CODE OF CONDUCT  

A Code of Conduct is a tool to ‘set the tone’ for how you want to work with others and what you expect of anyone you work with.  You can draft it in plain language to communicate with those you are managing or directing (e.g. employers or contractors) or anyone else you are working or collaborating with .

You can also use a Code of Conduct to prompt a conversation with people you are thinking about working with, to ensure they will align with your values and commitment to a safe and inclusive workplace. 

The Code of Conduct template provided here is a sample that you can adapt and adopt to suit your needs.  It is not a compulsory, uniform or industry standard document.

Code of Conduct template and guidance available here:

The legal effect of a Code of Conduct and the consequences of breach depend on the context in which it is used and how you integrate it into any other contractual arrangements (see the guidance included in the template for more info). 

Any person or business of any size can use a Code of Conduct.  Examples of how it can be used in the music industry include:

  • A solo performer can provide their Code of Conduct when negotiating collaborative work in the studio, to prompt conversation and agreement from other collaborators on what behaviour is acceptable.

  • A subcontractor providing Artist Liaison services to a festival with a small team can have all of their direct hires sign a Code of Conduct, if the festival itself does not have one.

  • A promoter can require all suppliers, vendors, and contractors sign a Code of Conduct as part of accepting the work and/or before they arrive on site.

  • A radio station can publish its Code of Conduct as a reminder to guests of how to conduct themselves in the studio and while on air, and also use it as a tool where there are allegations about specific artists

EXAMPLES

For more inspiration here are some examples of Codes of Conduct created by third parties. SoundCheck Aotearoa has provided these links to third party websites as useful examples and does not necessarily endorse the organisations concerned. Please also note some examples are from overseas jurisdictions where laws may differ and are included purely for guidance: