New York Stage & Film is a company dedicated to incubating new work in different modes of development without the demand to deliver a fully-formed product. All performances are free from critics and box office demands, permitting artists to create without pressure. 

 

We expect all in-residence to recognize that each individual has a right to a working environment that encourages considerate, dignified, and non-sexualized working relationships. Please continue reading to learn more about the policies and practices in place to ensure that Stage & Film maintains a safe and welcoming work environment, which in turn allows the fostering of a daring artistic environment. 

 

Under the New York State Human Rights Law, it is illegal to discriminate based on sex, sexual orientation, gender identity or expression, age, race, creed, color, national origin, military status, disability, pre-disposing genetic characteristics, familial status, marital status, criminal history, or status as a victim of domestic violence. ​

 

S&F supports the rights of its employees: full-time staff, seasonal staff, artists, apprentices, interns, and all other employees to work and live in an environment without discrimination, racism, sexism, homophobia, transphobia, ableism, harassment, or bias. 

 

This policy applies to all employees and covered individuals, such as contractors, subcontractors, vendors, consultants, or anyone providing services in the workplace, and all must follow and uphold this policy. This policy is provided to all employees in person or digitally through email upon hiring and will be posted in all work locations. 

        

ANTI-RACISM

S&F will address instances of direct or indirect, blatant or inferred, intentional or unintentional acts of racism including racial discrimination, bias, antagonism, harassment, unauthorized investigating, or ill-intended, racially-motivated inequity of any sort, under any circumstance. Institutionally, instances of hate or bias and micro or macro-agressions can be reported to leadership (see Reporting Procedures below) and will be addressed immediately. 

        

Hate or bias incidents can fall into two broad categories: those that violate civil rights or criminal laws and those that may not be illegal but still cause harm. Both types of hate or bias incidents cause significant suffering to people and communities.

 

Microaggressions refer to everyday derogations, slights, and invalidations that are often delivered to people of minority or marginalized backgrounds.

 

Macroaggressions are the structural and institutional expressions of systemic bias, where exclusionary policies and procedures collectively disadvantage minoritized groups on a large scale.

 

Anyone who witnesses or experiences hate or bias in New York State—even if they are not sure if the situation warrants hate and bias intervention—is also able to report it to the Hate and Bias Prevention Unit by calling: (844) 662-4283 or submitting it to their Hate and Bias Incident Form. Reporting hate and bias to the Division is safe, simple, and can be anonymous.

 

SEXUAL HARASSMENT

Sexual harassment is a form of workplace discrimination that subjects an employee to inferior conditions of employment due to their gender, gender identity, gender expression (perceived or actual), and/or sexual orientation. Sexual harassment is often viewed simply as a form of gender-based discrimination, but New York Stage & Film recognizes that discrimination can be related to or affected by other identities beyond gender. 

 

In New York State, harassment does not need to be severe or pervasive to be illegal. Sexual harassment can also include unwelcome sexual flirtations, advances or propositions, verbal abuse of a sexual nature, subtle pressure or requests for sexual activities, non-consenual touching of an individual, graphic verbal commentaries about an individual's body, sexually degrading words used to describe an individual; a display in the workplace of sexually suggestive objects or pictures, sexually explicit or offensive jokes, or physical assault.

 

Any employee or covered individual who engages in sexual harassment, discrimination, or retaliation will be subject to action, including appropriate discipline for employees. 

 

PHYSICAL AND VERBAL ASSAULT

Physical and verbal assault influenced by any source of discrimination or not will not be permitted. 

 

POSITIONALITY TO POWER

Employees at every level who engage in harassment or discrimination, including managers and supervisors who engage in harassment or discrimination or who allow such behavior to continue, will be penalized for such misconduct. Harassment comes in many forms including lording over hiring and firing power, employment status, including future employment. 

 

Individuals holding different relationships to power, institutionally, in the entertainment field, and/or societally, must work together to achieve the same goal. It permits people of differing power status and dynamics to engage introspectively and collectively on how one's actions influence and affect other people.