BCE Code of Conduct

 

Introduction

We are committed to making participation in Boston Choral Ensemble (BCE) a respectful, welcoming, and harassment-free experience for everyone, regardless of gender, gender identity and expression, sex, sexual orientation, disability, neurotype, physical appearance, body size, race, ethnicity, national origin, age, political affiliation, socioeconomic status, educational attainment, or religion. We value the diversity of perspectives, thoughts, feelings, and experiences in our community. 

We believe we are a better choir and community when we can be vulnerable with one another and create an environment where everyone can bring their best, most authentic selves to our shared spaces. 

We function as a healthy and supportive community through the shared trust of our members, which can only be cultivated by holding each other accountable. We commit to identifying and responding to incidents in which this trust is broken in order to address the harm committed and to prevent harm from happening in the future.

BCE has created this code of conduct because we believe that articulating our values and obligations to one another reinforces the already exceptional level of respect among our membership and audiences. Having a code of conduct provides us with clear avenues to correct our behavior when it strays from that course.

Expected Behaviors and Attitudes

+ We are supportive

Music encourages us to feel and express our inner emotions and we perform at our best when we feel supported by those around us. Choir is a space where we come together to learn, share and grow.

We support each other as musicians and individuals by putting others first. By considering others’ needs and identities in our words and actions, we aim to empower each other to bring our best, authentic selves to the time we spend together.

We are open to trying new things and being vulnerable with each other. We all learn at different paces and in different ways, and everyone in the organization can learn from one another.

We each hold ourselves accountable for our contributions to the choir, but temper our judgement of what others are able to bring at any given point in time. We sing beside and stand with our colleagues as we all balance the various commitments in our lives.

We celebrate each others’ successes. Each rehearsal, meeting, or performance is an opportunity for personal and communal growth. An important part of supporting each other is to recognize our colleagues in these moments.

+ We are respectful

We are respectful of diverse identities and perspectives We respect and celebrate the differing points of view that come from our unique backgrounds, identities, and ideals. We strive to ensure that each member is able to bring their full selves to our choir. It is these differences that help us to form a more dynamic and welcoming artistic community.

We are respectful of everyone’s boundaries. All of us come to the choir with differing preferences and boundaries regarding interpersonal engagement, language, and privacy. We respect and respond to all stated (and unstated) boundaries both in person and in digital spaces, even when those boundaries are different from our own. These include but are not exclusive to: physical boundaries, sharing of personal information, how people prefer to be addressed or referred to, and time commitments to choir activities. Members are encouraged to state their boundaries and we strive to respect those boundaries and preferences.

Above all, we strive to be trusting and trustworthy. We assume good intent as much as possible, but also hold ourselves accountable for the impact of our words, actions, and behaviors.

+ We are collaborative

Choral singing is an inherently communal activity. To reach our musical best, our interpersonal interactions must create an environment of respect and creative excellence.

We are generous and kind in giving and accepting critique. When sharing feedback with others, we share it considerately and make sure it is constructive. When receiving constructive criticism, we accept it in the spirit of collaboration: it is a tool to help us improve as a community of musicians and fellow humans.

We are respectful towards the music, the rehearsal process, and the membership. We demonstrate respect for others' time and efforts by bringing our best work and effort to the rehearsal process, while still respecting people’s time and commitments outside of rehearsal.

We respect the leadership roles, formal and informal, that people take. We show respect for and cooperate with the final decisions they make. Those in positions of authority are expected to solicit and incorporate input from the wider community as part of their decision-making process. All members are encouraged to share their perspectives candidly and respectfully as part of BCE's ongoing work.

+ We are curious

We intend for BCE to be a place where we open ourselves up to new ideas and experiences, and make room for them. There are times where opening ourselves up to new ideas and experiences may lead to some level of discomfort. As an organization and as individual members, we recognize that there are times when discomfort can lead to growth and learning. We commit to challenging ourselves to attain new knowledge and/or skills.

Cultural humility is an integral part of being curious and having a growth mindset. Choral music has been largely dominated by Western, Euro-centric, Christian traditions and led by white, cisgender male composers and conductors, leaving others disenfranchised. This has contributed to elitist and prejudiced ideas regarding what it means to be an accomplished musician and what is considered quality musicianship. We commit ourselves to working towards a fuller understanding of what musicianship means.

Unacceptable Behaviors

+ Exclusionary Behavior

BCE strives to be an organization that is welcoming and inclusive. As such, BCE does not tolerate any behavior, whether intentional or unintentional, that excludes, discriminates against, or “others” members of our choir and community. These behaviors include:

  • Insulting another member of our community
  • Using derogatory language that refers to a minoritized group
  • Telling jokes or making comments that reinforce harmful stereotypes of minoritized groups
  • Microaggressions, which are verbal, behavioral, or environmental indignities based on a person’s minoritized status that are insulting, demeaning or perpetuate negative attitudes about that group or identity.
  • Unnecessary gendering. BCE is an organization that respects gender identities, does not enforce gender specific dress codes, and avoids the use of exclusionary gender-specific words (i.e., “guys”). Furthermore, BCE members avoid making assumptions about someone’s gender and ascribing an identity to any person without asking them how they identify.

As an organization dedicated to inclusivity, BCE strives to create an environment that does not assume its members are fluent in Western choral culture and practice, nor does BCE see the need to establish Western choral culture and practices as norms.

