top of page

Crew policy/procedure when someone reports an issue.

 

Establish exactly what the person reporting the issue expects:  

1) How serious was the incident in their eyes? How do they feel about it?

2) Are they happy to have the issue reported to Studio Management (Chris)?

3) Do they want the complaint to remain anonymous?

4) Do they want someone to speak to the problem person?

5) Do they wish to escalate the issue in any specific way? 

6) Are there any immediate steps that could be taken to help with this issue? 

7) If possible seek input from both parties as to how they wish to proceed.

​

​

Listen carefully and take the report seriously!

​

If they are okay with it, then please report it to Chrisp (or Frances or Antony or Laura) (particularly if you are not one of these designated support people!) and discuss the planned action steps (if any). 

​​

Let the person who reported the problem know what the plan is to deal with it.  For example:

  • No further action will be taken - we’ve taken note  / we'll keep an eye on them - thank you.

  • I have raised the issue with Studio Management and they are going to contact you.

 

If they are not okay with reporting it to Studio Management, and the matter requires action, work with the person to agree on a plan to deal with it. For example:

  1. Can I report it to Studio Management anonymously, without specific details, in writing with your review/approval?

  2. Does it need to be escalated to the police or other authority?

  3. Set a specific timeline for actions/responses

 

In all cases:

  1. Let the person know specifically what, when and who is dealing with the issue.

  2. Provide feedback to the person when all planned/agreed actions have been taken.

 

Check-in with the person the next day to make sure they’re okay. 

​

Keep these items in mind when assisting with an issue! 

1) Protect all the people involved, including both sides of the complaint, support people and witnesses, from victimisation, which could include being punished, bullied, intimidated.

2) Allow /encourage a support person(s) to be present at interviews or meetings

3) Maintain confidentiality and ensure details of the matter are only known to those directly concerned - the general crew should not be informed unless required for safety.

3) No one should be in any way pressured or coerced (even for apparently good reasons - like encouraging them to give more details etc)

4) No one should be discoraged from proceeding with whatever actions they feel are appropriate.

5) We are not professionals in this area, make it clear we are simply doing our best to assist and the person should feel free to consult with someone more experienced at any time. 

6) Consider the risks that the person reporting the problem may be placed in an awkward situation at any time due to our actions and take steps to prevent that.

7) Do not at any time assume innocence or guilt of anyone. Treat everyone involved fairly

8) We should not attempt to involve ourselves in peoples private lives/relationships any more than is strictly necessary to provide a safe environment for dancing so don't over step our role. 

​​

 

Offer support as appropriate - e.g. Confidential Helplines such as ‘Safe to Talk’ (https://www.justice.govt.nz/about/news-and-media/covid-19-news/family-violence-and-sexual-violence-helplines/)

bottom of page