Referral programme

The Courtyard Playhouse is committed, in attaining its purposes, to:

  1. supporting, creating and presenting work that is accessible, diverse, and respectful of our practitioners and our audience; and
  2. maintaining the highest standards of professionalism and integrity.

We therefore asks all participating in our workshops, performances, networking and social events to commit to these principles, to respect each other and our audience, and to maintain professionalism and integrity. We are all ambassadors of our community and should behave accordingly.

  • All communication should be appropriate for a professional audience including people of many different backgrounds and should abide by UAE laws and respect the UAE culture. Racism, religious subject matter, references to sexuality, sex, terrorism and the occupied territories are deemed unacceptable, as is nudity, kissing, or sexual gestures on stage. This applies both to performance and teaching. We are aware that you are working in the moment and that sometimes inappropriate things come out (especially in workshops), and sometimes audience suggestions will be less than savoury. We trust that you will use your professional judgement as teachers and performers to ensure the work we present does not become inappropriate or harmful. Remember, you are not obliged to accept audience suggestions that do not inspire you or that will lead to work that falls outside of these guidelines.
  • When onsite at the Courtyard Playhouse please attend safety briefings where relevant, adhere to all safety guidelines, and follow any and all instructions given by venue management and staff. Respect that we are not a licensed venue, so no alcohol is permitted on site. 
  • Be on time and prepared for shows, call times, and workshops. Respect the facilities. Report any hazards or accidents promptly and honestly. Be a good neighbour. Make the Playhouse look good.
  • The Courtyard Playhouse is a KHDA licensed training center which caters to all age groups. We actively encourage our youth to participate in activities outside of their class time, including volunteering at evening showcases. The implication of this is that we will have teenagers backstage, at FOH, playing on stage and in the tech booth and snack bar. We ask everyone to be aware of the presence of these youngsters and to act as good role-models at all times. Parental permission must be obtained for youth to volunteer and parents must also be aware that it is an adult environment.
  • Be kind to others. Do not insult or put down other attendees. Behave professionally. Remember that harassment and sexist, racist, or exclusionary jokes are not appropriate for The Courtyard Playhouse, both onstage and off.

Consequences for breaching the Code of Conduct will be commensurate with the severity of the situation, and may include: apologies to affected parties, fines where financial loss has been incurred, exclusion from events, removal from the workshop without refund, and being asked not to return in future. All decisions with regards to such situations are at the sole discretion of the Courtyard Playhouse.

The Courtyard Playhouse will not be liable for any legal or state action action taken against a performer or participant due to inappropriate behaviour or language.

Anti-Harassment, Bullying, And Non-Discrimination Policy

The objectives of this policy are to make sure that artists, employees, board members, sponsors, participants, students, volunteers, and audience members of The Courtyard Playhouse are aware that harassment and discrimination are unacceptable practices and are incompatible with the standards of this organisation, as well as being a violation of the law. We are dedicated to providing a harassment-free experience for everyone, regardless of gender, sexual orientation, disability, physical appearance, body type, race, or religion. We do not tolerate harassment of or by workshop participants, staff or company members in any form.

Procedure For Reporting A Complaint Or Concern

If you feel comfortable and it is safe to do so, you may attempt to correct the issue directly by informing a harasser or abuser that their behavior is unacceptable and that it must stop immediately. Keep a record. Write down dates, times, any witnesses, what was said or done, when and by whom. 

If you are not comfortable communicating directly with the harasser or abuser, or if you have and the behavior has continued or not been addressed, you are encouraged to submit a complaint through our online Reporting Form (which may be anonymous). The content of this form goes directly to Co-Founder Tiffany Schultz. In situations involving the Founders alternate contacts can be found on the Reporting Form online. If requested by the complainant and lawfully possible, steps will be taken to keep the complainant’s identity confidential. Please note, should you choose not to identify yourself during the reporting of the incident we will not be able to contact you, and may not be able to enforce the policy to the fullest extent.

A detailed investigation will be conducted, which may include interviewing the complainant, the alleged offender(s) and any other person who may provide information.  Information received will be held in the strictest confidence possible. Alleged offenders will be informed that a complaint has been received, however the complainant will remain anonymous, unless otherwise discussed between the complainant and the panel.

Reports will be handled on a case by case basis, beginning with a conversation between the complainant and a two-person panel made up of one board member and one staff member. Upon submitting a complaint or concern, the complainant will be replied to in a timely manner of no longer than 2 business days. The complainant will be given an opportunity to choose between a selection of at least two different staff and board members to form the panel.
It is our aim to make this process as comfortable and unbiased as possible as we navigate the delicate nature of our community/work environment and the uniqueness of each situation.

The investigation will be conducted within 7 business days from the initial response.

The investigation may include, but is not limited to, the following:

  • further conversations with the complainant to gather information;
  • gathering external third party information/verification; and
  • contacting the accused to discuss the complaint.

Once the investigation is completed, the panel will provide to the Board a written report of recommendations to address the complaint, which may include, but not be limited to, the following:

  • disciplinary action of the person responsible for the offence (if an employee)
  • requirement to provide a formal apology
  • facilitation of appropriate mediation or counselling for those involved
  • suspension, termination, or removal of the individual or employee from their role or position
  • discussion with the aggressor regarding expected and appropriate workplace behavior and responsibilities
  • implementation of internal policies and/or measures to prevent the occurrence from happening again

Physical or sexual abuse will automatically trigger disciplinary action.

The complainant, the respondent and/or any affected parties will be informed of the outcome of the investigation and next steps. If applicable, there will be a follow-up put in place to monitor the working relationship of the parties involved.

Complaints that are found to be false will not be tolerated and will be considered a breach of this policy.

Detailed definitions can be found on the Reporting Form.

Thank you for helping make this a welcoming, friendly theatre for all.

If you have any questions about these policies and procedures, suggestions for improvement, or other concerns please email, chat to our management team in person or make use of our Reporting Form at any time.

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