+ Cruelty

We do not engage in or tolerate any behavior or speech that is cruel, dismissive, or causes pain to others. This includes:

  • Saying things that are racist, sexist, homophobic, etc, whether explicitly or implied. This includes microaggressions.
  • Bullying — any instance of a person intentionally and/or repeatedly causing another person discomfort or harm. This includes, but is not limited to, physical bullying, verbal bullying, cyberbullying, and harassment.
  • Intentionally belittling, dismissing or minimizing other people’s struggles, experiences, and needs.
  • Gaslighting, the act of undermining another person’s reality by denying facts, the environment around them, or their feelings.
  • Manipulation, or trying to influence someone with indirect, deceptive, or abusive tactics. Manipulative tactics include guilt-tripping, comparing, lying, denying, feigning ignorance or feigning innocence.
  • Tone policing, or dismissing an idea by attacking the tone in which it is presented (e.g., angry, frustrated, sad, fearful, emotional). Tone policing is often used as a tool to silence others by focusing on the way a message is expressed instead of on the content of the message.

+ Unwanted sexual attention or physical contact

We do not engage in or tolerate:

  • Unwelcome, unwanted, and/or non-consensual sexual attention, advances, and/or physical contact;
  • Hypersexualization, which can include displaying sexual images in public spaces (virtual and in person) and using sexualized language; or
  • Sexual harassment of any kind.

We do not disrespect people’s boundaries; if we are not sure about a person’s boundaries, we ask respectfully. Once boundaries are established, repeated violations are absolutely unacceptable.

+ Violence

We do not engage in or tolerate physical, emotional, or mental harm of any kind. This includes deliberate intimidation, stalking, or following; physical or verbal harassment; and any behavior that is hostile or antagonistic.

Reporting Process for Code of Conduct Violations

While we hope not to experience the unacceptable behaviors described above, we understand that mistakes happen and no one is perfect. However, repeating offensive behavior or speech after the harm has been pointed out to you, or antagonizing or arguing with someone who has pointed out the harm in your words or actions, is considered unwelcoming behavior, and is not allowed in BCE.

Importantly, while there is understanding for missteps, we want to emphasize that egregious or repetitive inappropriate behavior is of heightened concern and may result in disciplinary action by leadership. 

+ The Code of Conduct Response Team

BCE has a Code of Conduct response team composed of four members (at least one of who is also a Board member). They have all been trained on how to respond to reports like this.

The current BCE Code of Conduct Response team members are:

First and foremost, they are here to listen to you and support you. If you choose, they will also investigate your report and advise leadership on what actions BCE should take in response to the reported violation.

+ How to Report

All members of the BCE community are encouraged to report violations of the BCE Code of Conduct to the Code of Conduct response team or any member of BCE leadership. The offence does not need to have been directed at you for you to make a report; bystanders are also welcome to report incidents where they witnessed Code of Conduct being violated.

  • Face-to-face - reach out to a member of the response team, a section leader, a member of the Board, or any other BCE leader for a conversation.
  • Google Form - fill out this Google Form with as much information as you choose to share. Members of the response team monitor this form and will respond using whatever information you have given them. You can choose to complete this form anonymously. Please note that reports lacking in enough detail/information may be difficult to investigate by our response team, but we are committed to doing our best. You can also choose to submit a phone number via this form if you would prefer to report over the phone.

+ First Steps

If your report was not anonymous, a member of the response team will reach out to you within 48 hours for a confidential conversation about the incident you are reporting. You can share as many or as few details as you feel comfortable doing.

+ Opening an Investigation

At the end of your conversation with the response team member, they will ask you if you want BCE to move forward with an investigation. If you choose not to continue with the process, that is fine; we will stop the process at that point. However, we can reopen the investigation if you choose to do so later on. If you choose to move ahead with an investigation, members of the response team will:

  • Communicate with the reported person(s) to let them know a complaint has been received and give them the opportunity to provide their side of the story. Note: the response team will never identify you to the reported person.
  • Speak to any named witnesses, Remember, the response team will never identify you to anyone they speak to on this matter unless you have authorized us to do so. If a witness is unwilling to participate in the process, we will honor that and remove them from all future considerations and communication regarding the reported incident.
  • Evaluate the nature and level of the offence. Some of the questions the response team will try to answer are:
    • Was there a violation of the Code of Conduct?
    • What was the impact of the violation?
    • Are there physical or emotional safety concerns?
    • Is there a reasonable expectation that this violation will occur again?
    • How can the response to this event be used to inform and educate?

+ Decisions after a Reported Violation

The members of the response team working on the report will contact BCE’s leadership with a summary of their findings, including whether or not the Code of Conduct has been violated, potential repercussions of violations, and recommended next steps.

Recommendations could include:

  • Requesting a public apology
  • Required reading, further education on the issue
  • Verbal or written warnings
  • Suspension from BCE for a defined period of time (up to a year)
  • Permanent expulsion from all BCE related events and gatherings

The leadership team will communicate the decision to the person who has been reported. In the event that an individual is dissatisfied with the results of the investigation, they may appeal to the BCE President and Vice President. (If there is no Vice President, the Membership Chair will fill the role. If there is a conflict of interest for either the President, Vice President or Membership Chair, the Artistic Director will fill the absent position).

A member of the response team will keep the original reporter apprised of the various steps of the process, including the final decision of the response team and of what sanctions (if any) were given in response.

+ Confidentiality

Any evidence or notes taken during the investigation will be stored in a confidential location only accessible by the BCE President and Vice President. (If there is no Vice President, the Membership Chair will fill the role. If there is a conflict of interest for either the President, Vice President or Membership Chair, the Artistic Director will fill the absent position).