Protocol for the Guarantee of a Safe, Inclusive and Respectful Environment at the OUFF

1. Introduction

The Ourense Film Festival (OUFF), through its Department of Implementation of Social and Civic Values, establishes this protocol for the guarantee of a safe, respectful and inclusive environment as part of its firm commitment to the defence of fundamental rights, equality and diversity.

The main objective of this protocol is to ensure that all the people linked to the festival – workers, participants, collaborators, guests, as well as the attending public – can carry out their activities in an environment free of any form of violence, harassment, discrimination or humiliating treatment, whether physical, verbal, psychological or sexual.

The OUFF understands that culture should be a safe and transformative space, which is why it actively promotes values such as respect, empathy, individual freedom, inclusion, equity and collective responsibility. This document not only acts as a preventive tool, but also as a guide for action in the event of possible incidents, with clear procedures for reporting, attention and resolution, always from a perspective of care and support for those affected.

Furthermore, this protocol is in line with current legal regulations on equality, prevention of harassment, promotion of healthy working and social environments and responds to an ethical conviction that places people at the centre of all the festival’s activities.

With this, the OUFF reaffirms its desire to be not only a space for cinematographic encounters, but also a benchmark in the commitment to human rights, social justice and peaceful coexistence.

The OUFF, through its Department for the Implementation of Social and Civic Values, has created this protocol, which will be reviewed periodically throughout the year, especially before, during and after the festival, in order to adapt to possible legislative changes, incorporate new ethical standards and gather lessons learned from its application.

2. Principles and values

This protocol is based on a number of fundamental principles which guide its interpretation and application and which should inspire all actions derived from it.

Equality and non-discrimination

OUFF is committed to guaranteeing equal treatment and opportunities for all people, in compliance with current national and international legislation on fundamental rights. This principle applies to all activities, labour, artistic and professional relations that take place within the framework of the festival.

Any form of discrimination, whether direct or indirect, on the grounds of sex, gender, sexual orientation, gender identity or expression, ethnic or racial origin, nationality, language, religion or belief, age, disability, social class, political ideology, HIV status or any other personal or social condition is expressly prohibited.

This principle is underpinned by the following legal framework:

• Article 14 of the Spanish Constitution, which recognises the right to equality and non-discrimination.
• Organic Law 3/2007, for the effective equality of women and men.
• Law 15/2022, comprehensive law for equal treatment and non-discrimination.
• Law 4/2023, for the real and effective equality of trans people and for the guarantee of LGTBI rights.
• European Union Directive 2000/43/EC on equal treatment between persons irrespective of racial or ethnic origin.
• Directive 2000/78/EC on equal treatment in employment and occupation.
• Royal Decree 1026/2024, of 8 October, which develops the planned set of measures for equality and non-discrimination of LGTBI people in companies.

The festival is also committed to adopting active affirmative action measures to correct structural inequalities and foster an inclusive and respectful environment. This includes equity criteria in the selection of content, working teams, selection committees and juries, as well as in the public attention and logistical organisation of the event.

Equality is not only understood as a legal principle, but also as a fundamental value of OUFF, which cuts across all its organisational, symbolic and communicative dimensions. For this reason, awareness-raising campaigns, specific training for work teams and accessible mechanisms for reporting discriminatory behaviour will be promoted.

Guiding principles of protocol

This protocol is not limited to establishing rules for dealing with situations of harassment or discrimination, but is based on a set of ethical and operational principles that guide its interpretation, application and evolution.

These guiding principles are the frame of reference for all people involved in the festival, whether as workers, volunteers, participants, suppliers, collaborators or attendees. Compliance with them is essential to ensure the safe, accessible and transformative nature of OUFF as a cultural space.

1. Respect and dignity

All people linked to the Ourense Film Festival must be treated with dignity, consideration and respect, regardless of their identity, orientation, origin, physical or social condition, beliefs, language, age, nationality or role within the festival. Mutual respect is the basis of a healthy coexistence and a professional, artistic and human environment that favours free, safe and equitable participation.

2. Zero tolerance for harassment and discrimination

The festival establishes a zero tolerance policy for any form of harassment – whether sexual, workplace, psychological, gender-based or any other cause – as well as discriminatory behaviour. This includes physical, verbal, symbolic, written or digital actions, both direct and indirect. Any violation will be assessed and, if appropriate, firmly sanctioned in compliance with the protocol and the legislation in force.

3. Equality and non-discrimination

Equal opportunities and the recognition of diversity as a value will be actively promoted. It will guarantee that all people can participate and develop under equal conditions, eliminating visible and invisible barriers. This implies acting in the face of discriminatory situations, but also designing spaces, activities and professional relations with an inclusive perspective, attending to real and not just formal equality.

