are strongly encouraged to reach out to anyone on the list below with whom you feel comfortable and they will talk with you and put together a plan of action to address it.

Direct supervisor, Artistic Producer, Director of Production, Company Manager, Stage Manager or AEA Deputy.

Or our Human Resources Team, as designated below:

Racially Motivated Discrimination or Harassment:
Sharron Frazier-McClain, Community and EDI Coordinator sfraziermcclain@barringtonstageco.org, 413-997-6118
Seasonal Staff, Artists and Creative Teams:
Maggie LaMee, General Manager
mlamee@barringtonstageco.org, 413-997-6104
Year-round Staff:
Jane O’Leary, Director of Education
joleary@barringtonstageco.org, 413-997-6117

BSC is committed to treating all complaints seriously. Therefore, all issues raised will be treated sensitively and with appropriate discretion by the representative you approach. Confidentiality will be respected to the greatest extent practicable consistent with BSC’s obligation to properly investigate and resolve concerns.

Because of the sensitive and personal nature of these incidents, we ask that any individuals who are not directly involved in the investigation and/or resolution respectfully limit discussion and that all individuals refrain from engaging in rumors, gossip, and/or speculation.

This Code of Conduct is a living document and will be periodically updated.

LOCAL RESOURCES

Brien Center, behavioral health and addiction services, locations throughout Pittsfield.

24-Hour Crisis Hotline 1-800-252-0227

For appointments, or connections to all staff, services and programs, please call 413-499-0412. Both numbers are answered around-the-clock, every day of the year.

Elizabeth Freeman Center –24/7 toll-free hotline: 1-866-401-2425, locations in Pittsfield, North Adams and Great Barrington

Emergency services including safe phones, food, transportation and shelter
Safety planning what to do in case of emergency for whether you stay in or leave your home
Help getting a protection order
Information for yourself or someone you know
Counseling and support
Advocacy including on money and housing issues
Specialized support for immigrant, LGBTQ, and child survivors

NAACP of the Berkshires

NAACP Mission: To ensure the political, educational, social and economic equality of all rights for all persons and to eliminate race-based discrimination.

NATIONAL RESOURCES

The Actors Fund

Offers emergency financial assistance, affordable housing, health care and insurance counseling, senior care, secondary career development, and more for theater professionals

Broadway for Racial Justice Hotline 1-888-301-0168

The BFRJ Hotline is a safe space for BIPOC to report, to a trained advocacy rep of color, moments of racism within a theatrical workplace. Callers will be able to report these moments and utilize BFRJ as an entity that is there to both listen, and reach out to the theatrical institution to advocate for protocol changes within that institution to address the moment of racial trauma.

Hours of Operation: Monday-Friday, 12pm-6pm EST

If you feel more comfortable reaching out via email, you can contact us 24/7 at help@bfrj.org. If you need further resources, including mental health professionals, we are happy to direct you to our partners at Claim or Space Now and their national resource database. https://www.bfrj.org/fundandhotline

The Empowering Internet Safety Guide for Women

A guide on internet safety written by women for women.

Human Resources for the Arts

A coalition of New York-based artists and lawyers dedicated to educating and supporting arts workers around sexual harassment issues.

National Sexual Assault Hotline – 1-800-656-HOPE (4673)

Not in Our House

A Chicago-based movement founded to fight against sexual discrimination and harassment as well as gender-based violence in the theater community.

Project Callisto

Creating technology to combat sexual assault, empower survivors, and advance justice – an online sexual assault reporting system.

RAINN

RAINN (Rape, Abuse & Incest National Network) is the nation’s largest anti-sexual violence organization. Operates the National Sexual Assault Hotline in partnership with more than 1,000 local sexual assault service providers across the country and operates the DoD Safe Helpline for the Department of Defense. RAINN also carries out programs to prevent sexual violence, help survivors, and ensure that perpetrators are brought to justice.

The Recovery Village: Post-Traumatic Stress Disorder

Educational materials on how to identify the signs, types, and treatments for PTSD.

Safe Horizon 24-Hr Helpline – 1-800-621-HOPE (4673)

The Sexual Harassment Handbook by Linda Gordon Howard

A guide by attorney Linda Gordon Howard on how to recognize and effectively deal with sexual harassment in the workplace.

Transhealth.org – expanding gender-affirming healthcare. Trans-led organization serving trans and gender-diverse kids, adults and families.

RESOURCES

LOCAL RESOURCES

Brien Center, behavioral health and addiction services, locations throughout Pittsfield.