Full Code of Conduct IFFR

Latest update: September 2026

1. Purpose and scope

At IFFR, we want to create a safe, inclusive and inspiring environment for everyone involved. This Code of Conduct guides how we work with each other and with the world around us. It builds on respect, integrity, accountability and collaboration.

This Code applies to everyone who works for or with IFFR: staff, interns, volunteers, external employees under assignment agreements (i.e. contractors) and employees based outside the Netherlands. It also applies to film professionals, audiences, partners and suppliers who visit and take part in festival activities. IFFR can exclude people who do not follow this Code.

This Code sets out:

• what good behaviour looks like at IFFR;
• how we prevent and address unwanted behaviour;
• how we handle conflicts of interest, integrity, data and media.

The Code follows the Governance Code Cultuur, Fair Practice Code and Code Diversiteit & Inclusie. It also follows Dutch law, GDPR and privacy rules.

2. How we work together

2.1 Diversity, Equity & Inclusion (DEI)

A diverse, equitable and inclusive IFFR is core to what we do, as an employer, as a festival and as a partner. Diversity and inclusion improves our work. With our unique skills, perspectives and backgrounds, we all contribute to a successful IFFR.

Equal treatment
No employee, freelancer, volunteer, intern, applicant, visitor or partner will be treated less favourably on the basis of their age, disability, ethnic or national origin, gender, gender identity or expression, sexual orientation, religion or belief, marital or family status, pregnancy, socio-economic background, or any other personal characteristic protected under Dutch law. 

Inclusion in practice
An inclusive culture is built day by day, through how we work together. Employees, volunteers and contractors are expected to contribute: be aware of your own bias, speak up when something is not right, support each other and make space for perspectives different from your own. Accessibility, fair opportunities and representation also guide how IFFR approaches its programming, recruitment, partnerships and audience engagement.

2.2 Positive behaviour  

At IFFR, we value openness, listening and collaboration. Every perspective matters. Key behaviours include:

• Respectful communication: listen actively, speak kindly and value differing opinions. In practice, give each other room to speak and hear people out before you respond.
• Collaboration and support: offer help when it is needed and celebrate each other’s successes. Notice when someone is struggling or being left out, and act on it.
• Leading by example: show integrity, fairness and accountability in what you do. Everyone’s behaviour signals what is acceptable at IFFR.

2.3 Unacceptable behaviour 

IFFR does not accept behaviour that undermines safety, respect or equality. This includes, but is not limited to:

Discrimination and (cyber) bullying

• Making insulting comments about someone based on any of the characteristics listed under “Equal treatment”;
• Ridiculing, belittling, ignoring or mocking someone, in their presence or elsewhere. Damaging someone’s standing by starting rumours, or by sharing private information to embarrass them;
• Using sarcasm, silence or delay again and again to show frustration, instead of talking about it openly;
• Excluding someone socially. For example, keeping them out of group chats, resources or decisions where they should be involved; 
• Using pressure or manipulation to make someone do or not do something against their will.

Sexual harassment
Sexual harassment and intimidation of any kind (verbal, physical or online) is against the law. We investigate every report. Examples include comments about someone’s body or appearance, sexual material/memes or jokes in chats, asking someone out again after they said no, and unwanted touching, hugging or standing too close. If an independent investigation confirms sexual harassment, IFFR ends the collaboration and/or denies access to its activities immediately.

Aggression/conflictive behaviour
Everyone has the right to a safe workplace. Verbal or physical threats and aggression undermine that. We deal with conflict openly and with respect for everyone involved. Examples include yelling at people, threats, for example, “if you don’t do this, you’re out” and using intimidation to push decisions through.

Abuse of authority
Employees may never use their role or authority for personal or outside business goals. Abuse of authority includes:

• using unfair pressure or threats to make someone act against their will, or using performance reviews, opportunities or working conditions as leverage. For example, making an agreement or opportunity conditional on something unrelated;
• changing tasks, information or decisions to disadvantage someone. For example, deliberately withholding information someone needs to do their work;
• steering assignments or contracts to personal contacts;
• asking for or accepting favours, payments, gifts or discounts in exchange for special treatment;
• misusing non-public information about, for example, programming, selection or partnerships.

Everyone must act in the best interest of IFFR and avoid any appearance of undue influence.

