dance business – Page 2

I need some help paying my bills

In which I uncomfortably ask for your help… https://www.gofundme.com/AustralianSafeSpacelegalFund

As you may or may not know, in addition to ranting about stuff on facebook, I also do a bunch of practical things about sexual harassment and assault in the swing dance world. These include:
– developing policies and processes for my own events,
– consulting with and responding to questions from people in other scenes about issues in their own scenes,
– intervening in actual situations where I see women being harassed,
– etcetera.

All this can be risky. There are plenty of physical threats and intimidation, but also legal threats. It seems angry men don’t like being told they can’t assault women and girls by a woman.

I like to do all this work properly. So I have a law firm that specialises in defamation law give me advice on:
– how to write guidelines for our events,
– how to notify people that they’re not welcome at our events,
– how to enforce our codes of conduct.

This protects me, my partners, my contractors and employees, and my volunteers from law suits.

And it costs a bit of money. A whole bunch of money.

I’m at the point now where I need _your_ help. I don’t feel comfortable asking, but I figure, if half this work is reminding us we can ask for help when we need it, then I should learn that lesson too.

If you have a few bucks to donate, you can contribute to my gofundme. All this money will cover ongoing legal fees. I’m happy to talk about and give details of these fees (as far as I’m legally able).

[photo of dancers by Dave from WW photography.]

What next after Codes of Conduct?

A few years ago, in 2015, I did a survey of Australian dance events, to see if they included a code of conduct on their event websites. There were mixed results, including a fairly unpleasant email from the organiser of an event which did not have a CoC at the time, and has since folded.

I (or someone else!) should at some point revisit this survey, to see if things have changed much in Australia. Do we see CoC at all Australian events? If not, which events don’t have them, and why not?

But that’s not the topic of this post.

Now I’m wondering if events (including local party nights) have follow-up processes to accompany their CoC. It’s all very well to have a list of things attendees cannot do at the event, but I have some questions.

Does the CoC provide specific examples of what constitutes sexual harassment or assault in a dance setting?
What are the consequences for people who break the rules?
Who enforces the rules?
Is there a spectrum of responses from warning, through banning, to calling the police or evacuating a building?
If these responses exist, are they listed in the CoC?
What is the in-house process for these responses?
Who has the authority to call for a consequence and then enforce them?
How are these actions documented?
How are these documents stored?
Who has access to them?
Is there any follow-up on these actions?
Is there any scope for the repatriation of banned offenders?
What are the terms for their return to the event?
Who monitors this process?
How is information about who is banned passed between generations of staff at an event?
How does this communication of knowledge account for Australian defamation laws, which would deem this publication of a potentially defamatory statement?
If a banned person does decide to sue for defamation, who would they sue – the organisation/business? An individual working at the event? If the latter, how does the host organisation respond to and support this person?
How does the host organisation ensure that staff are not exploiting their power to break the CoC rules? What measures are in place to police the policers?

I feel at this point the majority of events have gone no further than simply cutting and pasting a CoC. These later questions all ask for a fair bit of work. And I know there are some organisers which do not prioritise safety to the extent that they would invest in this sort of labour.

What if an employer only offers pay for the leader/male teacher, not the follower/female teacher?

how to respond respectfully and educationally?

Definitely address this, as it will have issues later on.
I’d use a friendly, bright and breezy writing style, yet with a core of iron.
eg

Hi [name],
So nice to hear from you. We’d love to teach at [event], and I think [name] and [name] would be a great fit for this class, as they have plenty of teaching experience, and are particularly good with new dancers.
Let me clarify a few of the details:
– the class begins at [time], and the social dancing begins at [time], but and the doors open at [time]
– the venue is [name] at [address]
– both teachers will be given free entry to the social dancing afterwards
– there is now pay available for the teachers (how exciting! This is such a good sign of the success of your hard work!), and it is $X in total.
-> related to the pay, I see that you’ve specified that only the teacher who is leading will be paid, and the teacher who is following will not be paid.
We actually pay all our teachers equally, as we ask our teachers to address leading and following as unique and practical skills in their own right.
Are you ok with both our teachers being paid, and at the rate of $XX each?

Hoping to hear from you soon,
[your name]

I think it’s cool to ask for a particular pay rate for both teachers. I’ve come across this sort of issue in other contexts – eg as a DJ I’ve been offered pay, but not free entry, so I’ve responded with ‘as I’ll be liaising with the band and your staff, preparing beforehand, and bringing my usual equipment, so I see this as a working gig. This means that I’ll be part of your staff, rather than a paying guest.’ etc etc etc.
With this approach, if they want to persist in not paying the woman/follow, they’ll have to say so explicitly, and why. This may force to them to confront their assumptions. It’ll also force them to take a slightly more confrontational approach, and this sort of organiser usually likes to maintain an air of casual hail-fellow-well-met chilllaxedness. You’ll still have the ‘chill’ vibe, but they’ll have to decide whether to stay chill or come across as a bastard. :D

It’s usually a matter of the organiser being inexperienced (as sounds the case in your story), and not really understanding dance event culture. They may be approaching running events as a hobby and assume everyone else does too.

I think it’s really important to address this as early as possible, as this ‘casual hobby’ approach is often used to justify not paying all sorts of people, not having an OH&S policy, not being careful about fire safety, and of course, not being professional about preventing sexual harassment and assault.

