Home Membership Community Groups Conference Resources Journal About Contact

Code of Ethics

Updated January 1, 2022

This Musical Theatre Educators’ Alliance (“MTEA”) Code of Ethics (the “Code”) serves
as a code of professional conduct for members of MTEA (“Members”). Members shall
exhibit integrity, honesty, respect, and open-mindedness as they actively uphold the
MTEA Mission & Vision statements, attached to this Code as Exhibit A. The purpose of
this Code is to ensure a positive experience for everyone who participates in MTEA
programs and services. Because MTEA is an international organization, its membership
reflects many forms of diversity. All Members are expected to behave in a way that
encourages and celebrates the diversity of race, culture, and background to ensure that
every Member feels welcome and safe at MTEA-sponsored events and in social media
spaces. Behavior that marginalizes any Members or communities will not be tolerated.
Should a Member act in opposition to the MTEA Mission & Vision Statements or
violate a principle within this Code, the Member may be subject to disciplinary action as
determined by the MTEA Executive Committee and through the Conduct Review
Process outlined below.

Scope of Code

This Code applies to behaviors that take place at MTEA-sponsored events and in social
media pages. Conduct outside MTEA’s jurisdiction may also be covered under this Code
if the Executive Committee deems the Member’s behavior of significant concern, which
may include any situation:

● where the Member’s conduct presents a danger or threat to the health or safety of
themselves or others;

● that significantly impinges upon the rights, property, or achievements of others,
significantly breaches the peace, or causes social disorder; or

● that is detrimental to MTEA, its MTEA Mission & Vision, or its charitable and
educational programs.

 

Prohibited Behaviors

Members will refrain from the following harmful behaviors:

1. Engaging in acts of harassment, which are defined for the purposes of this Code
as verbal, written, or physical conduct that denigrates or shows hostility or
aversion toward an individual because of his/her race, color, religion, gender,
sexual orientation, national origin, age, disability, marital status, citizenship, 
genetic information or any other characteristic protected by law or that of his/her
relatives, friends or associates, and that a) has the purpose or effect of creating an
intimidating, hostile or offensive environment; b) has the purpose or effect of
unreasonably interfering with an individual's performance; or c) otherwise
adversely affects an individual's opportunities.

a. Harassing conduct includes epithets, slurs or negative stereotyping;
threatening, intimidating or hostile acts; denigrating jokes; and written or
graphic material that denigrates or shows hostility or aversion toward an
individual or group and that is placed on walls or elsewhere on the
employer's premises or circulated in the workplace, on company time or
using company equipment via e-mail, phone (including voice messages),
text messages, tweets, blogs, social networking sites, or other means.


2. Engaging in acts of discrimination, which are defined for the purposes of this
Code as inequitable treatment on any basis prohibited by law, including but not
limited to: race, color, religion, gender, sexual orientation, national origin, age,
disability, marital status, citizenship, genetic information.


3. Engaging in acts of sexual harassment, which are defined for the purposes of this
Code, as in the Equal Employment Opportunity Commission Guidelines, as
unwelcome sexual advances, requests for sexual favors and other verbal or
physical conduct of a sexual nature when, for example a) submission to such
conduct is made either explicitly or implicitly a term or condition of an
individual's employment; b) submission to or rejection of such conduct by an
individual is used as the basis for decisions affecting such individual; or c) such
conduct has the purpose or effect of unreasonably interfering with an individual's
work performance or creating an intimidating, hostile or offensive environment.

a. Sexual harassment may include a range of subtle and not-so-subtle
behaviors and may involve individuals of the same or different gender.
Depending on the circumstances, these behaviors may include unwanted
sexual advances or requests for sexual favors; sexual jokes and innuendo;
verbal abuse of a sexual nature; commentary about an individual's body,
sexual prowess or sexual deficiencies; leering, whistling or touching;
insulting or obscene comments or gestures; display in the workplace of
sexually suggestive objects or pictures; and other physical, verbal or visual
conduct of a sexual nature.


4. Making another Member's personal, private, or identifying information public
without permission.


5. Plagiarizing or copying of the work of others while claiming such work as
original.

a. This includes the unauthorized use of another Member's intellectual
property, or use of their name, logo, trademarks or service marks, or other
copyrighted information.


