[ The text is] aimed at people of all gender identities, regardless of the personal designations used

Here is the long version of the Code of Conduct 

Vision

The goal of the Berlin Music Commission is to create and expand a vibrant, diverse, and inclusive network within Berlin’s music industry, in collaboration with Berlin-based music companies, solo entrepreneurs, freelancers, and economically-driven collectives. Together, we work to establish fair and reliable working conditions within the music sector, stabilise and strengthen Berlin as a business location, proactively engage with change processes, and shape the future of the industry.

Mission

We ensure that our network and community have the right conditions to further develop their ventures, collaborate on new projects, and learn from one another. Our mission is to evolve into an inclusive and representative network for Berlin’s music industry. To achieve this, we will open the network to a wide range of music cultures, communities, and age groups. The office sees itself as a moderator and mediator, providing a platform where the network and community can make their concerns visible, consolidate their interests, and engage in exchange with one another.

Preamble

• We respect the individual personal space of our team, our partners and guests
• We make sure to use gender-neutral language in our communication at our events and in our working groups.
• We take a firm stand against all forms of racism, anti-Semitism and anti-muslim discrimination and against all forms of discrimination.
• We do not accept insults, defamation or bullying and prohibit the dissemination of inaccurate information or rumours.
• We do not accept the use of vulgar, obscene or offensive language.
  

Our values

Trust 

Mutual trust arises from value-based behavior. We actively implement our values and create binding rules and structures. In this way, we promote trust and openness at all levels and strengthen trust in our network.

How do we realise this value?

• Reliability
  We make clear and binding agreements and stick to them. We expect the same treatment from our partners and our team.
• Credibility
  We make sure that our statements and actions are consistent.
• Responsibility
  We have established clear chains of responsibility so that we can respond quickly and reliably in the event of a breach of our values.
• Mindfulness
  We make our partners, committee representatives and members aware of the values on which our Code of Conduct is based.
• Consistency
  We commit our team and project managers to the values on which our Code of Conduct is based. We ensure that they are adhered to and enforced.

Responsibility

We create a climate of accountability across the entire structure of our network. To this end, we translate our values into structures that provide all those involved with a transparent, clear and binding framework for action on our values and the ways in which they can be implemented. We take responsibility in all projects and networks in which we participate as partners. 

How do we realise this value?

• Standards & resources
• To ensure that our values and standards can be implemented in a concrete and realistic manner, we create binding workflows, resources and minimum standards. We provide modular and easy-to-implement concepts and solutions.

• Team and project managers
  Committees, team members and project managers receive briefings from us that set out the key framework conditions and standards for our projects, events and networking activities.

• Head office
  The head office ensures that the committees, the team and project managers have the resources to comply with our values and standards

• Employment and fee contracts
  We make our values an integral part of all employment contracts and fee-paying agreements.

• Partnerships and co-operations
  We work actively in co-operations and partnerships to ensure that our values are implemented in an appropriate form.

• Together we endeavour…
  …to find solutions together with our partners. We are not dogmatic, but look for mediation, balance and compromise in order to reach a solution. We take people with us on our journey.

Appreciative communication

We value our partners very highly. It is important to us to treat them with respect and appreciation. We communicate in an appreciative manner and create the basis for open and trusting communication. 

How do we realise this value?

• Sensitive language
  We use respectful and gender-appropriate language.
  

• Response times
  We respond to enquiries promptly.

• Respect
  We respect different perspectives, experiences and opinions.
• Consent
  We undertake not to violate any personal rights. This includes, for example, publishing private information or photos without consent. We draw up guidelines on how to proceed for the entire team.
• Transparency
  We clearly indicate at our events when recordings are made that we would like to publish as part of our network.
• Everyone on an equal eye-level
  We create a framework that enables all parties involved to talk on an equal footing.

Equal opportunities  

We are aware that resources such as budgets, knowledge, network access and power are unequally distributed in our society. We are actively working to reduce these differences. Our aim is to increase the visibility, participation and representation of people from all dimensions of diversity in order to make our contribution to sustainable change towards a society with equal opportunities for all.

How do we realise this value?

• Representation
  We increase the visibility of stakeholders in the music industry and their projects and companies by filling committees, juries and teams with suitable experts from various diversity dimensions. In doing so, we are guided by the Keychange Pledge we have signed and regularly review it for completeness.
• Access
  We offer training opportunities for people from our network. The content is curated by us. This includes, for example, the music industry consultation hour as well as access points that support the development of your own companies and projects.
• Access to our network
  We endeavour to create low-threshold access to our network and its events for people with limited resources:
• For example, we have the option of reducing the annual membership fee to the minimum fee on request.
• Every year since 2022, we have invited up to 80 people, particularly from disadvantaged groups in the music industry, to take part in the MW:M Convention free of charge.
  
• Mentors
  We are looking for representatives from our network who actively approach various communities of music industry players to give them the opportunity to get involved in the BMC network and help shape it.
• Remuneration
  We base our wages and fees on the public sector pay scale (TV-L). We take into account the work situation of self-employed and salaried employees accordingly.
• We are committed to creating a family- and parent-friendly music industry.
  At our office, we create a family and parent-friendly atmosphere and identify fields of action that help to reconcile parenthood and the world of work. We seek dialogue with stakeholders who are specifically concerned with this goal (e.g. Parenthood in Music) and work on collaborations.
  
• Promotion opportunities, further training & qualification
  We prefer to offer our team opportunities for advancement as well as extensive further training and qualification programmes.
• Referrals and recommendations
  We support our team and people from the Berlin Music Commission eG network in their further career steps through recommendations and referrals based on their qualifications and experience.

Transparency

We communicate and act as transparently and openly as possible in our projects, structures, goals and plans, using plain language.

How do we realise this value?

• Transparent structures
  We communicate both internally and externally in a clear, transparent and open manner about our structures, work processes and goals. We establish comprehensible work processes and structures.
• Communication
  We communicate regularly about the activities and plans of the network and the office so that as many people as possible can participate and get actively involved.
• Advertisements
  We endeavour to advertise vacant positions and roles with sufficient advance notice and by stating the criteria for the appointment, where this is compatible with the criteria of economic efficiency and sustainability.
• Remuneration criteria
  We define standard market remuneration structures and criteria for all activities and projects, based on the experience and expertise we draw on. When we advertise positions subject to social insurance contributions, we communicate the remuneration transparently.
• Decision-making structures
  In tenders for the use of public funds, we communicate transparently how and by whom decisions are made.

Learning organisation

We promote a positive error culture. We recognise that each and every one of us can make mistakes. Mistakes are part of the individual as well as the structural learning process of the organisation. It is important to us to talk openly about wrong decisions and developments within our structure. We believe that transparent and respectful communication is crucial when it comes to rectifying and preventing mistakes.

How do we realise this value?

• Open working atmosphere
• We all take responsibility for our actions. We create space and a climate that makes it possible to speak openly and honestly about mistakes.
• Ability to learn
  We strive to be a learning organisation. We actively support the identification of errors and promote a feedback culture that enables us to continuously improve and optimise the way we work.
• Instruments for regular feedback
  Regular surveys of members and participants in our events using suitable instruments such as personal interviews, questionnaires and events. We also want to facilitate anonymous feedback and comments and take them seriously.
• Skills development
  In order to promote personal critical faculties, we endeavour to provide regular training for all team members to improve our skills such as practising constructive criticism, active listening and non-violent communication
  
• Trust
  By fostering a positive error culture, we strengthen the trust of our employees, visitors and partners. In this way, we promote an environment in which innovation and creativity can flourish.
• Constructive criticism

We always see constructive criticism as an asset, not as a personal attack. We value the trust that employees and members place in us and welcome criticism. Criticism is part of our learning process. No one who voices criticism need fear negative consequences.

• Dealing with errors 

Mistakes are unavoidable, but it is important for us how we deal with them, because mistakes can lead to harm. If we make mistakes, we offer a personal dialogue to clarify the situation. During the discussion, we agree on how we can contribute to the healing process. Based on the specific situation, we develop measures to learn from the mistakes and avoid them in future. If we lack the knowledge or capacity to do this, we create it. 

Sustainability

Sustainability is a core concern of the Berlin Music Commission. The transformation of the German music industry into a sustainable sector is one of our strategic goals. When it comes to sustainability, the music industry can act as a role model for music audiences and other sectors. We understand sustainability as a holistic concept that encompasses the social, ecological and economic spheres. That is why we are guided by the 17 UN Sustainable Development Goals. 

How do we realise this value?

• Sustainable resources and working structures
  We have initiated a process to make the BMC office and its projects sustainable step by step. 

• Focus on sustainability 2024
  

• BMC sustainable management for 2024

By funding the “Sustainable Knowledge Hub” project, we can develop best practice and guidelines together with the ak:n content stakeholders and other music industry players from Berlin, which we will make available to other music companies as a resource.

• Sustainability working group
  The BMC’s sustainability working group has been in existence since 2019. The focus is on networking sustainable players in the music industry and those who want to incorporate sustainability measures into their work. We facilitate contacts, communicate sustainability and climate protection in the music industry and share our knowledge at conferences, festivals and other events such as the music conference Most Wanted: Music in Berlin. On our website, we collect handouts, tips and examples of good practice for a sustainable music and event industry. ak:n is committed to encouraging both large and small music events and players in the music industry to rethink and implement sustainability measures.

• MWM certification
  In 2022, we drew up a carbon footprint for the MWM for the first time, in which we collected data on the travel routes of MW:M visitors and speakers, among other things. We have continued to do this since then, with the support of a sustainability expert at the BMC office since 2023. We are aiming for ISO certification of the MWM in accordance with ISO20121 in 2025.