-> ie I’ve observed that when an organiser is ‘casual’ about one issue, and exploiting people in one way, they are often ‘casual’ in other areas and exploiting people in other ways. So we see sexual harassment by staff happening at events that are also too casual about pay, about setting definite volunteer shift lengths, etc etc etc.

So your being strict, particularly as a woman (sorry, I’ve just assumed you ID female :D ), will set a very good example. Especially if you are chillaxed, friendly, but firm.

Relatedly, but a bit off track, a lot of church groups with conventional gender roles have a long history of women doing unpaid, unrecognised labour. There’s actually a stack of literature on women’s volunteer work in church groups in Australia and the US :D
So you’ll be dealing with that culture as well as some of the less pleasant elements in the lindy hop world.

Your approach could vary depending on who’s writing the email. eg if it’s a man who’s also a minister (ie in a position of power), and you’re a woman, he may be used to being the higher status, more powerful person in these conversations, so you may need to put a bit of low-key work into presenting yourself as a capable professional in person as well. eg I do stuff like pitch my voice lower, not giggle, I speak calmly and professionally, I initiate conversation and ask questions, rather than waiting to be spoken to in conversations, I offer my hand to shake when we meet, and at subsequent interactions, I try to arrange it so that he seems me managing other people, or working in a professional role with other people.

I dunno if you do this stuff already (sorry if this sounds patronising), but it’s always a good thing to practice. I put a lot of work into my professional role and modes of interaction, and that helps me delineate when I’m ‘working’, and when I’m a punter. Which helps me switch off and have fun when I’m not working :D

I have to continually revisit this stuff. eg I noticed when I was watching telly a little while ago that white American male characters don’t make eye contact while talking. So then I observed white Australian men talking. No eye contact, unless they want to get aggressive. So now when I talk with new male colleagues, I don’t make a lot of eye contact. I also avoid smiling too much – I have a neutral face with a little head tilt that says ‘I’m interested in what you’re saying, but I’m not committing to engagement. Convince me.’
I also stand with my weight event distributed on both feet, I often put one or both hands on my hips, and I square up to a new man and make a solid bit of eye contact when we first meet and shake hands. I always come in first with “Hi, I’m Sam, and I’m your DJ/event manager/MC for tonight.” Then I smile and say something like “Nice to meet you [name].” I think of this as making sure they know that I know who they are.
Then I usually guide the conversation on to the next issue, and keep it professional.
If I’m talking to someone who is my boss, I don’t guide the conversation, unless they’re not covering the issues I need.

It’s all very gendered and I definitely adopt postures and behaviours I think of as masculine. If I’m working with very femme women, I use a different approach.

Basically, I’m learning a lot about body language from my doggo Frank :D

Dealing with men who use classes to pick up

Men propositioning women in class, touching too much, touching inappropriately, and all that other gross harassment stuff sucks. But you can totally resolve this!

We always begin the ‘touching’ part of class (ie after warm ups, etc) by saying, ‘this is a partner dance. I’m the follow, x is the lead.’ Then we demo some lindy hop, and explain that the lead is suggesting a move/rhythm and the follow is deciding whether or not they’ll get on board and do it.
Then we say, “Now you need to choose: do you want to lead or follow. Make that choice. Next, we need to find a partner. Watch us do this thing”
And then we do the little ‘asking someone to dance role play’:
eg I approach pete, and say
S: “Hello, I’m Sam. Would you like to dance?”
P: “Hi. I’m Pete” (we offer each other hands and shake hands). “Yeah, sure. Do you prefer to lead or follow?”
S: “Following, ,please”
And then we move to join the circle.

Then we say, “Please find a partner and have that conversation.”

Then they do it. We let them take a bit of time to do this.

Things they learn here:

Don’t touch someone without knowing their name and asking them to dance (we repeat this MANY TIMES in class, verbally, and we teachers always ask permission before touching students in class).
Don’t assume someone leads or follows, ask instead.

All this stuff may scare off your Difficult Men. If not, there’s more!

Then we teachers get into the middle of the circle, gather them all reeeeeally close, and say something like “Now, we’re going to touch our partner.” And they all giggle. But we get into closed and say, “This is how we’d like you to hold your partner” (it helps if the follow says it). “Please observe us, then have a go.”

We don’t tell them to do anything, or say anything, we just demo it.
Ramona says: “The museum is open. Please come and have a good look.” If they don’t have it, you can say, “The museum is still open. Please come and look at the display again.”

They get into closed position
Then we say, “Because we’re all different sizes and shapes, we need to see if we have this comfortable for our partner.”
Then we do the ‘am I touching you right’ role play:

S:”Pete, is my left hand too far around your shoulder?” And Pete visibly thinks, then takes my hand and moves it, saying “I think it’s a bit too far around for me.” And I say “Cool, ta.”
Then Pete does the same.

Then, and this is KEY: You say “Please have this conversation with your partner.” And you leave them to talk about it and try it until you see them move into non-touching related talk. This is THE MOST important part – they really need to actually practice verbalising asking someone to change how they touch their bodies, and practicing responding to this. So don’t rush them. Intermediates will try to brush off their partner with ‘it’s fine’. Don’t allow them to do this; ask for real conversations.

