What is the Fair Practice Code?
The Fair Practice Code is a code of conduct for entrepreneurship and work in art, culture and creative industries, based on five core values: solidarity, diversity, trust, sustainability and transparency. The code encourages critical reflection and serves as a guide on how the sector collectively creates a future-proof labour market and professional practice. The Fair Practice Code serves as an umbrella under which regulations and guidelines can be developed for the various sectors which truly contribute to improving the earnings capacity and development perspectives for professionals in the cultural and creative sector. The Code also encourages the development of these perspectives, where needed.
Fair Pay, Fair Share, Fair Chain
The code invites all stakeholders to accept a shared responsibility for a Fair Chain, giving artists and creative professionals a Fair Share and Fair Pay in view of the value of their professional skills, expressivity and unicity in society. This implies fair working conditions and pay, and that everyone is aware of their place in the chain, takes responsibility and acts in solidarity with other workers in the field.
The Fair Practice Code was drawn up by a broad representation of cultural and creative professionals. It complements the Governance Code Culture and the Code of Cultural Diversity. To find out more about how the Code was established, see “Why have a Fair Practice Code?”
Solidarity: The need for a shared interest and dependency is acknowledged, both in the chain of creation, production, distribution and business operation within the sector itself and in society as a whole. This means that it is a matter of course to defend or promote other parties’ interests, to seek to establish collective (copyright) agreements, and to acknowledge the importance of collective responsibility for fair pay, and to act accordingly.
Sustainability: In order to retain and stimulate the high quality and potential of the cultural and creative sector, it is vital to prevent any discouragement among creative professionals. This can be achieved through a forward-looking policy that focuses on growth and human capital development. In addition, investments in the quality of work through education, HR policy and agreements on insurance and pensions can safeguard potential and motivation among creative professionals for the long term.
Diversity: The cultural and creative sector aspires to be an inclusive environment. It should offer more opportunities and would benefit from better representation of society in all organisational fields and levels. This pertains not only to cultural/ethnic background, but also to gender, sexual orientation, age, knowledge and skills, and socioeconomic background.
Trust: In the cultural and creative sector – as in the science domain and unlike as in many other societal sectors – it is difficult to directly relate effort, talent and labour to quality and to a quantitative output with measurable returns. Instead of taking output as the yardstick, having trust in the outcome, dedication, quality and intention is an essential value and a condition for success.
Transparency: Having trust in and an understanding of each other’s interests and possibilities presupposes a certain measure of openness regarding one’s policies and operational management. A transparent market – financed in part by societal clients such as funds and public bodies – promotes trust and ownership and offers strategic and practical opportunities for collaboration.