Operating grants: Fair practices in the cultural sector

One: Remuneration

From lighting technician to artist. From freelance sculptor to dance teacher. In your personnel policy, there is no distinction made concerning the position of employees. Self-employed or employee, everyone should be paid correctly. Juistisjuist.be contains the principles and collective bargaining agreements for the arts sector. Honest pay for honest work, that’s what it comes down to. A guideline for the Visual Arts has also been developed. 

Two: Good governance

Transparency in decisions, no conflict of interest, a nice balance between administrators, management and staff. But also safety in the workplace, feasible hours, sound financial management, proper archive activities, sustainability… You no doubt feel what good governance is about. But how do you put that on paper? Use the Culture Governance Code toolbox to help you on your way. Or contact Flanders Arts Institute.

Three: Integrity

What is your organisation doing to combat transgressive behaviour and to promote psychosocial well-being? What are the procedures? And are they being used effectively? Because it’s not enough that there are reporting channels and confidential advisers. Everyone, from volunteer to chairman of the board, must of course also be informed.  Use the combatting transgressive behaviour toolbox.

Subsidy requirement and assessment criterion

The Arts Decree presents the three priorities above as a requirement for subsidies. And at the same time also an assessment criterion:

• Subsidy requirement: When submitting your application, you must already have a number of things in order. Internal regulations, for example. Prove that you are engaged in good governance, because without this there is little point in submitting an application. Your application will then be declared inadmissible.  
• Assessment criterion: You should also focus substantively on fair practices. How do you approach this with respect to the three priorities ‘remuneration’, ‘good governance’ and ‘integrity’? In any case, be sure to mention correct remuneration in your budget. In addition, show that fair practices are more than a mere administrative matter, but something intertwined with the artistic and business side of your organisation. With a transparent remuneration policy, an ombudsperson advisor who can be approached by all, and a clear decision-making structure. 

Moving in the right direction

Should fair practices really already be in order before the moment of application? Actually yes. But during a transition period, and depending on your organisation’s size, a number of aspects can be handled differently. Perhaps your ombudsperson is an external agency? Or is your organisation already going through a detailed transition process? Sometimes fair practices put a row of dominoes in motion. Time is sometimes needed to initiate fundamental changes. In this case, show in your application that things are moving in the right direction.