NATTEN ER VORES
CHARTER FOR NIGHTLIFE WITHOUT DISCRIMINATION
Charter for a nightlife without discrimination
Together with a large number of actors in nightlife (restaurateurs, staff groups, event organizations, youth organizations, minority organizations and experts), through workshops, meetings in expert and follow-up groups and a large number of dialogue meetings, agreement has been reached on the content of this Charter for a nightlife without discrimination.
The charter will contribute to creating a nightlife that is inclusive and where there is equality and safety for all. The charter should be seen at its launch as part of an ongoing process that will step by step eliminate discrimination in nightlife.
We – the signatories of this charter – undertake, as actors in nightlife, to take the lead and take responsibility for combating any form of discrimination in nightlife – regardless of ethnicity, national origin, religion, gender, gender expression, sexuality, physical appearance, age, social background, language or political opinion.
We therefore support the initiatives below and actively commit ourselves to working for a nightlife without discrimination, where the rights and dignity of guests are respected.
Three concrete initiatives
TO COMBAT DISCRIMINATION IN NIGHTLIFE
1
COMMUNICATION
Together we must ensure the best possible communication and alignment of expectations regarding nightlife. We commit to being clear about the framework for the party, the expectations for guest behavior, and any entry requirements to participate in the party.
2
HANDLING
Together we must ensure the best possible handling of discrimination. Should a guest in the nightlife experience discrimination, the right processes must be in place to handle the situation, ensuring that the guest is heard, seen and taken seriously. Experience must then be collected to avoid similar situations in the future.
3
PREVENTION
Together we must ensure the best possible prevention of discrimination. Through exchange of experiences, education and the presence of non-discriminatory values, we must work on the culture of safety and security in nightlife.
Focus area 1: Communication
Clarity about profile, rights, expectations and adherence to the charter
Restaurants are entitled to have a profile or concept as long as guests are not discriminated against. Therefore, communication and clarity are important.
WE COMMIT TO
// To communicate clearly about adherence to this charter.
// To clearly inform guests about the profile and concept of the venues as well as expectations for guest behavior.
Restaurants are entitled to have a profile or concept as long as guests are not discriminated against. Therefore, communication and clarity are important.
We undertake to inform guests - at a minimum by means of signage in the entrance and/or cloakroom as well as on the website, social media, etc. - about the following:
// That the restaurant has adhered to this charter and does not tolerate discrimination.
// The venue's profile, e.g. dress code, access requirements and the like, which may be the reason for rejection.
// Guests' right not to be discriminated against and guests' options for responding if they experience discrimination.
// Expectations for the behavior of both staff and guests during the visit.
Focus area 2: Management
Reporting options, handling and key personnel
WE COMMIT TO
We agree that discrimination has no place in society and therefore also in nightlife. Recognizing that situations can be experienced differently, we are committed to engaging in constructive dialogue with guests about all types of experiences of discrimination, more specifically:
// Ensure clear information to guests about where to contact if they experience discrimination, as well as clear guidelines for how these inquiries will be handled.
// To appoint a permanent key person who has in-depth knowledge of the charter's areas of focus and who has the right skills to conduct a constructive dialogue with guests who experience discrimination.
// Having a permanent key person who has in-depth knowledge of the charter and who can continuously ensure that the charter and its content are known to both employees and relevant external suppliers.
// To clearly communicate how the venue handles situations where guests experience discrimination. The guidelines must describe to both guests and staff how to contact them if they experience discrimination and describe practices for handling reported incidents.
// To engage in constructive dialogue with guests about all kinds of experiences of discrimination, recognizing that situations can be experienced differently.
WE SUPPORT
// That a centrally organized dialogue tool be developed and established for inquiries about discrimination.
Focus area 3: Prevention
Upskilling, education and dialogue
Continued and strengthened efforts are needed to prevent and combat discrimination in nightlife. The staff at each restaurant must understand what discrimination is and means for guests in nightlife, as well as how the restaurant can contribute to preventing, combating and handling discriminatory behavior.
Therefore, it is necessary that the management team has knowledge and skills to prevent discrimination. In addition, additional information and ongoing training of security and service personnel is necessary to support employees in their work to counter the biases and blind spots that can lead to discrimination in all forms. This also applies to cases where the staff is affiliated with the restaurants through external suppliers.
WE COMMIT TO
// To provide information about discrimination and train staff and management in preventing, combating and handling discriminatory behavior.
// To maintain and continuously update knowledge and skills regarding discrimination.
Some restaurateurs have the resources and skills to ensure that the necessary courses, information, etc. are offered, but a number of restaurateurs will not be able to undertake this task alone.
We are therefore positive about centrally managed training courses that can make it easy and attractive for restaurateurs across the industry to work with knowledge and prevention, both in the management teams and among the staff who have direct contact with nightlife guests.
We are also convinced that ongoing dialogue on preventing and combating discrimination and mutual exchange of experiences in themselves has a preventive and strengthening effect on our efforts.
WE SUPPORT
// Establishment of centrally managed training courses for the industry.
// Establishment of one or more industry forums for ongoing discussions and exchange of experiences in relation to preventing, combating and handling discrimination in nightlife.
Follow-up on the charter's areas of focus
In order to support active and targeted work on the Charter's initiatives, we will, through dialogue visits or other similar solutions, enter into a collaboration with the Municipality of Copenhagen to verify our obligations in relation to the Charter.
As far as the specific initiatives in the charter are concerned, we will, together with the Municipality of Copenhagen and other relevant stakeholders, identify the specific opportunities and the need for financing the charter's areas of action.