Dealing with People and Resources Correctly

Kaaitheater is committed to creating a healthy, welcoming and respectful environment for everyone involved in achieving our mission. To achieve this, we actively pursue an integrity policy and consistently translate the values and principles of non-discrimination, fair practice and good governance into practice. We do this throughout our operations, both in our internal and external collaborations.


As an institute, Kaaitheater has an important task in providing a framework for current social themes (such as climate change, the decolonisation debate, the #metoo movement, etc.), which call for reflection, reaction and translation into practice. We are aware that Kaaitheater is just as much a product of a specific context and a particular history, which itself demands reflection and awareness. Procedures and principles form the basis, but it is our actions that count. We realize that there are blind spots and that we sometimes miss the mark. As an organisation, we want to learn continuously and we are open to feedback and suggestions on how to comply with the principles below even better.


Integrity Policy
Kaaitheater recognizes that the effects of racism, sexism and other systemic prejudices and biases are deeply embedded in our society, including the world of culture in which we operate. Kaaitheater does not tolerate any inappropriate or transgressive behaviour, violence or abuse of power. We actively work to create a climate where everyone feels treated with respect and where there is room for difference. We are taking structural measures to do this. 

  • We translate our vision for respectful behaviour into a code of conduct, in which we concretely state what transgressive behaviour is and what someone can do when confronted with it. We adopt a learning attitude in this respect and we comply with the guidelines.
  • At regular intervals, we organise information sessions for the team's employees, including the evening shift, during which we explain Kaaitheater's integrity policy.
  • We make experiences of inappropriate and transgressive behaviour discussable by actively placing the subject on the agendas of our team consultation meetings.
  • Within Kaaitheater there are two confidants, different from each other, who are known and available.
  • We support Engagement and endorse the Call for engagement to end sexism in the arts.

Kaaitheater does not tolerate any form of discrimination or oppressive behaviour and makes this explicit both in its code of conduct and through a public statement.


Fair Practice
Kaaitheater wholeheartedly endorses the principles and practices of Juist is Juist where solidarity, transparency, sustainability and responsibility are pursued at all times and in all (artistic) collaborations. We value all work and use specific regulations only for their intended purpose, and that in the strictest sense. In negotiations we are aware of our (power) position. Kaaitheater provides written agreements in which all expectations and modalities are transparently communicated. We consistently start from legal and solidarity-based basic principles in negotiations. Kaaitheater insures employees and volunteers with a comprehensive insurance package. Payments of performances follow at least the CAO Performing Arts, and in the case of self-employed performers, at least the equivalent of the wage cost applies as a fee. We take into account the status of people from precarious groups with whom we work and always look for the most appropriate form of employment.


Good Governance
Kaaitheater implements the ten principles of good governance set out in the Arts Decree. These are anchored in our internal regulations, the framework of agreements between general management and the Board of Directors, the schedule of mandates, the delegation of powers and the competence matrix which describes both the balanced composition of the Board of Directors and the required competences of the directors. We have a procedure that calls for mediation and also describes what should happen if a solution is not found in the event of a conflict. Every two years, the board carries out a self-evaluation based on defined objectives and modalities. Working groups made up of employees, managers and members do preparatory work for the board, so that board themes can be developed in a well-founded and considered manner. Annual consultation between the general management and the general assembly is organized, where general policy and strategy of the organization is discussed and the necessary decisions are made.


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