Code of Conduct

Our values and goals

Economic development requires people who make decisions and implement them operationally together. For us, it is important that we work well with these people and give them sustainable tools for their decisions. These tools are the basis for better economic management. For us, economic success means sustainable and socio-politically conscious management. Innovation and creative economic activity in turn require diversity, as the impulses for innovation arise from the new combination of diverse differences.
Against this background, we see the task of a sector network in educating, imparting knowledge and new perspectives, building bridges and developing practical implementation together with the people in our network.

From this we derive our manifesto:

  1.  We are stronger when networked
    The foundation of any business is trust, that is the basis on which people connect. It is important to us that personal relationships are cultivated at networking events. To gain social capital, you need a sense of community in a network.
    We see ourselves less as an institution and more as a community.
  2. Diversity brings creativity and innovation
    We are open to different perspectives in order to constantly develop further. The combination of differences makes the new. Innovation needs difference. People with diverse perspectives have the potential to create innovative ideas together.
    We are a diverse platform and an open social space.
  3. Future viability through know-how
    The music industry is undergoing radical change. We see ourselves as pioneers in the process of digital transformation. The players need scientifically sound scenarios and strategies for their economic sustainability. The music industry as a whole needs resources such as know-how and skills to make sustainable decisions.
    Our network creates access to know-how and skills for the future.
  4. Conscious action enables sustainable business
    We are convinced that without knowledge of the socio-political challenges, it is no longer possible to do business successfully today. We have to negotiate with each other how we want to position ourselves in our society. This requires knowledge about many areas of life, which must be constantly updated.
    Together with our network partners, we develop the know-how for sustainable management and make it available to the sector.
  5. We believe in debate
    The transformation of the music industry generates a multitude of upheavals and conflicts. Where do we find the new solutions? Contradictions create fields of tension; movement and development arise from fields of tension. That is why debate is so important in our time.
    We create space for open exchange in order to find new solutions through debate.
  6. What does it mean to be a music location of the future?
    Berlin has untapped potential as a music metropolis. By better connecting the many segments of the music business and all downstream service providers, as well as with the other submarkets of the tech and creative industries, new potential can be tapped that will make Berlin an international market of the future and benefit all players at the location. We are committed to an opening strategy for the sector as well as to the unbiased representation of all segments, markets and niches on an equal footing. We see ourselves as a platform where players and companies of different sizes and commercial orientations can come together and discuss different positions and interests, from the content to the digital economy, from entertainment to the underground, from authors to exploiters, from “record bosses” to highly specialized freelancers.
    Together with our network, we create the foundations for the development of Berlin as a music location.
Code of Conduct (CoC)

1. Our actions in the social environment

  • Social and socio-political responsibility
    • Respect for human rights and fundamental social standards is a principle of all human
      coexistence. Working conditions that violate such rights and standards contradict this principle. This applies within our network as well as in our cooperation with business partners. Each employee is responsible for ensuring that human rights and fundamental social standards are not violated in his or her area of responsibility and influence.
    • We act according to our best conscience and within the scope of our possibilities. We practice an offensive error culture, are very interested in any form of feedback and continuously review and correct our path.
  • Environmental and climate protection
    • When implementing events (energy, waste, catering, mobility), attention is paid to
      environmentally friendly implementation. Impacts on climate and environment are kept
      as low as possible.
    • In the general office routine, care is also taken to have as little impact as possible on the climate and the environment (energy, waste, catering, etc.).
    • Economical use of company resources
    • Each employee at BMC bears responsibility for this through his or her
      individual behavior.
  • Appearance and communication in public
    • The right to freedom of expression is respected. We see ourselves as a platform for free speech, naturally within the context of the free democratic basic order.
    • We protect personal rights and privacy.
    • Each employee may also be perceived as a representative of BMC in private and is
      therefore requested to uphold the reputation of BMC through his/her behaviour and
      appearance in public and towards the media.
  • Diversity
    • We are committed to making all work areas and decision-making bodies as diverse as our society in order to give as many different voices as possible decision-making power. At our events, we aim to achieve a standard of 50% women* in each work area as well as on stage.
      An exception is made for a meaningful reason.
    • When filling juries and other decision-making rounds of the Berlin Music Commission, a 50% quota of women is taken into account.

The term “women*” does not only include all people identifying as female, but further aims to include gender identities that exist beyond the binary gender order of woman and man. Specifically naming gender identities is important and should not be overlooked here. Rather, the term “women*” has a historically-empowering background. In many cases, studies on gender equalities have only taken into account the experiences of women and men, which makes it impossible to speak of other gender identities. There is still a great need to research and address the experiences of nonbinary, inter*, trans*, agender, genderqueer+ people in the music industries.