6. Intentionally engaging in conduct or making false or misleading statements
about MTEA or its members where such behavior is detrimental to MTEA or its
members’, their reputations, or MTEA’s purposes.


7. Unauthorized use of MTEA property, including but not limited to funds, name,
logo, other trademarks or service marks, copyrighted information, and
membership listings.


8. Failure to obey any rules or regulations of the venue or site host institution at
MTEA-sponsored events, including regarding weapon, drug, or alcohol policies.

Minor Conflicts

Many minor conflicts can best be resolved through direct communication between the
involved parties. If the conflict cannot be resolved, is of a more serious nature, or if a
Member does not feel comfortable handling the matter directly, the MTEA Executive
Committee** will follow its Conduct Review Process, outlined below. If a Member is in
immediate or serious danger, the Member should immediately contact law enforcement.
**Possible sub-committee (if the conflict involves a member of the EC).

Conduct Review Process

If a Member has experienced or witnessed harmful conduct or other ethics violations
perpetrated by another Member (collectively, “Incidents”), they may submit an Incident
Report, available on MTEA’s website. The Incident Report will then be reviewed by the
Executive Committee as set forth below. All determinations of appropriate or harmful
behavior and their consequences are in the Executive Committee’s sole discretion.

The Executive Committee’s Conduct Review Process seeks to resolve Incidents in a
timely, respectful, and confidential manner by following the below steps:

1. The Executive Committee (or Cabinet) will thoroughly read and discuss the
submitted Incident Report.

2. If necessary, the Executive Committee will investigate the Incident through
conversation with involved parties, who will be given the opportunity to further
explain the Incident in writing within a set period of time. All Incidents will be
handled with sensitivity, discretion, and confidentiality to the extent allowed by
the circumstances and the law. Generally, this practice means that Incidents will 
only be shared with those who have a need to know in order to facilitate a
resolution, as the Executive Committee deems necessary, or as required by law.


3. The Executive Committee (or Cabinet) will determine the outcome of the
Incident, in consultation with legal counsel, if necessary. If the Executive
Committee (or Cabinet) determines that a Member has violated this Code, it may
take one or more of the following corrective actions: verbal warning; written
warning; removal from MTEA’s social media pages; expulsion from a conference
or event, with or without refund of conference fees; exclusion from future MTEA
conferences and events; [temporary or permanent] cancellation of the Member’s
Individual*1 or Student Membership; or other actions to suit the unique factors of
the Incident.


4. Appeal process OR Membership Reinstatement Process for the Future
Other Policies and Procedures
This Code supplements, but does not alter, amend, or supersede, any other MTEA policies
and procedures, including, without limitation, policies and procedures set forth in
MTEA’s Conflict of Interest Policy and Bylaws.

*1 If the Member is a part of an Organizational Membership, their individual membership will not affect
the membership status of their Organizational colleagues, unless said colleagues are involved in the
dispute and deemed responsible for harmful actions that are also in violation of this Code.

 

Other Policies and Procedures

This Code supplements, but does not alter, amend, or supersede, any other MTEA policies
and procedures, including, without limitation, policies and procedures set forth in
MTEA’s Conflict of Interest Policy and Bylaws.

Exhibit A

MISSION STATEMENT
Long version: MTEA is an international community of professional scholars and
artists that are a primary resource for collaboration, camaraderie, information sharing,
and support for the strengthening and development of musical theatre educators. We
are united by a love of musical theatre and encourage the development of, and
commitment to, the highest current standards in education and training. We provide
support to the musical theatre community by promoting discussion and dissemination
of musical theatre pedagogy through an anti-racist and inclusive lens, across all aspects
of identity.
Short version: The mission of MTEA is to support musical theatre educators all over
the globe with information sharing and camaraderie, while also promoting important
conversations and encouraging thoughtful, inclusive, and anti-racist training spaces for
musical theatre education.

VISION STATEMENT
MTEA will be a leading informational resource for musical theatre training programs
through its robust and diverse membership of educators. It will facilitate mentorship
and support for all members and will address challenges within musical theatre
education and the industry at large by promoting anti-racist and inclusive pedagogy and
research. It will be a leading model for musical theatre training that reflects a global
cultural competency and inclusive space incorporating diversity, equity, and inclusion
principles.