Code of Conduct

We treat each other with courtesy and respect, even when we disagree.

Our communication is open and honest, but at the same time we are guided by prudence and compassion.

We work in the spirit of human rights and do not discriminate against people on the basis of gender, ethnicity, religion, color or sexual orientation.

We do not participate in or stand up to hurtful publicity and are guided by respect for ourselves and those we work with.



We show helpfulness and support to those we work with and strive to be good colleagues.

The Icelandic Opera's policy regarding bullying and harassment

The aim of the policy and response plan against bullying, sexual, gender-based harassment and violence is to prevent this behavior and to ensure that measures are in place if someone thinks they have been the victim.

It is the policy of the Icelandic Opera to create a safe working environment for employees where everyone can feel good. Emphasis is placed on a good work ethic where there is solidarity, trust and confidentiality. Staff and management are jointly responsible for creating a pleasant and professional work environment where the basic tone reflects the values of the Icelandic Opera; professionalism, initiative, joy and cooperation. Bullying, sexual harassment, gender-based harassment, violence or other inappropriate or indecent behavior that causes discomfort in the workplace has not passed. ÍÓ will take appropriate action if such cases arise and place them in a professional channel.

Each person's experience is crucial in the case of such cases and the person in question must assess whether he or she has been offended and report inappropriate behavior. It should be borne in mind that an individual may be unaware that their behavior is inappropriate or causes discomfort, so it is important to set clear boundaries and express themselves to the perpetrators if they dislike their appearance or behavior. If the person does not trust himself to talk to the person, he should seek help or, as the case may be, report the incident.

ÍÓ's definition of harassment, sexual harassment, gender-based harassment and violence is based on Regulation no. 1009/2015, which states in Article 3:

Bullying is a repetitive behavior that is generally likely to cause distress to the victim, such as belittling, insulting, hurting, or intimidating the person. Disagreements or differences of interest do not fall under this category. Sexual harassment is any kind of sexual behavior that is unappreciated and has the purpose or effect of disrespecting the person's respect, especially when the behavior leads to threatening, hostile, degrading, humiliating or abusive circumstances. Behavior can be verbal, symbolic and / or physical. Sexual harassment is behavior that is related to the gender of the victim, is ungrateful to the person and has the purpose or effect of offending the person's respect and creating situations that are threatening, hostile, degrading, Violent or abusive. Violence is any behavior that leads to, or could lead to, physical or psychological harm or suffering to the victim, including threats, coercion or deprivation of liberty. ÍÓ collaborates with professionals where they can look for those who think they have experienced any of the above, in consultation with ÍÓ's management.

ÍÓ response plan

If an employee or participant in projects on behalf of ÍÓ believes that a law or code of conduct has been violated, he or she can contact the curator (syningarstjori@opera.is), the sponsors of each update or the management who puts the matter in the right direction.

In consultation with the victim, it is decided whether to respond in an informal manner or whether the case calls for a formal procedure. Managers must fulfill their obligations to prevent the recurrence of inappropriate behavior and to put cases in the appropriate direction in consultation with victims. Managers are bound by the utmost confidentiality towards those who contact them.

Violations of the above items or codes of conduct will be put in a professional channel so that they are initiated beyond doubt and responses according to the occasion.

ÍÓ collaborates with external professionals where they can seek those who feel they need help, in consultation with ÍÓ's management.

The response plan and code of conduct are presented to staff and artists and will be accessible on the ÍÓ website.

Everyone who participates in ÍÓ's activities guarantees to respect these rules when signing an agreement. Violations may result in expulsion.