    • When drawing up lists of candidates for the cooperative’s elective offices, we specifically motivate women* and people of all nationalities, religions, sexual orientations, gender identities, as well as all age groups to run for office.
    • We promote a culture of appreciation and are generally committed to diversity. We welcome job applications, especially from BIPoC, people of all nationalities, religions, sexual orientation, gender identity, disabilities and all age groups.
      We very much welcome applications from all age groups.

2. Colleagues and staff

  •  Labour law
    •  Compliance with working hours and holiday regulations.
    • The General Equal Treatment Act (AGG) must be taken into account.
    • Fair remuneration, based on the State Minimum Wage Act and on the collective
      agreement for the public service sector.
    • All documents, company multimedia devices and hardware must be returned. Company data on private devices must be irrevocably deleted. All access (digital, analogue) must be blocked.
  • Equal treatment and non-discrimination
    • Culture of equal opportunities, mutual trust and respect
    • Preventing discrimination and racism in recruitment, promotion and the provision of training and development.
    • All employees are treated equally, regardless of gender, age, origin, class, culture, ethnicity, sexual identity and orientation, disability and religion.
    • orientation, disability and religious affiliation. Everyone is obliged to respect the personal dignity and sphere of other employees. Harassment and any form of unwanted physical contact are prohibited.
    • All employees have the right to fair, courteous and respectful treatment by superiors and colleagues.
  •  Occupational health and safety
    • The safety and health of employees is of equal importance to the success of the company.
      success of the company. In any case, corporate success should never take precedence over both. This is especially true in the context of the Corona pandemic, but also beyond.
    • Occupational safety and health protection are an essential part of the company’s operations.
    • Every employee complies with occupational health and safety regulations to promote safety and protection in the work environment.
  • Avoidance of conflicts of interest through extra-duty, political or private activity
    • All employees must inform the personnel management of their intention to take up voluntary or remunerated secondary employment or to engage in active entrepreneurial activity.
  • Statutes of the cooperative
    • The existing requirements in our Articles of Association continue to apply and serve as the basis for the Code of Conduct

3. Dealing with information

  • Confidential company information
    • Confidential information and business documents are protected from access and
      inspection by external persons and other third parties in an appropriate manner.
  • Data protection, information security and intellectual property protection
    •  The protection of personal data (staff members, members, participants, guests and
      participants, guests and cooperation partners) is of great importance.
    • We will not collect or process any personal data without legal authorisation or the consent of the persons concerned.
    • We respect and protect intellectual property of all kinds. The protection of intellectual property is of essential business policy importance to us as a network of the music industry. Protected intellectual property is defined as all products of intellectual work, regardless of their commercial value. This includes literary works, music, films, television programmes, graphic works and software. Intellectual property is protected by law (e.g. by copyright, by trademark or patent rights) or as a trade secret. Infringement of protected intellectual property includes, for example, the performance, distribution or exhibition of copyrighted works without permission and the unauthorized reproduction or distribution of copies of protected intellectual property.

4. Dealing with business partners and third parties

  •  Business environment
    • In our business and social networking activities, we comply with the law.
    • When receiving and awarding donations, the legal regulations must always be met meticulously.

5. Validity, implementation and contact persons

  • There is no substitute for personal integrity and sound judgement on the part of each individual.
  • In order to live up to our social responsibility, it is important that we know the laws and regulations relevant to our work and take personal responsibility for their compliance in our own working environment.
  • The Board of Directors, the members of the network committees, the representatives of the working groups and the Music Ambassadors have a special role model function and are particularly measured against the Code of Conduct in their actions. The Executive Board is the first point of contact for questions regarding the understanding of the regulations. It is the duty of the leaders to discuss the Code of Conduct with the respective teams once a year and to help internalise the core statements among all employees.
  • All persons with management responsibility prevent unacceptable behaviour within the scope of their management duties or take appropriate measures to punish violations of rules in their area of responsibility. Trusting and good cooperation between employees and managers is reflected in honest and open communication and mutual support.
  • A violation of the Code of Conduct can lead to consequences for employees under labour law.
  • In addition to their role model function, all employees are required to carry this Code of Conduct into the network.

Berlin, August 2021

We are open to feedback and are constantly developing our Code of Conduct. If you have any questions or suggestions, please contact