4. Intersectionality

The protocol recognises that people may be subjected to multiple forms of discrimination simultaneously – for example, on the basis of gender, origin, class or disability – and that these do not act in isolation, but are intertwined. Therefore, the measures adopted must take into account this complexity, addressing cases from an intersectional approach to identify and redress structural or accumulated inequalities.

5. Confidentiality and privacy

Any report or intervention related to the protocol will be treated with the utmost confidentiality, ensuring the protection of the identity of the persons involved. Only authorised and trained personnel will have access to sensitive information and secure communication, archiving and resolution mechanisms will be established, respecting the right to privacy and the applicable legal framework.

6. Care and accompaniment

The protocol’s approach prioritises the well-being of the people affected, who will be guaranteed dignified, empathetic and respectful treatment. Emotional, legal and/or psychological support will be offered when necessary, always from a perspective of active listening, non-revictimisation and respect for the autonomy of those who report or request support. Care is understood as a transversal principle, applicable also to the way in which conflicts are managed.

7. Diligence and proportionality

All actions derived from this protocol must be carried out with speed, responsibility and objective criteria. Action shall be taken with diligence to avoid impunity or the chronification of situations of abuse and with proportionality so that the measures adopted respond fairly to the seriousness and nature of the facts. This principle guarantees the fairness of the procedure and respect for due process.

8. Participation and continuous improvement

The protocol is a living document, in constant revision. For this reason, the active participation of the festival’s employees, collaborators, guests and participants will be promoted in order to identify improvements, evaluate its application and update its contents.

3. Areas of application

This protocol applies to all persons involved in the OUFF, regardless of their role or status within the event. Its scope covers the following categories:

• Festival staff: includes all staff hired directly by the festival, such as the organisational, administrative and logistical team, as well as volunteers who collaborate in the different areas of the event.
• Participants and professionals: refers to all persons participating in the professional and artistic activities of the festival.
• Invited guests: includes all persons invited to the festival, both national and international, as authorities, sponsors, collaborators, representatives of institutions or other relevant persons in the context of the event.
• Attending public: includes people who attend the festival as general public, whether at screenings, conferences, parallel activities or social events.
• External suppliers and collaborators: includes external companies and persons who provide services or collaborate in the organisation of the festival, such as caterers, technicians, security personnel, transport, among others.

This protocol is binding for the entire duration of the festival, including the preparation phase, the duration of the event and post-production, including any activity related to the festival that takes place on its digital platforms or in the framework of other activities linked to the promotion of the festival.

In addition, the guidelines and values set out in this protocol will guide relationships within the physical and virtual spaces associated with the festival, ensuring a safe and respectful environment in both face-to-face and digital interactions such as social networks, forums and communication platforms.

Protocol monitoring and compliance

The supervision of compliance with this protocol will be the responsibility of the festival’s Social and Civic Values Implementation Department, which will be headed by a person with a university degree in social education, with years of experience in the implementation of equality plans and specialised in the promotion of working and social environments free of discrimination and violence, who will work in coordination with those responsible for each area of the event. This team will ensure that the rules are known, understood and respected by all the people involved in the festival, providing adequate training and resources for their correct application.

Compliance with this protocol will be continuously supervised during the event and monitoring mechanisms will be implemented to evaluate its effectiveness. The persons in charge of supervising the protocol will be able to intervene immediately in the event of any incident that violates the principles established herein, thus guaranteeing a rapid, impartial response in accordance with the values of the festival.

Any breach of this protocol shall be subject to investigation and, where appropriate, corrective measures proportionate to the seriousness of the breach. Such measures may include internal sanctions, withdrawal of accreditation, exclusion from the event or, if necessary, reporting to the competent authorities.

4. Measures and procedures

To ensure the effective implementation of the principles set out in this protocol, the Ourense Film Festival (OUFF) will adopt the following measures:

1.- Ongoing training and awareness-raising: training sessions will be offered to all people involved in the festival (staff, volunteers, collaborators…) on key issues such as diversity, inclusion, gender equality and prevention of harassment. These activities will be designed to promote a respectful, empathetic and discrimination-free environment. In addition, specific training will be given to a group of people designated as responsible for the violet points, spaces of support and care for people who have been victims of harassment or violence. This group will receive specialised training on how to identify situations of harassment, how to intervene appropriately and how to offer emotional and practical support to victims. The person responsible for this training will be a professional with experience in intervention in situations of violence and harassment, as well as in crisis management.

