One North Clown and Creation ANTI-HARASSMENT AND ANTI-DISCRIMINATION POLICY 

1. Organizational Commitment 

One North Clown and Creation is committed to providing an environment free of discrimination and harassment, in which all individuals are treated with respect and dignity, are able to contribute fully, and have equal opportunities. Under the Ontario Human Rights Code, every person has the right to freedom from harassment and discrimination. Harassment and discrimination will not be tolerated, condoned, or ignored at One North Clown and Creation. If a claim of harassment or discrimination is proven, disciplinary measures will be applied, up to and including removal of the participant, associate, or employee. One North Clown and Creation is committed to a comprehensive strategy to address harassment and discrimination, including providing training and education to ensure that everyone knows her or his rights and responsibilities; regular monitoring of organizational systems for barriers based on Code grounds; providing an effective and fair complaints procedure; and promoting appropriate standards of conduct at all times. 

2. Objectives of Policy 

The objectives of this Policy are to: 

• Ensure that participants, and associates, and employees of One North Clown and Creation are aware that harassment and discrimination are unacceptable practices and are incompatible with the standards of this organization, as well as being a violation of the law. 

• Set out the types of behaviour that may be considered offensive and are prohibited by this Policy.

• Ensure appropriate access to complaint forms and processes where necessary.

3. Application of Policy 

Participants are protected, not only against harassment and discrimination by co-participants, associates or employees. Participants may also be protected while off the workshop site, or outside of normal working hours, where activities are connected to the workplace. 

The right to freedom from discrimination and harassment extends to all participants as well as all employees, including full-time, part-time, temporary, probationary, casual and contract staff, as well as volunteers, co-op students, interns and apprentices. This Policy applies at every level of the organization and to every aspect of the workplace environment and relationship, including recruitment, selection, promotion, transfers, training, salaries, and termination.

One North Clown and Creation ensures that the policy will be publicly posted or otherwise made available to visitors of the organization. 

4. List and Explanation of Protected Grounds 

This Policy prohibits discrimination or harassment on the basis of the following grounds, and any combination of these grounds: 

• Age • Creed (religion) • Sex (including pregnancy and breastfeeding) • Gender Identity • Family status (such as being in a parent-child relationship) • Marital status (including the status of being married, single, widowed, divorced, separated, or living in a conjugal relationship outside of marriage, whether in a same sex or opposite sex relationship) • Disability (including mental, physical, developmental or learning disabilities) • Race • Ancestry • Place of origin • Ethnic origin • Citizenship• Colour • Record of offences (criminal conviction for a provincial offence, or for an offence for which a pardon has been received) • Association or relationship with a person identified by one of the above grounds • Perception that one of the above grounds applies.

5. Definition of Key Concepts

The following behaviours are prohibited by this Policy: 

Harassment: means a course of comments or actions that are known, or ought reasonably to be known, to be unwelcome. It can involve words or actions that are known or should be known to be offensive, embarrassing, humiliating, demeaning, or unwelcome, based on a ground of discrimination identified by this Policy. Harassment can occur on any of the grounds of discrimination. Examples of harassment include: • Epithets, remarks, jokes or innuendos related to an individual’s race, sex, disability, sexual orientation, creed, age, or any other ground; • Display or circulation of offensive pictures, graffiti or materials,whether in print form or via e-mail or other electronic means; • Singling out an individual for humiliating or demeaning “teasing” or jokes because they are a member of a protected group; • Comments ridiculing an individual because of characteristics, dress etc. that are related to a ground of discrimination. 

Sexual Harassment: sexual harassment is a form of harassment that can include: • gender-related comments about an individual’s physical characteristics or mannerisms; • paternalism based on gender which a person feels undermines his or her self respect or position of responsibility; • unwelcome physical contact; • suggestive or offensive remarks or innuendoes about members of a specific gender; • propositions of physical intimacy; • gender-related verbal abuse, threats or taunting; • leering or inappropriate staring; • bragging about sexual prowess or questions or discussions about sexual activities; • offensive jokes or comments of a sexual nature about an employee or client; • rough and vulgar humour or language related to gender; • display of sexually offensive pictures, graffiti or other materials, including through electronic means; • demands for dates or sexual favours.

Sexual Solicitation: this Policy prohibits sexual solicitations or advances by any person who is in a position to grant or deny a benefit to the recipient of the solicitation or advance. This includes managers and supervisors, as well as co-participants where one person is in a position to grant or deny a benefit to the other. Reprisals for rejecting such advances or solicitations are also prohibited. 

Discrimination: means any form of unequal treatment based on a Code ground, whether imposing extra burdens or denying benefits. It may be intentional or unintentional. It may involve direct actions that are discriminatory on their face, or it may involve rules, practices or procedures that appear neutral, but have the effect of disadvantaging certain groups of people. Discrimination may take obvious forms, or it may occur in very subtle ways. In any case, even if there are many factors affecting a decision or action, if discrimination is one factor, that is a violation of this Policy. 

Poisoned environment: a poisoned environment is created by comments or conduct (including comments or conduct that are condoned or allowed to continue when brought to the attention of management) that create a discriminatory work environment such that it can be said that it has become a term and condition of one’s employment to have to be in such a workplace. The comments or conduct need not be directed at a specific individual, and may be from any individual, regardless of position or status. A single comment or action, if sufficiently serious, may create a poisoned environment. 

The fact that a person does not explicitly object to harassing or discriminatory behaviour, or appears to be going along with it does not mean that the behaviour is not discriminatory or harassing, and does not mean that it has been assented to. 

6. Roles and Responsibilities

All persons present in One North Clown and Creation are expected to uphold and abide by this Policy, by refraining from any form of harassment or discrimination, and by cooperating fully in any investigation of a harassment or discrimination complaint. Managers and supervisors have the additional responsibility to act immediately on observations or allegations of harassment or discrimination. Managers and supervisors are responsible for creating and maintaining a harassment and discrimination-free organization, and should address potential problems before they become serious. 

7. Complaint Resolution Procedures

Complaints can be made through the website via digital complaint form. All complaints will be taken seriously. They will be acted upon promptly when received and appropriate resources will be applied to resolve complaints. The complaint procedure will take measures to ensure a healthy work environment is created and maintained for the complainant. Complainants have the right to remain anonymous. In doing so the complainant acknowledges that personal follow-up with the complainant will not be possible without contact information. Decisions and actions taken by the organization will be communicated to the parties involved unless the complainant remains anonymous.

Last Updated: January 2024