The Toronto Consort is committed to maintaining an environment that promotes equality and that ensures that all community members are treated with respect and dignity. The Toronto Consort recognizes that harassment and discrimination are offensive and degrading. In recognition of this fact, and in recognition of its obligations under the Occupational Health and Safety Act and the Ontario Human Rights Code, the Toronto Consort adopts the following policy.
Discrimination is differential treatment that imposes a burden or disadvantage or that results in the denial of a benefit to a person based on one or more prohibited grounds; e.g. race, colour, place of origin, ancestry, ethnicity, citizenship, religion, sex (including pregnancy), gender identity, sexual orientation, age, marital or family status, disability, or any other status protected by law.
Workplace harassment is a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome.
The following may constitute discrimination or harassment: bullying, teasing, intimidating, offensive jokes or innuendos, displaying or circulating offensive pictures or materials, or offensive or intimidating phone calls or emails.
Discrimination and harassment generally does not include legitimate performance management, appropriate exercise of managerial authority, disagreement or misunderstanding, or conduct that constitutes part of a bona fide theatrical or musical performance.
Application of policy
This policy applies to all employees and independent contractors, whether part-time, full-time or casual, and to others in the work context, such as volunteers, co-op students, interns, guest artists, officers and directors. This policy applies to every aspect of the work environment and covers any work-related dealings.
All members of the Toronto Consort community are expected to uphold this policy by refraining from any form of discrimination or harassment, and by cooperating with any investigation. Persons with supervisory authority are responsible for creating a work environment that is free of harassment and discrimination and will respond immediately to observations or allegations of violations of this policy.
A worker who is subject to discrimination or harassment is encouraged to bring the matter to the attention of the person responsible for the conduct, if the worker feels comfortable doing so.
If the behaviour continues, or if the worker feels uncomfortable bringing the matter to the attention of the person responsible for the conduct, the worker may notify the
President of the Board. If, due to the nature of the complaint, the worker does not wish to notify the President of the Board, the worker may instead notify the Chair of the Human Resources Committee.
On receipt of a written complaint, the President of the Board, or the Chair of the Human Resources Committee, will appoint one or more persons to investigate the complaint. Complaints will be investigated promptly. Investigations will follow accepted principles of fairness, including impartiality, the right to know the allegations and the defence, the right to offer evidence and witnesses, and the right to rebut evidence. Investigations will be documented and all parties will be informed of the outcome of the investigation, including any decision as to whether or not this policy has been violated.
Confidentiality will be maintained throughout the process to the extent practicable, except where disclosure is necessary for a thorough investigation, or is required by law.
Anyone found to have violated this policy will be subject to appropriate remedial action. Based on the nature and severity of the violation, remedial action may include an apology, education, verbal or written reprimand, suspension or dismissal. Offenders may also be personally liable for legal or monetary damages.
Retaliation, threats or reprisals in relation to a complaint or an investigation related to harassment or discrimination are a violation of this policy.
It is a violation of this policy to intentionally initiate a false allegation where the person initiating the complaint knows the allegations to be false. This does not prohibit good faith complaints that are ultimately unproven.
Nothing in this policy prevents a person from pursuing other avenues of recourse, including mediation, civil or criminal action, or an application to the Ontario Human Rights Tribunal.
This policy will be reviewed annually.