After the first two or three times they rotate, we say, “Remember, each human is a different size and shape, so you need to figure out if the fit is right. Please check in with your partner.” And they have that conversation.

Anyway, all this skills up your students to:

ask permission to touch,
ask for feedback on how they’re touching someone,
actually practice giving that feedback (they are told explicitly that they can’t just say ‘yeah fine’. They have to stop, think, feel, then articulate their feels).
practice responding to feedback,
Think about the way their _whole bodies_ touch someone, not just their hands (we often drop this in when we’re talking about how follows are touching the leads with their backs).

This will skill up your women to deal with the too-touchy men, and it’ll train the men in how to touch respectfully.
You won’t need to police the students all the time. You can step in when they’re all dancing and experimenting for extra one-on-one comments, but mostly they police themselves and each other.

Best of all, the truly dodgy bros will get the shits and stop coming to class, because they can’t get away with any bullshit.

We do other follow up stuff in class to compound these skills:

eg when they finish practicing to music we say (Because we always see it): “I really liked it when one person in a couple got in a mess, said, ‘hey, can we start again?’ and both people stopped and grooved before starting again.”This emphasises what we _like_ and how they can handle these issues.
We might also say, “I saw some really nice, relaxed bodies. I could see people holding each other comfortably, and asking their partner if what they are doing is ok.”
I often say, “If you’re not sure if you’ve got it right, ask your partner – they’re a specialist in how their body works.”
The teachers often ask each other things like, “How did you know I wanted you to stop there?” as a way of modelling how to talk to each other, how to avoid ‘leader first’ language (so we ask the follow how they knew, which requires follows think actively about what they’re doing, not ‘just following’, etc etc).

I think using positive language (telling them what you liked) is better than ranting at them about what not to do. Because you’re just repeating the bad stuff and that’s all they’ll remember. So just repeat the good stuff. We also add in ways follows can eject from dances or moves if they don’t like it, and how leads should respond (let the follow gooo, let her gooooo).

If you are resisting addressing sexual assault at your event, you are actively enabling it.

The thing is, the only possible reason for aggressively resisting addressing sexual assault at your event is that you’re an offender. I’d add ‘or you’re actively concealing offenders’, but that’s pretty much par for the course. Aggressively resisting addressing sexual assault prevention and response processes conceals and enables offenders.

If you don’t develop policies for prevention and response, you leave the actual work up to your people on the ground – your volunteers, your door staff, your ‘middle managers’. And because they don’t have a clear policy guiding their decisions, they’ll be forced to either develop their own policy, or respond in an ad hoc way. You’ll also be making _them_ entirely responsible for OH&S at your event. Which is fine if that’s their job – OH&S officer. But if they’re the Registration coordinator or the head chef in the kitchen, then that’s not appropriate.

None of us are just naturally born knowing how to prevent and respond to sexual assault and harassment. In fact, many of us are trained by our families and home cultures to _avoid_ addressing these issues. And women are even further trained to be _afraid_ of addressing these issues, trained to perceive themselves as the ‘natural’ victims of assault and harassment. But despite this training – this socialisation – women in the lindy hop world have started figuring out how to respond to and prevent assault and harassment. And done a pretty darn good job. Our time line has been relatively short, from the public reports about Steven Mitchell to this moment. It’s been less than ten years. We’re pretty bloody good at this.

So if you want to run an event well, just as with decisions about what food to serve, and what to charge for tickets, you train your staff, or hire staff trained in these particular areas.

In the lindy hop world, we now have a fairly large body of first hand experience with dealing with s.a/h specifically in dance communities, _as well as_ a whole range of literature and training from other social spaces and bodies. And we are very, very good at learning and working in collaboration. It’s the one defining feature of the modern lindy hop world: we specialise in learning how to touch each other.

So why not offer your staff support and direction with a clear policy? If you’ve hired the right people, they can then go on and develop specific processes, training, and support for your event and your staff.

As I said above, the only reason to _not_ actively address these issues is that you are an offender attempting to conceal and enable your offences. The other implicit or explicit consequence of your inaction or resistance is to conceal and enable _other_ offenders.

But as a final point, I’ll also add:
Even if _you_ discourage work on these topics, your staff will be working on preventing and responding to sexual assault and harassment. Because dancers are reporting offences and expecting your event to be safe. And that is a reasonable expectation: that we will be safe at your events. So your staff are already acting on these issues.
The key issue then becomes: will you support their work, and provide them with the resources to do this well, or will you get in their way and fuck shit up?

Thinking about sexual assault and harassment as OH&S

I’ve started to get really interested in the way labour relations and workplace bullying/safety feeds into these issues. After all, the work place offers a model for describing and engaging with the patterns of power at work in these spaces. It also allows us to shift the idea of ‘work’ from strictly pay-for-labour to ‘paid and unpaid labour’, which of course lets women, POC, and other people into the discourse.

