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Anti-Harassment Policy

Purpose

The Whistler Writing Society [the Society] seeks to host a welcoming, barrier-free, culturally respectful and inclusive environment for everyone to engage in the literary arts.

 

Scope

The Society is committed to preventing and/or stopping any physical, psychological and/or sexual harassment within the organization, including any form of discriminatory harassment.

This policy applies to all organizational personnel at all levels, including contractors who deliver the Society’s activities.

No one may be harassed and no one has the right to harass anyone else in any situation related to the Society. This includes during any events or programs the Society hosts.

This harassment prevention policy does not discourage or prevent anyone from exercising their legal rights.

We recognize that difficult subjects may be discussed at writing society events, and content may be triggering for some. We will offer a safe, quiet space for respite for any person attending.

 

Definitions

Harassment includes inappropriate conduct in any form about a person’s age, race, creed, religion, gender, sexual orientation, marital status, family status, economic status, political belief, association or activity, disability, size, weight, physical appearance, nationality, ancestry or place of origin

Harassment also includes ‘bullying’ behaviour that may involve a single incident so serious that it has a lasting, harmful effect on a person, or repeated humiliation or intimidation that adversely affects a person’s psychological or physical well-being. Harassment may be written, verbal, physical, a gesture or display, or any combination of these.

Reasonable actions by staff, board members and volunteers to help manage, guide or direct individuals is not harassment. Appropriate employee performance reviews, counselling or discipline by a supervisor or manager is not harassment.

 

Policy Statement

The Whistler Writer’s Society is committed to ensuring, as much as reasonably practical, a safe and respectful environment for all its staff, board and committee members, volunteers, members and guests. Our values prioritize safety, diversity, inclusion, acceptance and accessibility as essential components of our community.

Staff, board and committee members, volunteers, members, and guests must not engage in discriminatory, bullying or harassing behaviour prohibited by the Human Rights Code https://www.bclaws.gov.bc.ca/civix/document/id/complete/statreg/00_96210_01  or the Occupational Health and Safety policies under the Workers Compensation Act, https://www.bclaws.gov.bc.ca/civix/document/id/complete/statreg/19001_00 workplace policies.

 

Roles & Responsibilities

Staff, volunteers, members and guests:

  • are entitled to work and participate free of harassment at the Society’s events;
  • have the responsibility to treat each other with respect;
  • all staff, volunteers, members and guests have the right to file a complaint with the BC Human Rights Commission.

 

Board of Directors/Staff responsibilities

The Board of Directors [BOD] and Artistic & Executive Director [AED] are responsible for keeping a safe work environment, free of harassment and will ensure, as much as possible, that no staff, volunteer, member or guest is harassed when participating in Society business, events or programs.

If a Board director or the AED becomes aware of harassment, they must do everything in their power to stop it, whether or not a complaint is made. Failure to do so leaves them and the Society open to legal consequences.

  • The BOD and AED will take corrective action with anyone under their direction who harasses another person. This also extends to volunteers, members and guests participating in Society events and programs.

 

Administration and Enforcement

The Society encourages, where appropriate, anyone covered by this policy who feels they are being treated in a discriminatory/harassing manner, to tell the person acting in that manner that it is offensive and request that they stop the behaviour and seek an informal resolution.

If that is not appropriate, or informal discussions do not lead to a satisfactory resolution, a formal complaint should be made.  If the complaint is Employee to Employee, Employee to Volunteer, or Volunteer to Volunteer, the complaint should be addressed to the AED.

If the AED is unable, for any reason, to investigate and resolve the complaint it should be referred to the Chair of the Board of Directors. If the AED is one of the parties involved in the complaint, it should be addressed to the Chair of the Board of Directors.

If the Board Chair is one of the parties, or the parties do not feel comfortable approaching the Chair, or the Chair is unable, for any reason, to investigate and resolve the complaint, it should be addressed to the next ranking member of the Board executive.

The Board’s Governance and Human Resources Committee, if active, may also be tasked with investigating. A written complaint is required, outlining the nature of the allegations and such the name(s) of the alleged harasser(s), witnesses, dates and location of the incident(s).

 

Action

If the investigating Board member, or the Governance and Human Resources Committee, concludes remedial action is recommended, such action requires endorsement of the whole Board. The Board supports remedial actions that follow a restorative justice model, but also acknowledges that, depending on the nature and gravity of the incident(s), other actions up to and including termination of services, or relationship with the Society can be considered.

Investigations and/or remedial actions under this policy should not interfere in any way with the parties’ rights under federal or provincial legislation to seek legal redress. No one who raises a concern or complaint under this policy in good faith should be subject to retaliation or reprisal as a result of raising the concern or complaint.

 

Confidentiality / Compliance

The BOD and AED will not identify a complainant, an alleged harasser or any circumstances about a complaint, to anyone, except:

  • when it is necessary in investigating the complaint;
  • if it is part of disciplinary action;
  • where required by law.

 

Education

The Society commits to making sure all its employees and volunteers learn about harassment and the society’s harassment policy. Access to the policy is available through the Society’s website.

 

Related Policies

 

Revision History

This policy will be reviewed every 5 years.