2.- Establishment of secure and confidential reporting channels: accessible, protected and user-friendly reporting channels will be set up so that anyone can anonymously and securely report incidents related to discrimination, harassment or any other violation of the rights set out in this protocol. These channels will be available both in person and digitally and/or by telephone, ensuring that people can access them at all times. Confidentiality and the protection of the identity of the complainants will be a priority, in order to avoid any kind of reprisal. Those responsible for managing these channels will be trained and trusted staff, ensuring that complaints are handled in an ethical and responsible manner.

3.- Impartial investigation and resolution: all complaints will be investigated thoroughly, fairly and impartially, respecting the right of those involved to be heard. The process will be carried out promptly and efficiently, ensuring a timely resolution. To this end, a team will be in place to ensure the well-being of the persons concerned.

4.- Application of proportional sanctions: in case of verified violations of the principles and rules set out in this protocol, appropriate sanctions proportional to the seriousness of the infraction will be applied. These sanctions may range from internal corrective measures, such as warnings or additional training, to temporary or permanent exclusion from the festival, always ensuring compliance with the right to due process. Sanctions will be aligned with current legislation.

5.- Promoting an environment of respect and well-being: in addition to corrective measures, an environment in which diversity is valued and respected, inclusion of all people is encouraged and a respectful collaboration between all parties involved is actively promoted.

5. Commitment of all persons involved

The OUFF’s protocol for guaranteeing a safe and tolerant environment not only establishes a regulatory framework to prevent and act against situations of discrimination or violence, but also appeals to the ethical, human and professional commitment of all the people who make the festival possible.

They all share the responsibility to actively contribute to building a safe, inclusive and respectful environment by making the following concrete commitments:

• Know, understand and respect this protocol: each person linked to the festival must familiarise themselves with the principles, rights, duties and mechanisms established in this document. Ignorance of its contents does not exempt from compliance.
• Actively promote an environment free of discrimination, harassment or violence: this implies not only avoiding inappropriate behaviour, but also adopting a proactive attitude of respect, fairness, inclusion and care towards all people, regardless of gender, sexual orientation, gender identity or expression, origin, age, functional diversity, physical appearance, language, religion, socio-economic status or other personal or social conditions.
• Intervene responsibly in risk situations: in the event of witnessing or becoming aware of behaviour that may violate the principles of this protocol, individuals are expected to act in a supportive and responsible manner, either by offering support, activating the established channels or informing the persons responsible for the protocol.
• Collaborate with the mechanisms of prevention, detection and action: all persons must cooperate with the actions derived from the application of the protocol, including mediation, investigation or reparation processes, always respecting the principles of confidentiality, impartiality and diligence.
• Respect the decisions taken by the protocol team: accept the measures taken in each specific case, within the framework of an ethical, fair and well-founded intervention.
• Contribute to the continuous improvement of the protocol: providing suggestions, experiences or reflections that enrich its application, fostering an open dialogue and a culture of collective learning.

Only through the active, informed and supportive engagement of all those involved will it be possible to ensure a safe, dignified and welcoming environment within the OUFF, where all people can participate and express themselves freely.

6. Creation and operation of the purple point

As part of OUFF’s commitment to the prevention of violence and the promotion of a safe environment, the festival will set up a purple point for the duration of the event. This space will be a key tool for attention, accompaniment and immediate intervention in situations of harassment, aggression or discrimination.

Purple point objectives

• To provide a safe, confidential and accessible space for people who suffer or witness situations of violence, harassment or discrimination.
• Provide immediate emotional accompaniment and practical guidance to those affected.
• Activate, when necessary, the mechanisms foreseen in the action protocol.
• To raise awareness among citizens and participants about the importance of preventing and acting against any form of violence or inequality.

Location and visibility

• The purple point will be located in a strategic place of the festival, visible and clearly signposted.
• Its presence will be announced in the official programme, information materials and social networks of the festival to ensure that all festival-goers are aware of it.

Responsible team

• The violet point will be staffed by a team of people previously trained in equality, intervention in cases of gender violence, psychological support and emotional first aid.
• These people will receive specific training prior to the festival.
• The team will act according to the principles of confidentiality, respect, active listening and non-revictimisation.

Functions of the purple point

• To welcome, listen to and emotionally contain the person who comes to the space.
• Record the facts discreetly, if the person wishes, activating the internal channels of the protocol.
• Offer information on external resources and services (emergency telephone numbers, care centres, legal advice, etc.).
• Refer, when necessary, to institutional care services (health, legal, police).
• Carry out active awareness-raising tasks during the festival through the distribution of information materials and participation in awareness-raising actions.

Coordination with the protocol

The purple point will be an integrated tool in this protocol and will act in direct coordination with the Department for the Implementation of Social and Civic Values, which will ensure its operation, evaluate its impact and manage the aftercare of cases referred from there.

7. Protocol for dealing with the victim

This protocol establishes the steps to be followed by the purple point team when faced with the presence or request for attention from a person who has experienced or witnessed a situation of harassment, violence or discrimination during the OUFF.