I’ve actually chosen to take the OH&S policy approach to responding to and preventing s.h. and assault in my dance work. From documentation and training to reporting and policy. Partly because I run a dance business, but also because OH&S discourse has all sorts of useful language tools: responsibility, legal responsibility, moral responsibility, mutual responsibility. I have been quite excited by this idea of ‘responsibility’, and have turned it around to become the phrase ‘we have each other’s back.’
I found that my repositioning s.h. and assault as a ‘safety issue’ for everyone, just one example that sits next to things like unsecured ladders, a lack of fire escapes, violent punters, and professional bullying, it gives the community a way of engaging with it. We can bypass the sexual stuff (with all its attendant taboos and gendered assumptions) and consider s.h. and assault as just one example of a harassment, bullying and exploitation. It also turns out to make perfect sense, to see s.h. as just one tool in an offender’s tool box. It’s very unusual, I’ve found, to see an offender _only_ s.h. They are likely to exploit in lots of other ways as well.
This approach also makes it clear something that many feminists (except perhaps Garner and Alcorn) realise. Rape and harassment aren’t so much about sex as about power. So if we set aside the ‘sex positive’ subtext (where it’s implied that I’m supposed to think about assault and harassment as sex, and if I’m against anything sexual, I’m a prude), and position s.h. and assault as a failure to ‘look after each other’ – a safety issue – we can rock on.

In my work on s.h. and assault in the dance community, I regularly have to point out the difference between a happy, consensual sexual touch/interaction and uncool stuff. This helps me move away from dichotomies of consensual and non-consensual, and repositions the whole discussion as asking the question, “Do you have your fellow dancer’s back?” I use phrases like:
– we have your back
– we’re looking out for each other

And in our training manual, I require all workers to practice realising when they need a 5 minute break (self care) and realising when their colleague needs a 5 minute break, and how to step in and encourage them to take that break (mutual care).

In our dance classes, we also spend quite a bit of time on learning to observe our partner. I often phrase this as ‘check in with your partner’, and we practice verbal ‘checking in’ (how to give it, how to respond to it), visual ‘checking in’ (what does their facial expression tell you?), and physical ‘checking in’ (what does the way they touch you tell you?, how is their body communicating their feelings?). In a dance setting, it’s quite simple to then make the next link, and say ‘a successful dance is one where both partners are working happily together, communicating well. And we have plenty of practical dance games and specific moves that require lots of ‘checking in’ with your partner, including copying, call and response, building on something a partner introduces.
I think we can make that same practical connection in non-dance spaces. eg being an audience and a speaker at at conference, managing employees and being managed, carrying a table from one room to another. etc. The key is to have practical, real time experience with these models, where people actually experience the benefits of them.

So the important parts seem to be:
– a discursive repositioning of s.a. and s.h. from ‘sex’ to ‘safety’ (and specifically OH&S)
– putting s.h. and s.a. in the same family as ‘if you see someone who feels sick, help them get a cup of water or take a break’ and ‘running a safe event includes preventing s.h., fires, and underpaying workers.’
– providing a language and model for _positive_ and happy, healthy physical contact. ie knowing the difference between sex and social dance, knowing how to talk about and ask for specific things, men in particular learning to read women’s emotions nonverbally

Most importantly, repositioning s.h. and s.a. as one point on a spectrum of exploitation helps us get past social taboos and discomfort associated with sex, and to think about the actions not as sexual, but as exploitative, violent, aggressive, manipulative, etc etc etc.

Should teachers ask to be paid for social dancing?

A well known and relatively high status teacher, Åsa Heedman posted this (public post) on faceplant yesterday:

Today I learnt that some Lindy hop teachers take an extra charge for 1) showing up at the dance evening and 2) charge even more for dancing with the students. Ridiculous! Organizers in the world: don’t support this, it is not gonna help creating a good Lindy scene.

There were a range of responses, from wholehearted approval of the sentiment to profound disagreement.

Me, I got opinions. Of course. Let me premise yet another poorly written post with the point that I feel that sexual harassment is just one point on a continuum of exploitation and misuse of power in the lindy hop world. So if we want to get rid of assault and harassment, we need profound restructuring of institutions and social conventions throughout our scene. Teachers and teachers’ working conditions are just one of these. The premise here, of course, is that teachers are at once powerful and influential people, but also disempowered and exploited in many of their teaching roles.

One of my general comments was this:

I reckon it’s fine for teachers (and other workers) to charge what they like. The market will let them know what it can bear :D
But i also think it’s totally fine to discuss pay rates and who charges what. If we didn’t, then pay inequities (eg male teachers being paid more than female) and exploitation (eg workers not increasing their rates annually, not being fed or housed properly, or overworked) wouldn’t come to light.

One of the most interesting comments on this post was by Alba Mengual:

Asa i completely agree. On the other hand we have had a contract sent to us that specify “that we must show up to the evenings and dance with the students” and i felt i didnt want to sign it (even if i do it allways) because i do it for the LOVE not because of a professional obligation. Also..how about if i only go 1h to the party bc im tired? Will i get not paid because i breached the contract? .and how many students is enough?? To have this in my contract kills my soul and my love for what i do…i want to have joy at night inviting people and sharing..as i do in any party bc i love dancing…and not feel that im working..really really for me its a big difference

This was my response to Alba’s point, and to the issue overall:

I think Alba’s reluctance to sign a contract where she’s obliged to social dance a lot (has to social dance) is justified. She has a right to say no to dance invitations. Everyone does. I think that it’s not only important for her well being, but for her to model self-care like that.

I always clarify with teachers whether they charge for social dancing. I’m ok if they do.
When I write up agreements for events where I have booked teachers, I always specify the terms:
– whether or not teachers are expected to come to parties
– whether or not they’re expected to social dance
– whether or not they’re expected to arrive at the beginning or stay til the end.

