All ASH employees and contractors are expected to support an inclusive, safe, and positive workplace and event by demonstrating and maintaining Professional Standards and Ethical Behavior.

Demonstration of Ethical Behavior

One demonstrates responsibility to oneself and others as an ethical professional by:

  • Acknowledging that lack of awareness, knowledge, or understanding of these standards is not, in itself, a defense to a charge of unethical conduct;
  • Knowing and upholding the procedures, policies, laws and regulations relevant to professional standards regardless of personal views;
  • Holding oneself responsible for ethical conduct;
  • Treating others with dignity and respect at all times;
  • Avoiding the use of one’s position for personal gain and avoiding the appearance of impropriety; and
  • Taking responsibility and credit only for work actually performed or produced, and acknowledging the work and contributions made by others.

Maintaining Professional Standards and Ethical Behavior

One maintains ethical standards for oneself and others by:

  • Fostering teamwork and participation, encouraging the representation of different perspectives;
  • Taking proactive steps when having reason to believe that another individual may be approaching or involved in an ethically compromising situation;
  • Seeking out insights from colleagues and attendees with different experiences, perspectives and backgrounds;Supporting flexible work arrangements for co-workers with different needs, abilities and/or obligations;
  • Addressing the decisions or behaviors of others that are based on conscious or unconscious biases;
  • Being open-minded and listening when given constructive feedback regarding others’ perception of your conduct;
  • Avoiding language that may negatively impact others; and
  • Addressing and reporting inappropriate behavior and comments that are discriminatory, harassing, abusive, offensive or unwelcome.

Discrimination, Harrassment, and Misconduct

ASH will not tolerate discrimination, harassment, misconduct or any behavior or language that is abusive, offensive or unwelcome. Anyone who violates the policies contained herein is subject to disciplinary action, up to and including termination of employment or contract.

Discrimination in General

Workplace discrimination occurs when an employee suffers from a quid pro quo proposition or harassment as a result of that employee’s race, gender identity or expression, sexual orientation, religion, ancestry, age, mental or physical disability, citizenship, or veteran status, pregnancy, genetic information, marital status, or national origin. ASH prohibits all forms discrimination on account of these traits. Though ASH expects professionalism and mutual respect between employees and contractors at all times, harassment on account of these traits is particularly harmful to the work environment and goals of ASH.

Definitions and Guiding Information

Sexual harassment is behavior targeted against another based upon their sex, gender identity or expression, or sexual orientation, that is unwelcome and offensive to the person or persons it is targeted toward, or even to others who were not the intended recipient of the behavior. Some common examples of harassing behavior may include unwanted physical contact, foul language of an offensive sexual nature, sexual propositions, sexual jokes or remarks, obscene gestures, and displays of pornographic or sexually explicit pictures, drawings, or caricatures, use of sexual innuendo, leering, intentional misgendering or repeated unintentional misgendering, use of slurs, or asking questions about another’s romantic life. Use of ASH Production’s equipment for the purpose of viewing, displaying, or disseminating material that is sexual in nature may also constitute harassing behavior. Those employees and 1099 contractors who are complicit or fail to take action on sexually harassing behavior known to them, will also be held responsible whether directly or indirectly involved.

There are two types of sexual harassment: “quid pro quo” and “hostile work environment.”

Quid pro quo means “this for that.” It occurs when a person with authority over another person uses that authority to obtain a sexual favor. This could be the promise of career advancement in exchange for a sexual favor, or the threat of punishment for refusing to provide a sexual favor. A hostile work environment occurs when unwelcome behavior becomes so frequent or severe that it negatively impacts another’s ability to perform their job.

A hostile work environment can be perpetrated by anyone, not just by someone with authority over another person. Hostile work environment situations are not as easy to recognize—the conduct can sometimes be hard to immediately identify, and it can occur over long periods of time. Harassment can occur in a variety of circumstances. It’s important to recognize that because of the many different types of people and circumstances in the world, not every kind of harassment can be exhaustively listed—so the below are only some examples.

