Setagaya Public Theater Harassment Prevention Guidelines

2024/1/10
Setagaya Public Theatre

1. In the beginning

"The theater is a square" has been a major philosophy since the opening of the Setagaya Public Theater.People gather, people talk, people sing, people dance, people tell stories.We must remember, once again, that theater is a place for that.

It is important that all those who participate in our theaters respect and understand each other so that they can enjoy expression and interaction with peace of mind. Harassment disrupts this environment and threatens the dignity and safety of individuals. We will never allow harassment to occur and will do everything in our power to make the theater a safe haven for people.

Theater is also a place where those who express themselves and those who appreciate them interact. That interaction forms the essence of art and changes the mind. In order to create an artistic experience that truly opens hearts and inspires each other, a good environment free of harassment is essential. We will work to create a wonderful place where all participants can enjoy art with peace of mind, and at the same time ask for the cooperation of everyone who gathers at the theater. This is our commitment to preventing harassment.

2. Attitude towards harassment

Harassment is a socially unacceptable act that unfairly harms the dignity of an individual, and is a serious problem that prevents the person from demonstrating their abilities effectively and affects social evaluation.

Setagaya Public Theater takes a strict stance against harassment and will do its best to prevent it. To prevent harassment, we will carry out education and training to raise awareness throughout the theater and thoroughly disseminate information on how to prevent and deal with harassment. We will also work to establish a harassment consultation desk and clarify reporting and response procedures.

We will constantly improve our efforts to prevent harassment and strive to provide a safer and more open environment. With the cooperation and understanding of everyone involved, we will continue to contribute to the spread and development of even more wonderful theater culture.

3. Regarding the organization of various operations conducted at the theater and measures against harassment

◆Sponsored business

In the projects that Setagaya Public Theater plans and implements, we are resolute in not allowing harassment to occur, and we strive to ensure an environment where everyone is respected. We emphasize that theaters are places where art is created and performed, and at the same time, are safe spaces free from harassment, and we take thorough measures to prevent harassment in our business operations.

The backgrounds and methods of involvement of the organizations, staff, actors, participants, etc. involved differ depending on each project. For this reason, we will consider and implement harassment prevention measures tailored to the characteristics and needs of each business.

  1. Awareness and education: We will disseminate the definition and impact of harassment and conduct awareness activities to deepen understanding. By promoting an understanding of harassment prevention, we will build a favorable creative and performance environment. We also promote mutual communication and deepen understanding and empathy through awareness-raising activities. We aim for mutual respect and open communication to have a positive impact on artistic creation.
  2. Establishment of a reporting/consultation desk: We will establish a desk where harassment reports and consultations can be made anonymously, creating an environment where participants can seek advice without having to deal with it alone. By taking appropriate action, we will work to resolve the issue at an early stage.

◆Partner/rented hall performances

We will work with organizers and facility users to share the importance of preventing harassment when using our facilities for affiliated performances and rental facilities. We will encourage facility users to understand the purpose of Setagaya Public Theater's harassment prevention guidelines and conduct business in accordance with them.

In the event of harassment, Setagaya Public Theater will request the facility user to provide appropriate information and respond responsibly. If appropriate measures are not taken to deal with harassment, we will first issue a warning and provide guidance, and if serious measures are still not taken, we may revoke permission to use the facility in consideration of the hindrance to theater operations. there is.

4. Definitions of power harassment, sexual harassment, moral harassment, and harassment related to pregnancy, childbirth, childcare leave, etc.

  1. Power harassment refers to words and actions that take advantage of a superior relationship or one's own power or position, and that go beyond the necessary and reasonable scope of work and harm the working environment. It may fall under power harassment, regardless of the relationship between superior and subordinate positions. Objectively, appropriate work instructions and guidance that are necessary and within a reasonable scope for work do not fall under power harassment. Whether the words or actions fall under power harassment is determined by whether the words or actions are motivated by feelings of hatred or for the purpose of causing a disadvantage to the other party, whether the words or actions are rational for improving business operations, or whether the words or actions have a personal impact on the victim. This will be determined by verifying whether the attack contains any serious attacks, how long it has continued, and how often it has been carried out.
  2. Sexual harassment is the act of putting another person at a disadvantage through words or actions of a sexual nature (based on sexual interest or desire, a desire to discriminate based on gender, prejudice regarding sexual orientation or gender identity, etc.) or This refers to harming the work environment of another person through inappropriate words and actions. In addition, this applies not only to behavior toward the opposite sex, but also to behavior toward the same gender, regardless of the sexual orientation or gender identity of the other person. In addition, it includes not only victims who have been directly targeted by sexual behavior, but also all parties whose working environment has been harmed by sexual behavior.
  3. Moral harassment refers to the use of words, attitudes, gestures, documents, etc. to undermine the character or dignity of another person, cause psychological damage to the other person, force the other person into a situation where the other person is forced to quit the workplace, or disrupt the atmosphere in the workplace. It means to make things worse. It can also lead to mental health problems such as depression.
  4. Harassment related to pregnancy, childbirth, childcare leave, etc. refers to harassment in the workplace by a superior or coworker who harms the working environment of an employee through words or actions related to the use of systems or measures related to pregnancy, childbirth, childcare, etc. This refers to harming the working environment of the employee through words and actions related to such matters. Please note that, from the perspective of division of duties and safety considerations, verbal and behavioral behavior that is objectively based on business necessity does not fall under the category of harassment related to pregnancy, childbirth, childcare leave, etc.