As long as both the organisers and the teachers (ie employer and contractor) understand and agree to those terms, it’s fine.

From an industrial relations/workers’ rights point of view, I don’t mind whether teachers require payment for social dancing or not, and if they do require payment, they should set that out very clearly in their terms and conditions document.
Similarly, organisers need to state very clearly in their own terms if they want teachers to arrive dead on time, dance every song only with students, and only leave at the end of the event.

-> These points are very, very important if I’m talking with non-Australian teachers. Especially if they come from a culture where workers’ rights are strongly protected (eg Sweden) or not protected. Or just plain different to Australia. I have legal obligations to not only protect contractors’, volunterers’, and workers’ rights, but to be sure they understand their rights.

Personally, I say this in my agreements with teachers:
– you’re not obliged to attend parties, but it’d be nice if you did;
– you’re not obliged to social dance, or to turn up at the beginning, or to stay all night;
– you’re definitely not obliged to come to late night parties.
-> I tell them to prioritise their health, and if that means they need to take a longer break between classes and parties, that’s good. If they need to leave earlier to get more sleep, that’s also good. If the sound levels are an issue, if they have kids to look after, etc etc – all those things are more important than their coming to a party.

I just make sure I hire the best bands I can find, bands that makes people want to DANCE. Or sit and watch and listen. Or have a drink or two and talk to people!
I also make sure I hire teachers who enjoy social dancing. And then I make sure that their working conditions and experience makes them feel like dancing.
And I also try to say clearly in my event PR “please welcome guests to sydney – invite them to dance, say hello” etc etc. And that means teachers, musicians, visiting dancers, volunteers, etc.

I also have terms in my agreements with teachers about drinking (ie don’t teach drunk; don’t drink while you’re working because OH&S; abide by the code of conduct).
The code of conduct makes it clear that drinking to excess while working or in a position of authority is not ok; and I’m clear about sexual relationships with students at events.

Åsa then replied:

Sam Carroll, it sounds like you are one of those organizers that teachers really appreciate to cone and teach for. Great! That’s the kind of circumstances that bring out the joy, please come but you don’t have to. But as you are also good with that some people charge for attending social dance I just want to ask you how you handle the fact that maybe one teacher is getting paid for being at the social dance and the rest is not. Is that fair? Is then that teacher getting paid while somebody else is not. For the same kind if “work”?

That’s a tricky one, Asa. It’s a bit like asking ‘how do you feel if one teacher is being paid a higher rate than their partner for teaching’, or ‘one dj is being paid more for their djing than another.’
There’s actually lots of work done on negotiating contracts and collective bargaining by unions. When you are part of collective bargaining via a group like a union, you may accept a lower pay rate so that everyone can be paid and have better conditions. Bosses of big businesses often work to dismantle unions and pressure workers to sign individual contracts. This saves bosses money, and gives them greater negotiating power.
So individual teachers have a right to charge different rates, after all, we don’t have unions, nor do many events observe local industrial relations laws.

I feel that it’s better to go legit as an organiser, as it offers you legal protection if things go wrong (so you can call the police if a teacher assaults someone at your event), and you pay tax in return.

Similarly, if teachers ‘unionise’ (ie talk collectively about terms and pay and so on), they can push organisers to provide better pay andconditions or risk a strike/boycot by teachers.

We are seeing the beginnings of this collectivism now after the public talk about teachers assaulting people. Some teachers are saying, “I will not work at events that don’t have a code of conduct”. This is a way of saying, “i won’t work at events that don’t respect health and safety laws.”

Similarly teachers saying “you must pay me to social dance,” is a way of saying “you must respect the fact that social dancing is physically and socially hard work; you must allow me sufficient rest time after classes; etc etc.” You can still love your work and be paid for it. In fact, there’s a theme in the lindy hop world that you shouldn’t charge or be paid for wonderful, creative work you enjoy. Why not? You can love your job and be paid for it.

So when i read that some teachers charge for social dancing, i ask myself, “what experiences have led them to this action?” Perhaps this is a response to poor working conditions:
– too little rest time between long days of classes
– very late nights
– not getting enough sleep or rest (because they don’t have real beds or doors that close)
– terrible parties with awful music
– a scene vibe that encourages dances only to dance with ‘the best’ dancers instead of people they like,
…and so on.

So this pattern in teachers’ pay rates tells us a lot – far more than just ‘they want money.’ There’s nothing wrong with wanting money. But there is something wrong with exploiting workers.

Btw, i have to give specific props to Ramona Staffeld on this issue. She is brilliant to work with: she’s very clear about her terms (and explains why), she tells me when i’ve erred, she’s super professional. She balances self care with an intense, hedonistic love of social dancing, AND she’s a brilliant teacher and dancer. And just plain nice.
Working with her has made me a better organiser. But it’s also led to my doing wonderfully fulfilling creative work with musicians, tappers, and lots of other volunteers and contractors.
I actually don’t do late night parties, but i do always book bands. Musicians who love to socialise with dancers. And Ramona’s generosity of spirit is what leads her to yell approval at a band mid-song, make friends with them, and get up and jam with them. So our evening parties tend to be very rich and intense, whether you’re dancing or talking!

I know i work well with clear structure, but Ramona has also taught me how to let loose and just revel in the jazz as well.

