Alamo Drafthouse Announces New Code of Conduct

New approaches for staff and customers at the Alamo (Photo by John Anderson)

The Alamo Drafthouse has always had a few rules: Don't talk or text in the movie; put your phone away. However, in the wake of last year's stormy headlines about how the company handled sexual assault and harassment allegations, the Austin-based movie chain has released a new code of conduct, as well as launching several new in-house initiatives.

The Drafthouse became the center of media attention last September for rehiring writer Devin Faraci after he had previously been fired over sexual assault allegations, and then severing ties with Ain't It Cool News founder Harry Knowles after it was alleged that management ignored similar allegations against him.

In the wake of those claims, the locally based cinema chain has already announced a new board of directors for its annual festival, Fantastic Fest, but this new statement extends to the broader business.

The biggest and most immediate change that customers will see is the introduction of a code of conduct. Such codes have been increasingly common at festivals and conventions, but this will apply at all Alamo sites and affiliated events, including Mondo Gallery, Fantastic Fest, and Rolling Roadshow events.

The new Alamo Drafthouse code of conduct

The Drafthouse will now remove anyone involved in harassing behavior, including:

• Intimidation or threats
• Inappropriate disruption of events
• Hurtful language
• Physical assault of any type
• Inappropriate physical contact
• Unwanted sexual attention
• Unwanted photography or video recording
• Bullying or stalking

This extends to race, ethnicity, sex, sexual orientation, gender identity or presentation, age, religion, citizenship status, or any disability, medical condition, or pregnancy. Any concerns can be relayed to a manager, or via email to [email protected], and the Drafthouse management promises that all complaints will be investigated.

This is part of a much wider wave of in-house reforms, including working with anti-bullying nonprofit SAFE, and HR reforms including anonymous staff feedback, and hiring a chief people officer to implement the changes. See the full list here.