5. Prohibited acts

  1. All parties have an obligation to recognize other parties as equal partners in the conduct of business and to maintain healthy order and cooperative relationships. In addition, you must be careful about your own words and actions and refrain from engaging in the following acts. Please be aware that the judgment may differ depending on the circumstances of each individual case, and please be aware that the following actions are just examples.
  2. power harassment
    1. Physical attacks such as hitting or kicking
    2. "Psychological attacks" such as words and actions that deny one's personality
    3. ``Separation from human relationships,'' such as removing people from work and isolating them in a separate room for a long period of time, if they do not agree with their wishes.
    4. "Excessive demands" such as being ordered to perform work that is not directly related to the job, under harsh environments that involve physical pain, for long periods of time.
    5. ``Unreasonable demands'' such as ordering a person to stay at home without a reasonable reason, or leaving someone alone after saying ``I don't want to work anymore.''
    6. "Infringement of individuality" such as excessively prying into or interfering with someone's privacy, or disclosing sensitive personal information such as someone's sexual orientation, gender identity, or medical history to those around them without their consent.
  3. sexual harassment
    1. Unnecessary questions and comments regarding sexual and physical matters
    2. Viewing, distribution, and posting of obscene drawings
    3. spread of rumors
    4. unnecessary physical contact
    5. Acts that reduce the motivation of others to work and prevent them from demonstrating their abilities through sexual language and behavior.
    6. Forced dating/sexual relations
    7. Acts that impose disadvantages, such as dismissal, unfair personnel evaluation, or reassignment, on people who protest or refuse sexual behavior.
    8. Other sexual behavior that makes the other person feel uncomfortable
  4. moral harassment
    1. Words and actions that deny or insult another person's appearance, physical characteristics, humanity, or ability, or that damage the dignity of the other person.
    2. Words and actions that discriminate against others based on attributes such as race, nationality, sexuality, etc.
    3. Words and actions that cause anxiety or fear to others and thereby attempt to dominate or control them.
    4. Behavior that worsens the work environment, such as psychological pressure, intimidation, harassment, or interference with work.
  5. Harassment related to pregnancy, childbirth, childcare leave, etc.
    1. Words and actions that suggest dismissal or other disadvantageous treatment regarding the use of systems and measures related to pregnancy, childbirth, childcare, and nursing care.
    2. Words and actions that obstruct the use of systems and measures related to pregnancy, childbirth, childcare, and nursing care.
    3. Harassment, etc. due to the use of systems and measures related to pregnancy, childbirth, childcare, and nursing care
    4. Words and actions that suggest dismissal or other disadvantageous treatment due to pregnancy, childbirth, etc.
    5. Harassment, etc. due to pregnancy, childbirth, etc.
  6. The act of a person in authority or a person in charge of management who recognizes that a person in a weak position is being harassed, but condones it.

6. Consultation counter

For Setagaya Public Theater's sponsored and independent projects, a harassment consultation desk will be set up for each project. We respond to a wide range of consultations and deal with cases, not only in cases where harassment is actually occurring, but also in cases where there is a possibility of harassment, where there is a risk that the working environment will deteriorate if left untreated, and where it is unclear whether or not it constitutes harassment. To do. We will respond to consultations fairly and while protecting the privacy of not only the person seeking advice but also the person involved.

We will not treat anyone disadvantageously, let alone the person seeking advice, or anyone who cooperates in confirming the facts.

When we receive consultation, we will promptly and accurately confirm the facts, and if the facts are confirmed, we will take measures to consider the victim and the perpetrator. We will also take appropriate measures such as taking measures to prevent recurrence.

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