Codes

The remuneration of both executive directors fully complies with the Dutch Act on the Regulation of Top Incomes (Wet Normering Topinkomens) and is disclosed in the annual report. Compensation, a clear job description, and mutual obligations are communicated transparently to employees and contractually agreed upon. The Supervisory Board works on a voluntary, unpaid basis.

By January 1, 2025, at the latest, the festival will adhere to the Collective Labour Agreement (CAO) for Dutch pop stages and festivals regarding the remuneration of the executive board and employees. Volunteers receive reimbursement for travel and expenses upon declaration. All staff and volunteers are provided with meals during their shifts at and around the festival.

Performing musicians will receive, as of January 1, 2026, a minimum of €340 per performance and €150 per rehearsal, excluding VAT, expenses, and meals. This amount will be indexed annually. In most cases, the actual remuneration is much higher. Composers are paid at least the guideline amounts of the current Nieuw Geneco Honorarium Table for commissions. Additional costs, such as scores, rehearsals, travel expenses, and other work, are reimbursed separately. For remuneration of visual artists, the BKNL Guidelines for Artist Fees are applied. All agreements are always recorded in writing.

Through festival representation by Dorien van Londen at the Freelance Classical Musicians roundtable (fairPACCT), Oranjewoud Festival also contributes to the collective interest of fair payment for classical musicians.

For the Supervisory Board, the management, staff, and performers, the festival has established a code of conduct, including protocols for alleged violations and contact details for confidential advisors.

The legal position of the staff (all self-employed) is secured through their temporary contracts. Due to their vulnerable position as freelancers, extra importance is placed on the regulations of the Supervisory Board and management, as well as the code of conduct (see Governance).

All staff in the Family Zone hold a valid and relevant certificate of conduct (VOG). House rules have been established for visitors.

Everyone working at the festival is expected to share the festival’s general vision regarding inclusion and to act accordingly. Conversely, the festival management commits to continuously fostering this shared understanding and to being open to individual differences in perspective.

Oranjewoud Festival is a learning organization. From volunteers to team members, everyone working at the festival is given the opportunity to develop, take on more responsibilities, and influence the way things are run. This career progression policy contributes to broad knowledge and experience building among team members. They can coach or train new colleagues in ‘their’ former roles or prepare them for their own positions.

Annual performance reviews are conducted with all staff based on an open dialogue, with mutual feedback, and with attention to goals, results, and personal development opportunities. The team is involved early in the development of (artistic) plans. Special attention is also given to workload. All staff are involved or represented in the annual evaluation.

Oranjewoud Festival does not limit itself to the classical canon but also creates musical connections with other cultures. Examples of this include Bab Ad-Daar in Festivalhart De Proeftuin and the Atlas Project.

Work is being done on participation programs in which people from socially disadvantaged backgrounds are given a role with influence over the program. This is a gradual process.

We are aware that we have a responsibility to engage a more socio-economically and culturally diverse audience. We work toward this through the school program Het Festival als Klaslokaal, by making strong investments in participation projects, offering diverse programming in Festivalhart De Proeftuin, and through initiatives such as the Atlas Project.

Despite significant steps in the right direction, such as the development of the Supervisory Board and the programming team (see below), we are aware that our staff composition could better reflect our community (source: allecijfers.nl). By investing in the personal development of everyone starting from the volunteer level, and by paying attention to socio-economic and cultural diversity in recruitment with the help of our social partners, we aim to achieve an even more diverse workforce.

We work with culturally diverse guest curators, namely Karam Shebat (musician, activity coordinator for newcomers in Groningen, and ambassador for the city program MENA is Here), Ahmad Abdulwahab (associated with NITE, also an ambassador for MENA), and Vincent Henar (founder of the Afro-Caribbean band Fra Fra Sound).

We are convinced that culture has value for everyone. That is why we make every effort to reach and engage people in less privileged positions, thereby increasing accessibility. Participation Officer Marieke Jissink, who was appointed in 2022 specifically for this purpose, focuses primarily on sustainable collaborations with a large number of organizations that support people in disadvantaged positions. In doing so, we continuously build mutual trust and learn what works.

The foundation has had a Supervisory Board since October 2023. The profiles of the five supervisors are as follows: cultural (director Ira Judkovskaja, chair), financial (Ruud van Zuilen, treasurer), social-community (community worker Iqbal Aslam), legal (lawyer Wilko Jan Aardema), and entrepreneurial (entrepreneur Piet Bandell). In forming the board, consideration was also given to balancing local and (inter)national connections and diversity. Externally, the board acts as an ambassador for the foundation. The board meets at least four times a year and is responsible for gathering relevant information.

Supervisors are appointed for a maximum of two four-year terms. A rotation schedule is available for download on the Governance page. Vacancies are publicly announced, including via Culturele Vacatures and Colourful Jobs.

The management consists of Artistic Director & Executive Yoram Ish-Hurwitz and Business Director & Executive Miranda van Drie. Together, they determine the strategic policy, carefully balancing artistic and business interests, as well as internal and external considerations. This is done in close consultation with the two other members of the core team. Ish-Hurwitz initiated the festival in 2010 and has helped realize its full development and growth since the first edition in 2012. He is responsible for programming, composition commissions, project development, and the artistic direction. Van Drie (started in 2025) manages financial operations, fundraising and sponsorship, organization, team leadership, and relationship management, including periodic consultations with (financial) stakeholders. She also oversees compliance with the codes. Management meetings are held at least every two weeks, with written minutes.

The Supervisory Board and management jointly ensure that the foundation’s social and artistic objectives are achieved sustainably, responsibly, and with integrity.

The core team is active 10 to 12 months per year and consists of both executive directors, Head of General Production Enno Feenstra, and Head of Marketing Marco van Es. The (bi)weekly meetings are minuted. Each core team member leads their own subteam, which starts at least five months before each edition:

Business/General: Business Coordinator / Head of Hospitality Marinda de Groot, Participation Officer Marieke Jissink, and Volunteer Coordinator Monique Jansma

Program: Family Zone Programmer Remy Alexander, Guest Curators Karam Shebat and Ahmad Abdulwahab, Vincent Henar (2025), Julian Schneemann (2025), Candida Thompson (2025), Johannes Moser (2026), Jeroen Strijbos, and Rob van Rijswijk (2026)

Production: Head of Program Production Wiebe Kootstra, Head of Technical Production Thijs ten Berge, and Production Assistant Afke de Jong

Marketing: Head of Ticketing, also Marketing Assistant Suze Bonnema

In addition to bar staff, approximately 23 employees, including interns, provide services in the areas of venue setup, bars, transportation, staff catering, hospitality, accreditation, and production, working on short-term contracts ranging from a few days to several weeks.

Before, during, and after each festival edition, approximately 150 volunteers are active. They are organized into functional categories and supervised by several volunteer team leaders and a volunteer coordinator. Some of the volunteers are recruited through our social and community partners.

In addition to the articles of association, which, among other things, establish the Supervisory Board’s role as employer, each board member and supervisor has signed their own regulations. These outline the governance and supervisory duties, the manner in which the Supervisory Board provides advice (including the role of the chair), the professionalism expected of management and supervision, the obligation for self-evaluation, and provisions for stakeholder involvement. The financial framework and organizational structure are also set out in these regulations.

Board Regulations (Dutch)

Supervisory Board Regulations (Dutch)

Secondary positions of supervisors and board members are listed in the annual reports. Board members and supervisors must also sign a declaration guaranteeing their independence, prioritizing the interests of the organization above their own or those of their relatives. A protocol has been established for cases in which these agreements are breached.