1. Initial reception

• Welcome the person in a safe, quiet and uninterrupted space.
• Introduce yourself clearly by name and role, creating a climate of trust.
• Guarantee the confidentiality of everything that is communicated, unless the person’s safety is at risk.
• Confirm whether you wish to be seen alone or accompanied by someone you trust.
• Inform them that at all times they remain in control of the situation: they can decide what to tell, when and how.

2. Active listening and validation

• Listen without judging, interrupting or pressuring. Avoid unnecessary questions.
• Validate their emotions and experiences.
• Do not minimise the facts or suggest that you ‘misunderstood’ the situation.
• Allow pauses and offer water or a comfortable seat if desired.

3. Gathering basic information

• Only if the person allows it, collect basic information useful for activating the protocol:
  • Type of incident (verbal, physical, digital, symbolic).
  • Place, date and context.
  • If it was a lived or witnessed situation.
  • If you know the aggressor.
  • What do you need at that moment (accompaniment, report, rest, go home, etc.).
• Use an internal registration form, without personal data if the victim prefers.

4. Activation of resources and support measures

• Assess with the victim whether she/he wishes to:
• Be physically accompanied (to a safe space, to their accommodation, etc.).
• Access immediate psychological support or referral.
• File a formal complaint (with the organisation or authorities).
• Protective or distancing measures within the festival (withdrawal of accreditation, separation of spaces, etc.).
• If medical assistance is required, contact the emergency services.

5. Referral and follow-up

• If the person wishes, activate external resources:
  • 016 (national helpline for victims of gender violence).
  • Social services, local police, legal services or health centres.
  • Record the actions taken in the internal action report (without violating privacy).
  • Ensure subsequent follow-up: contact with the Department of Social and Civic Values, follow-up calls or emotional support.

6. Closure and self-care

• Acknowledge trust and reinforce that the person is not alone.
• Inform about next steps, if any.
• Offer additional resources: telephone numbers, addresses, contact persons.
• After the intervention, the team should conduct a brief internal self-assessment and self-care session, avoiding emotional build-up.

7. Other measures

Safe, well-lit and clearly signposted areas shall be ensured in all areas of the festival, especially in areas of frequent traffic or during night-time activities. Dark, secluded or unattended areas shall be avoided, and accessible and supervised routes shall be established to reinforce the sense of safety for all festival-goers, especially those who may be vulnerable. These measures will be an integral part of the festival’s logistical and prevention planning.

Cross-cutting principles

This protocol must always be applied on the basis of a set of fundamental principles that guide each action. Confidentiality will be a priority, guaranteeing that all information collected is treated with the utmost reserve and respect for the privacy of the people involved. Informed consent will govern each intervention, so that no action will be carried out without the express and conscious authorisation of the person concerned. Action will be taken at all times to avoid re-victimisation, which implies preventing any type of question, attitude or practice that could intensify the suffering, generate guilt or question the story. Finally, the empowerment of the person assisted will be promoted, ensuring that they feel listened to, accompanied and fully capable of making decisions about their own process.

8. Awareness and dissemination of the protocol

In order to guarantee a real and effective application of this protocol, OUFF undertakes to ensure its full dissemination, understanding and appropriation by all those involved in its organisation and development. The protocol will be available in an accessible and public form through the festival’s official website and its main communication channels. Likewise, adapted versions will be made available in different formats and languages, so that they can be understood by people with different levels of familiarity with this type of document.

All persons professionally or voluntarily involved in the festival – from technical staff to participants, guests and collaborators – will receive the full protocol or its summarised version before the start of the event. In addition, mandatory training and awareness-raising sessions will be organised that will address both the content of the protocol and practical tools to identify, prevent and act in situations of harassment, violence or discrimination. These sessions will be of particular relevance to those in positions of responsibility or in direct contact with the public.

During the festival, the visibility of the principles of the protocol will be reinforced through institutional messages, graphic materials and direct attention spaces such as the purple point. Clear identification mechanisms will be established for staff trained in the application of the protocol, so that anyone can know who to turn to in case of needing support or making a query or complaint.

9. Conclusion

The OUFF assumes with responsibility and firmness its commitment to the construction of a safe, inclusive cultural space, free from any form of violence or discrimination. This protocol is not only a tool for prevention and action, but also an ethical and political declaration that reaffirms the festival’s desire to place respect, diversity and human rights at the heart of its activities.

This document is alive and under constant revision, open to be improved with the experiences, suggestions and learnings that arise in its application. Only in this way can we continue to move towards a cultural model that does not tolerate violence in any of its forms and that actively contributes to a more just, egalitarian and free society.