2.4 Alcohol and substance use

Alcohol is available at festival events and receptions. Drink responsibly and stay respectful. IFFR does not serve alcohol to minors and may ask for proof of identity. Illegal or narcotic substances (for example amphetamines) are not allowed at any IFFR event or workplace: using, possessing or dealing them leads to immediate removal and may be reported to the police.

3. Acting with integrity 

3.1 Conflict of interest

Conflicts of interest can come up inside IFFR (with colleagues or supervisors) or outside IFFR (with contractors, partners or suppliers). For example, supervising a contractor while in a personal relationship with them, taking part in selecting a supplier while you have a financial interest or holding a role in another organisation that competes with IFFR.

3.2 Governance and supervision

IFFR follows the Governance Code Cultuur for good governance and supervision. 

• The Board of Directors and Supervisory Board members act independently, with integrity and avoid conflicts of interest. 
• The Board ensures IFFR is run responsibly, with expertise, independence and in line with our commitment to diversity and inclusion.
• Governance actions include: 
  • publishing board policies, remuneration and additional roles each year;
  • consulting stakeholders;
  • evaluating the festival each year;
  • completing a Risk Inventory and Evaluation (RIE) every 3 to 5 years, with a review every 2 years.

3.3 Integrity reporting

If you suspect serious wrongdoing that harms IFFR or a wider interest, such as fraud, theft, abuse of position, conflicts of interest or the leaking of confidential information, report it to People & Culture, a confidential counsellor or the Board of Directors. Your report is treated confidentially, you are protected against any disadvantage, and you will be told within set timelines what happens with your report.

4. Information, data and media

4.1 Confidential information & privacy 

At IFFR, protecting information, personal data and our reputation is a shared responsibility. Everyone who works for or with IFFR must handle information carefully, securely and in line with Dutch law, GDPR and IFFR policies.

Personal data & privacy

• Personal data must always be processed lawfully, fairly and transparently.
• Use data only for the purpose for which it was obtained, and never share it with unauthorised parties.
• When sharing data with third-party processors (e.g., contractors or cloud providers), a formal agreement to protect the data is always required.
• Respect the privacy of colleagues, partners and participants; avoid discussing personal information without consent.

Data handling 
IFFR handles sensitive data such as contact details (customer addresses, telephone numbers), passport and visa information, bank account numbers, financial reports, internal reports and other non-public documents. Employees must take care to prevent accidental leaks or misuse. Any breach of data security must be reported immediately to People & Culture or IT. 

4.2 Transparency

• IFFR applies the Fair Practice Code. For employees, the terms of employment are specified in the ‘terms of employment’; for contractors, they are set out in the ‘terms and conditions’. These terms of employment are an integral part of the assignment agreement.
• We are transparent about the results of our company activities and publish these on our website as required by the Code Governance Cultuur.

4.3 Media and Public Representation

Media coverage, public commentary and online communications directly affect our reputation and stakeholder trust. We expect everyone working for IFFR to act responsibly and professionally in contact with media, at public events, in online discussions and on social media, wherever you may be associated with IFFR.

5. Reporting and support 

If you experience or witness behaviour that goes against this Code, please report it. This applies to everyone: staff, freelancers, partners, suppliers and visitors. In an emergency, call 112.

How we handle reports
IFFR handles every report seriously and as confidentially as possible. We discuss the next steps with you before we act, unless there is a serious safety risk. No one who reports in good faith, or takes part in an investigation, will face negative consequences.

Who to contact

• People & Culture, via hr@IFFR.com. We listen, discuss with you what you need and, if helpful, put you in touch with one of IFFR’s confidential counsellors. Formal complaints can also be made here.
• Mores, the independent support service for anyone in the cultural and creative sector.
• Slachtofferhulp Nederland for victim support, on 0900 0101.

6. Measures

Violations are assessed case by case. Possible measures include:

Level	Description
Verbal warning	For minor first-time violations.
Written warning	For serious or repeated breaches.
Suspension	For very serious offences or during investigation. Access is temporarily taken away.
Termination	For severe breaches. Follows a written warning, or is immediate, depending on the severity and legal duties.

7 Final statement

Following this Code of Conduct is a condition for working at or with IFFR. Questions, clarifications or reports can go to People & Culture (hr@IFFR.com) or a confidential counsellor. Violations will lead to appropriate measures, based on IFFR policies and Dutch law.