After this, there are a number of posts arguing against having contracts at all.
And I’m not ok with this.
Here is an example from Matthias Müller:

We never signed contracts with our teachers and made great experiences with it. The better you treat the teachers, the less you have to fix by contract and the more you get rewarded by them.
So, thats the big thing for me: Don‘t blame anybody for anything, this is the free market. But choose well and reflect your own setup as an organizer…

I replied:

I disagree vehemently with this, @Matthias. Clear agreements are important. There is a clear correlation between no-contract (no code of conduct) events and underpaying, exploitation, sexual harrassment, bullying, and straight up bullshit.

..i’m also deeply suspicious of any organiser who pushes contractors _not_ to have agreements. All the ones like that i’ve worked with (as dj and head dj) have been fucking dodgy, and later proved to hire and cover up for sexual harrassers and rapists. Dodgy approaches to OH&S issues are a big alarm bell for me.

A contract or agreement is just a way of writing down clearly what you have all agreed on.
Note: the events that hired Steven Mitchell here did not have written agreements with all contractors, and have been the very worst for not paying teachers or djs, overworking staff, etc etc etc.

It is possible to have a contract and still be good friends, guests, hosts, and so on. An agreement just ensures clarity.

At this point, Carla LaRue Heiney commented. I enjoy her contributions. She makes interesting points, and is very thoughtful.

What if we shift our paradigm here….
When I was teaching with Kevin St Laurent and we put in our contract that we needed a “real bed”with a door that closes to the room, people thought we were crazy, but it was because we were trying to take care of ourselves so that we could do the best job possible and also be present. We valued social dancing with the students at the evening parties, but we also valued getting some sleep and eating healthy.
I remember people talking about us and gossiping that we had certain things in our contracts. We had to do this because we honestly were not taken care of and I don’t think it was anyone trying to really “get away” with something, but rather a new scene and people trying to figure it all out still. I don’t think we even knew what we really needed until we had been traveling a bit and realized how poor sleep conditions and lack of time for things manifested in sick instructors, grumpy instructors and more.

So, we talked to some other professionals and we decided to have a contract that just stated what we wanted and needed and nothing too crazy, we hoped. Real bed, private sleeping areas, 3 meals a day, down time, maximum number of hours teaching etc. I am wondering if these newer contracts and requests from both sides are not just another attempt at people trying to take care of themselves and simply need refinement. To me, personally, I think of how nice it would be if some of the dances were earlier or didn’t go quite so late, but that is the mom in me talking.
I have also hired instructors are are known not to social dance as often as others because I still highly valued their instruction and take on the dance and the other things that they added. I tried to balance this choice with hiring instructors who were known to be on the social dance floor throughout the night. And I also made a lot of mistakes along with some good choices, hopefully, too.

The big thing is, let’s try to figure out why and not try to think negatively about the organizers making those requests and the teachers asking for certain things. I am all about choices and freedom and understanding. There is always something to learn.

This point is most important, I think: “The big thing is, let’s try to figure out why and not try to think negatively about the organizers making those requests and the teachers asking for certain things”.

Later, Tonya Morris added this comment:

You know, when Sugar Sullivan taught in Seattle, we couldn’t keep her away from the dance floor at night…one night she ended up in a ridiculously fast jam at the end of the night with Peter Loggins doing first stops and swinging out hard. I kept offering to bring her home and she looked at me like I was crazy. That’s the epitome and spirit of Lindy Hop…just saying.

My response to this:
Different lids for different pots, right?

I’d also like to think that the ‘spirit of lindy hop’ is to take care of each other, to stop and listen to a band and watch a solo, really enjoy the company and conversation of a new friend, to buy a friend a drink, or lend an ear to someone in need.

I’m really uncomfortable with this ‘that is the spirit of lindy hop’ talk. We are all different people, and we do things in different ways, enjoy different things. I don’t want to have this one, singular, and disturbingly evangelical ‘spirit’ of lindy hop.
I want ‘Sam’s spirt’ which involves dancing like a fool, DJing sometimes, being the butt of musicians’ jokes, meeting new friends, designing flyers, reading about jazz history, looking at Australian modernist art, talking about labour relations, making applique banners, swapping photos of historic buildings, listening to CDs with friends, learning about mic stands…. lindy hop brought me all this. I think all these things are important.

And I do think that a scene that thinks the ability to dance non stop for sixty million hours is the highest human quality is a danger. That’s how we got people like Steven Mitchell and Max Pitruzella exploiting this ethos.

This conversation is continuing on faceplant right now.

But I think it’s worth summing up the key issues:

– teachers having terms and conditions
– some teachers specifying their social dancing time/pay
– other teachers and dancers feel this is ‘not in the spirit of lindy hop’
– I feel that this ‘spirit of lindy hop’ rhetoric is an ideological tool ripe for exploitation (to mix a metaphor). The nebulous ‘spirit’ of a community disappears diversity, and discourages solid, clearly written contracts oand terms of agreement.

Continuing:
– some teachers and organisers feel that agreements and contractors kill the ‘spirit of lindy hop’.
– I strongly disagree: clear contracts and agreements are a useful tool for avoiding exploiting workers, and they empower disempowered people.
– some people feel that social dancing is the ‘true’ spirit of lindy hop.
– I feel that it’s just one part of being a lindy hopper and lindy hop culture. I feel that valorising this quality is what led us to the bullshit power dynamic that enables gross exploitation and abuse of less powerful people by more powerful people.