Verbal/Written: Sending emails with offensive jokes or graphics about race or religion, repeatedly requesting dates or sexual favors in person or through text, making back handed compliments about another’s race, gender identity, sexual orientation or religion, asking about family history of illnesses or genetic disorders, making derogatory comments about someone’s disability or age, imitating someone’s foreign accent behind their back, harassing or gossiping about another on social media;

Physical: Lewd hand gestures or other gestures meant to convey curse words, unwanted touching of a person or their clothing, frequently following or standing too close to a person on purpose, making sexually suggestive facial expressions, playing music with offensive or degrading language, Physically blocking a person’s movements; in other words – standing in their way, ‘Accidentally on purpose’ brushing up against a person;

Visual: Wearing clothing with offensive or vulgar language, displaying posters or pictures of a sexual nature, showing other people sexually suggestive text messages or emails, watching pornographic or violent videos, drawing violent or derogatory images.

Harassment can occur between anyone—harassment does not always occur across different identities. For example:

  • The victim as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex. The same can be true for racial discrimination.
  • The harasser can be the victim’s supervisor, an agent of the employer, a supervisor in another area, a co-worker or a nonemployee.
  • The victim does not have to be the recipient of the harassing behavior, but could be anyone affected by the offensive conduct.
  • Harassment can occur without the victim being demoted or being terminated.


  • All forms of discrimination and harassment are prohibited.
  • Employees and contractors are expected to interact with all other individuals with respect and professionalism.
  • All contact with individuals under the age of 18 will take place in common and public areas—preferably with a guardian present—or at the very least with another adult present. Furthermore, contacting individuals under the age of 18 via social media, text messaging, email, and any other digital or print platform regardless of content and time in which contact is made is strictly prohibited and will be viewed as inappropriate. All employees and 1099 contractors will refrain from doing so. ASH Productions reserves the right to take disciplinary action up to and including termination of employment or contract for violating this policy.
  • Engaging in physical contact with students during convention classes where others are present—preferably when a guardian is present—or at the very least with another adult present, for the purposes of dance correction and dance demonstration is permissible with permission at the time of physical contact from the individual student and/or guardian and only permissible when there is a clearly defined purpose that benefits the student and continually keeps the safety and well-being of the student in mind. The student must provide consent to each and every physical contact prior to the contact occurring.
  • ASH Productions strictly prohibits any form of retaliation against anyone who, in good faith, makes a complaint, raises a concern, provides information or otherwise assists in an investigation or proceeding regarding any conduct that he or she reasonably believes to be in violation of ASH Production’s policies, or applicable laws, rules, or regulations. Any such retaliation should be immediately reported.
  • No one should be discharged, demoted, suspended, threatened, harassed, intimidated, coerced, or retaliated against in any other manner as a result of their making of a good faith complaint or assisting in the handling or investigation of a good faith complaint that has violated an ASH Productions policy or an applicable law, rule or regulation. Good faith reporting of perceived misconduct is a legally protected activity. Anyone who in good faith makes a complaint or participates in an investigation or proceeding under this policy, however, remains subject to the same standards of performance and conduct as other Staff members.
  • Anyone who violates this policy is subject to disciplinary action, up to and including termination of employment or contract.
  • A positive work environment is essential for the success of any dance event. ASH Productions must have the ability to conduct business and investigations without interference from any employee or independent contractor. Anyone who attempts to interfere with an ongoing investigation, either internally or externally, is subject to disciplinary action, up to and including termination, cancellation of contract, and permanent contract disbarment.
  • All policies and standards outlined apply any time an employee or contractor is engaged in activities affiliated with ASH. This means the policy applies during travel and off ASH premises. This policy also applies to employee and contractor activities not affiliated with ASH, but which nevertheless have an effect on ASH’s activities. For example, conduct on social media that impacts ASH activities may result in discipline.
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