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The purpose of this guidance is to offer clear advice to members on how to tackle harassment and inappropriate behaviour at your local level. The guidance applies to all work settings within the music industry and to all individuals and organisations participating in them.
A “work setting” can be a gig, concert, rehearsal, recording session, songwriting residential, music video shoot, promotional event or work-related trip. “Individuals and organisations” include performers, musicians, audience members, producers, record companies, orchestras, event organisers and promoters.
Additional input was provided by Ekvalita and the Finnish Institute for Health and Welfare.
Harassment is a form of discrimination as set out in the Non-discrimination Act and the Act on Equality between Women and Men. Harassment and discrimination can also occur in situations where the victim does not recognise themselves as such. It is important to ensure that those who experience harassment and discrimination have the opportunity to be heard and for their experience to be validated.
Harassment and discrimination take many forms. Victims should not be expected to name the form of harassment and discrimination they have faced. Our perception of harassment is always a personal and subjective one.
In harassment, a person’s behaviour creates an intimidating, hostile, degrading, humiliating or offensive environment for another person related to prohibited grounds for discrimination, such as sexual orientation, origin or disability (Reference: Non-discrimination Ombudsman.)
Not all unwanted behaviour constitutes harassment. The perpetrator’s motivation or the witnesses’ perceptions of the incident do not determine the nature of the events that have occurred. If appropriate, legal action should be pursued to ensure that the matter is dealt with through the justice system.
Verbal, non-verbal or physical harassment or other inappropriate conduct that is liable to cause harm or pose a risk to the victim’s health.
Any behaviour intended to create an intimidating, hostile, degrading, humiliating or offensive atmosphere.
Unwanted sexually-motivated behaviour that encroaches on another person’s mental or physical autonomy and their right to sexual self-determination.
Any unwanted behaviour that is not of a sexual nature but is directed at a person’s sex, gender identity or gender expression and perpetrated with the purpose or effect of violating another person’s dignity or physical autonomy.
Any unwanted comments relating to a person’s age, appearance or skin colour.
In 2018, the Finnish Musicians’ Union conducted a survey of our members’ experiences of sexual harassment.
A survey on equality in the Finnish music industry was run in early 2022. The survey was commissioned by the Finnish Musicians’ Union, Gramex, IFPI Finland, Finnish Jazz Federation, Finnish Music Publishers Association, Association of Finnish Symphony Orchestras, Society of Finnish Composers and Teosto Music Copyright Association.
In Finland, harassment and inappropriate behaviour are covered by the Occupational Safety and Health Act, the Act on Equality between Women and Men (sexual harassment and sex and gender-based harassment), the Non-Discrimination Act (discrimination and harassment) and the Criminal Code (sexual harassment).
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The objectives of this Act are to improve the working environment and working conditions in order to ensure and maintain the employees’ ability to work as well as to prevent occupational accidents and diseases and eliminate other risks from work and the working environment to the physical and mental health, hereinafter health, of employees.
https://www.finlex.fi/fi/laki/ajantasa/2002/20020738
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The objectives of this Act are to prevent discrimination based on sex, to promote equality between women and men, and thus to improve the status of women, particularly in working life. Furthermore, it is the objective of this Act to prevent discrimination based on gender identity or gender expression.
https://finlex.fi/fi/laki/ajantasa/1986/19860609
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The purpose of this Act is to promote equality and prevent discrimination as well as to enhance the protection provided by law to those who have been discriminated against.
https://www.finlex.fi/fi/laki/alkup/2014/20141325
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Finnish law applies to an offence committed in Finland.
The Finnish music industry does not condone harassment or discriminate in any form. We have a zero tolerance policy towards all forms of harassment, discrimination and inappropriate behaviour.
If necessary, report the offence to the police. If there is a suspicion of a crime, even in a suspicious or minor situation, you should contact the police helpline. You can also report online sightings, even via the police online tip-off form.
Anna Dantchev, yhteisökoordinaattori
anna.dantchev@muusikkojenliitto.fi
Lumi Ollila, koordinaattori
lumi.ollila@musiikintekijat.fi
Katariina Sorsa, vientipäällikkö
katariina.sorsa@musicfinland.fi
Laura Haarala, toiminnanjohtaja
toiminnanjohtaja@ohjelmatoimistot.fi
+358 40 526 7260
Iiris Lehtonen, toiminnanjohtaja
iiris.lehtonen@sinfoniaorkesterit.fi
+358 40 511 6142
Minna Auvinen, tiedottaja
minna.auvinen@musiikkikustantajat.fi
+358 40 1973 704
Antti Kotilainen, toiminnanjohtaja
antti.kotilainen@ifpi.fi
+358 40 548 1781
Laura Sallinen, toimisto- ja viestintävastaava
laura.sallinen@composers.fi
+358 9 445 589
Jenna Lahtinen, toiminnanjohtaja
jenna.lahtinen@livefin.fi
+358 50 376 3767
Vappu Aura
Viestintä- ja yhteiskuntasuhdejohtaja
vappu.aura@teosto.fi
+358 50 560 4450
Hanna Fontana
Henkilöstöpäällikkö
hanna.fontana@opera.fi
Some excellent practices and policies already exist within the Finnish music industry
The Occupational Safety and Health Authorities enforce regional compliance with occupational safety and health laws. The authorities most important method of enforcement is occupational safety and health inspections.
https://www.tyosuojelu.fi/web/en/working-conditions/unfair-treatment
Ruisrock doesn’t tolerate racism or discrimination of any kind. In case you witness or encounter inappropriate behavior, please contact any of the security or other festival staff.
AT RUISROCK:
Read more: https://ruisrock.fi/en/info/values/equality/
https://kansanmusiikkikansantanssi.fi/turvallisempi-tila/ (in Finnish only)
Uniarts Helsinki’s Equality and Diversity Plan describes the central principles, goals and measures that guide our equality and diversity work in 2021-2024.
Read more: https://www.uniarts.fi/en/general-info/equality-and-non-discrimination/
The bases for the theses for promoting equality and diversity in the music sector were created during Music & Media event on October 5, 2017. A working group consisting of music industry professionals has written the theses into their final form.
The theses aim to advance the shared, equal future of the music industry in Finland. We invite all music professionals to sign and share the theses.
Read more: https://www.yhdenvertainenmusiikkiala.com/in-english
The Finnish National Opera and Ballet’s ‘Workplace Conduct’ offers a guide for preventing and addressing inappropriate treatment.
We hope that you will adopt this guidance and apply it in your own work.
You too can make a difference by organising training for the equality and inclusion officer within your organisation, by highlighting these issues through your communications and by raising them with your professional contacts and networks by and initiating discussions within your community of any relevant issues that come to your attention.
Hashtags:
#safeforall
#safeateverystage