A key point, here is that I want to reframe this as a discussion about labour rights and relations. Unions and collectivism are a useful ideological and practical tool for countering the ‘artistic individualist/ mysterious creative spirit’ rhetoric that is often used to justify exploiting workers, or to avoid transparency in work practices. We have clear proof that this avoidance of legit industrial practice contributes to and enables sexual assault and harassment and exploitation in the lindy hop community. To the point where if I see an organiser or teacher actively arguing against contracts or agreements, I am deeply suspicious. I suspect serious misconduct.

I’m very uncomfortable with some dancers’ resistance to the idea that lindy hop is, and can be a ‘business’. The people most critical of this concept seem to be those who have gained social and cultural power from lindy hop. So we see high profile teachers and some organisers using this argument. I smell bullshit here. I also see no problem in making a business of lindy hop. In fact, formalising arrangements and being financially responsible and sustainable is one way to avoid injustice. We have models to avoid hardcore patriarchal capitalism in lindy hop business, and there are quite a few very good dance businesses around the world which use them.

And look. It’s fucking hypocritical so say that it’s not in the spirit of lindy hop to run a dance business, when you benefit financially, socially, and personally from being employed by those businesses. So fuck off with that bullshit.

I also want to introduce more discussion of cultural and business law and policy into this discussion. Yes, this stuff tends to exclude people. And that’s exactly my point. Learning about these things empowers us. As I said in reply to another person’s comment:

I guess I just don’t think teachers’ social dancing is any more important an issue than all the others that go into running an event. This isn’t going to be a popular opinion, but while who you hire to teach is very important, the teachers are just one element of the weekend. And can be replaced.
In fact, an event often _needs_ to change up its teaching line up to continue to attract attendees. And that’s why teachers need to stay competitive as workers and artists: they need to be good at what they do, improving their skills, and acquiring new skills (including how to conduct themselves professionally).

The much more important things involved in running an event are:
– is the event financially sustainable (ie are you going to be bankrupt by running it)?
– are there enough people to actually run it on the weekend?
– do you have venues hired?
– do you have music hired – DJs or bands?
– are people safe at your event (eg do you have cables run safely, is the building sound, do you have fire escapes – do you have an OH&S policy?)

So I put whether or not teachers social dance into the ‘teachers’ conditions’ folder in my head (and literally in my computer), which is just one of many other folders. Teachers’ working conditions are no more important than volunteers’ working conditions, or musicians’ working conditions, or DJs’ working conditions, or the sound engineers’ working conditions, or my own working conditions.
So I can a) only allow teachers a certain amount of time, and b) I can’t help but see common issues across all the contractors’, workers’, and volunteers’ folders.

Basically, and this is something we’ve been talking about in the lindy hop scene for a few years now, teachers aren’t magical fairy artists. They are creative workers and employees, _as well as_ artists and humans and inspirers and mentors. So they deserve no more or less time and attention than any other person at the event.

This issue may vary between different countries, but here in Australia our government policies are fucking over the arts. This is having material effects on the lindy hop scene:
– our community venues are getting more expensive and harder to find (because they are govt funded and maintained), and private venues are EXPENSIVE, but also restricted by new laws (like the lockout laws, and noise restrictions);
– our musicians are going overseas (because the arts grants and school music programs which pay their bills have been cut so severely);
– agencies like APRA, PPCA and so on (which administer copyright and music licensing) have fewer funds for outreach and support for smaller organisations;
– visas increase in cost each year, and require a lot of skill and knowledge to secure, because our govt is slowly closing its borders to anyone who’s not white and middle class;
…and so on.

All this means, that if you want to run a weekend dance event, you have to run it as a legit business. Because there aren’t enough funding or resources to run events on the cheap.
If you _do_ want to run your business as a non-profit, you really need to get your act together and learn a lot about tax law, business registration and administration law and so on.
Either way, you need to be a bit savvy about cultural and business policies and laws. It’s hard work.

A lot more goes into running a dance weekend than booking a teacher. And if we want to be able to invest the thousands of dollars hiring a teacher requires, we have to get our shit together. We have to run this professionally.

The usefulness of being specific

Kathleen Rea’s piece “That lady”: The story of what happened when a woman put up a boundary in the contact improv world is a great post by a woman about her experiences setting up ‘boundaries guidelines’ for her dance session.

I especially dig her points about using specific language:

My guidelines evolved over the years, but have always been very clear and direct in their language and guidance. I have faced both praise and critique for this direct approach. I think one of the reasons they have been controversial is that I leave little room for misinterpretation. In the guidelines, I say things such as, “Do not intentionally caress another dancer on their breasts or genitals”, and, “Non-consensual pass-by pokes, kisses, tickles, caresses, massages or pats while dancing or passing by someone in the studio or hallway will not be tolerated”. I think this approach was unusual in the contact dance improvisation world. I had said something which is usually not said, and as well I was a woman saying these things.

I’ve tried to be specific in our Code of Conduct, because I think that being coy can lead to problems. It also suggests that if actually saying ‘groin’ or ‘breasts’ is impossible, then talking about someone touching your groin without permission is utterly anathema.

