As of 30th of December 2025

As stated in our mission statement, Tanzfabrik Berlin stands for openness, diversity and mutual respect. We are committed to the values of freedom, human rights and democracy and reject all forms of discrimination. As a venue for contemporary art and collective (working) processes, Tanzfabrik brings together people from different backgrounds, life experiences and perspectives. We see it as our social responsibility to create spaces that are accessible and safe for everyone. 

Our anti-discrimination work is an ongoing, self-critical process. This includes regular training for our team as well as active measures against abuse of power, harassment and sexualised violence. We also address discrimination, structural inequality and social change in our artistic and discursive programme. This commitment is not an add-on, but a central part of our work as a cultural institution. 

1. If Tanzfabrik or one of its (permanent or freelance) employees (hereinafter “employees”) makes a discriminatory statement or acts in a discriminatory manner toward the contractual partner within the scope of this contract, Tanzfabrik undertakes, upon notification of the incident by the contractual partner, to implement one of the following measures at its own expense.  

2. The report can be submitted also anonymously to the internal trust point Moving Structures (movingstructures@tanzfabrik-berlin.de). The incident must be reported no later than one month after the end of the contract. 

3. Definition: Discrimination within the meaning of this contract occurs if a person is disadvantaged, devalued, or demeaned on the basis of characteristics listed in §1 AGG such as “race,” ethnic origin, gender, religion or belief, disability, age, sexual identity, as well as additional characteristics such as antisemitic attribution, residence status, chronic illness, marital status, caregiving responsibilities, body weight, nationality, social status, or language. 

4. A statement or action is considered racist and/or discriminatory if the affected person feels discriminated against or insulted by it and a connection can be established between the statement and the definition of discrimination underlying this clause. 

5. Upon becoming aware of a discriminatory incident, Tanzfabrik undertakes to conduct a training, workshop, or comparable measure of at least six hours with its employees to raise awareness about discriminatory structures, behaviors, communication practices, and language. 

6. Alternatively, a discrimination-critical and diversity-sensitive mediation involving the parties to the incident. 

7. Alternatively, an empowerment measure for the person, who experienced the discrimination, providing an opportunity to strengthen themselves in a protected space. 

8. Tanzfabrik and the contractual partner will jointly decide whether a measure under Nos. 5–7 should be implemented in response to the incident. 

9. In this case, Tanzfabrik shall commission and bear the costs of one of the measures listed in Nos. 5-7, provided that the measure does not exceed a budget of EUR 800, including any value added tax and possible travel and accommodation costs. The measure must be carried out within a reasonable period of six months after the incident has been reported. An extension of the period is possible if both parties agree to it. 

10. If Tanzfabrik culpably fails to fulfil its obligation to implement one of the above measures, the contractual partner shall be entitled to terminate the employment contract concluded with Tanzfabrik with six weeks' notice. Remuneration shall then be paid on a pro rata basis for the work already performed. The contracting party shall only be entitled to the right of termination if they themselves were affected by the discriminatory statement.  

11. Any confidentiality clauses agreed upon in this contract do not apply to this “Anti-Discrimination Clause.” 

12. External counselling and contact points such as Diversity Arts Culture and Themis are also available to contractual partners.