A code of conduct is an important tool to prevent inappropriate behaviour in the workplace. By setting clear behavioural rules and actively discussing and enforcing them, you collectively create a safe and respectful working environment. Leaders and supervisors have a role model function, but it is equally important that all employees feel responsible for adhering to the code of conduct.

Depending on the situation, a single code of conduct for the entire organisation may suffice, but sometimes multiple codes are necessary. For example, specific behavioural rules may apply to visitors and the public, particular productions involving external partners, or additional rules tailored to the specific work context within teams.

Developing a Code of Conduct

Below are the key guidelines for developing and implementing an effective code of conduct:

1. Create Support Among Employees
   Involve employees and other relevant stakeholders in drafting the code of conduct. Clearly state in the code who it applies to. Besides employees, this may include interns, board members, and freelancers. It is important that these groups have influence over the rules and that the code is regularly discussed within teams or collaborative partnerships. The works council or staff representation body has the right to consent on the code of conduct.
2. Align the Code of Conduct with the Organisation
   The behavioural rules should be relevant to daily tasks and recognisable to employees, visitors, and other stakeholders.
3. Make the Code Concrete and Clear
   It is impossible to include every possible form of inappropriate behaviour in the code, but it is important to provide concrete examples in language and/or images understandable to employees. Besides describing unwanted behaviour, it is also important to specify desired behaviour.
4. Ensure Everyone Knows the Rules
   Shared norms are essential for effective collaboration. Make the code of conduct widely known and ensure it is accessible to all employees and stakeholders.
5. Enforce the Code of Conduct
   Specify possible sanctions for violations of the behavioural rules in the code and act consistently when rules are broken. Enforcement involves both addressing behaviour and, if necessary, taking appropriate measures.
6. Keep the Code of Conduct Up to Date
   A code of conduct is not a static document. It should evolve through regular input and feedback from employees. It is also important to review and update the code in response to changing circumstances, legislation (such as the new Sexual Offences Act effective July 1, 2024), or societal norms.

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