If we use precise terms simply and casually, we make it clear that it’s ok to talk simply about our bodies and what we do and don’t like. It gives women the language tools to speak up about what’s happened: “He grabbed my breast.” If we don’t have these tools, it’s even harder to actually explain what happened and why it wasn’t ok.

Of course, using appropriate language tools is also a very good way to be specific about how you do like to be touched, or how you would like to touch someone: “Could you grab my breast, please?”

If we get used to speaking about our bodies like this, it’s even harder for offenders to claim they ‘misunderstood’.

Why teaching is important to feminism

James recently made this comment in response to some interesting comments by Kathleen in the fb teaching group:

I would do anything for them to let me teach lessons in my scene the way you do up there! When I tried I encountered surprising resistance. People are weirdly attached to their 6 count triple step highly gendered rotation classes.

I think my response pretty much sums up my ideas about the relationship between teaching (which is so central to contemporary lindy hop culture – for better or worse) and the broader cultural and social power structures in our community. I believe that we build cultures of exploitation or empowerment in our classes.

Traditional class models are very easy to teach (because you teach to that imaginary ‘average’, rather than to different students’ needs); very easy to promote (this is exactly what you get *lists moves in sequence*); and are a very powerful ‘add on’ promotional model, where students start at level 1 and then add 2, 3, 4, 5. You keep adding levels/products to retain that market.

As you’d expect, you end up retaining your ‘average’, losing diversity in your cohort, and churn out students who all dance the same way, and can’t count themselves in. Which is ok if you want to build a very big scene very quickly. Not so good if you’re looking for diversity. This sort of approach to ‘scene building’ promotes/builds very clear hierarchies of power and status, and consequently enables sexual harassment, exploitation of labour, and other status-related bullshit.

Also it’s boring to teach.

In contrast the ‘full hippy‘ teaching culture (which draws a lot from things like Montessori thinking and other independent pedagogic practice), hopefully enables personal empowerment and fights the fucking patriarchy. And gives us more interesting dancing and teaching :D

Why is there so little space for women in jazz music?

This article asks Why is there so little space for women in jazz music?

All the reasons there are so few women in jazz are as you’d expect:

sexual harassment and assault discourage women (duh)
male band leaders find new players for their band via informal social networks, which are fostered in post-gig hangs, peer networks, etc
there are few role models for younger women
male players openly encourage young men rather than young women
the culture of jazz gigs themselves discourage women
incidental gendered language (eg the ‘guys’ in the band; ‘doesn’t she look lovely’ to women on stage instead of ‘isn’t she a fucking gun’) makes women feel invisible.

If we’ve managed to get completely change the culture of DJing in Australian lindy hop over the past ten years, surely we can change the culture of jazz bands.

How? Same way. Cultural change, structural change, discursive change.
a) Change the everyday culture of jazz gigs (avoid gendered language, use female historic figures in art work),
b) Change work practices and labour conditions (eg penalties for sexual harassment and assault; discourage aggressive, blokey environments; fair pay for fair work; clear agreements and contracts),
c) change uses of language and ideas in discourse (eg watch the way MCs introduce women musos, and the language used in PR).
I think one of the most important elements in changing the culture of live jazz would be to openly address issues of alcoholism and drug abuse in the scene. Because blokey jazzbros who behave in blokey dodgy ways when sober are more likely to be dangerously dodgy when drunk. And those social networking spaces which are essential to professional networking which rely on excessive alcohol abuse will be opened up to people who have to get home to kids and day jobs.

More specifically:
– Band leaders should actively seek out female musicians.
ie not just take the first hand they see waving. They should hunt down good women musicians and put them on their ‘call list’, so they have good names when they’re putting together a band for a gig.

– Women are far more likely to be responsible for domestic labour in their homes and relationships – child care, cleaning, cooking, bill paying, holding down day jobs, etc. So band leaders should allow more flexibility in gig specifics. eg call with more notice so women can book baby sitters; not require long post-gig debriefs and hangs; encourage gigs and social hangs in parent-friendly hours. And they should do things like give women more time to rearrange domestic labour (doing the grocery shopping or laundry, attending children’s school events, etc) and untangle themselves from paid work, etc.

– Male musicians should take responsibility for each other.
They should police each other’s language and behaviour for sexual harassment and assault. eg call their mates out for sexist jokes, for harassment; have a code of conduct for their band and for their gigs (and enforce it); actively _encourage_ respectful treatment of women (both in person and in talk and ideas).

– Male teachers in jazz education should actively encourage girls. They should be mindful of the language they use in class (gendered pronouns?), the examples they use from history, the way they talk about and to girls and boys in class. They should reward collaborative behaviour between students, and discourage aggressive competition.

– Quotas.
Gets women into groups. And once women are there, the simple fact of their presence encourages more women. No, it won’t lower the standard of music. You think all those bros in bands are as good as they think the are, and not just some ordinary musician who’s benefitted from unequal hiring practices? You can guarantee the women you hire are twice as good, and work twice as hard as any bro. And if they’re not, they’ll change their shit up until they are.

– Gig promoters and managers should request bands hire women musicians (not just vocalists), and offer financial bonuses to band leaders who have women in their bands. Straight up.

– Male musicians should ask each other, very loudly “What have you done to change shit today?” They should brag about the fantastic women in their bands. They should GO TO WOMEN’S GIGS and be openly supportive. They should ask women for advice about music and playing.