Harassment Policies and Practices
Theatre Wakefield is committed to providing an environment free of discrimination and harassment, where all individuals are treated with respect and dignity, can contribute fully and have equal opportunities.
Under the the Quebec Charter of Human Rights and Freedoms, every person has the right to be free from harassment and discrimination. Harassment and discrimination will not be tolerated, condoned or ignored at Theatre Wakefield. If a claim of harassment or discrimination is proven, disciplinary measures will be applied.
Theatre Wakefield is committed to a comprehensive strategy to address harassment and discrimination, including:
providing an effective and fair complaints procedure
promoting appropriate standards of conduct at all times.
The objectives of this policy are to make sure that members, instructors, performers, students, clients and associates of Theatre Wakefield 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.
The right to freedom from discrimination and harassment extends to all including contract staff, as well as volunteers, and students.
It is also unacceptable for members of Theatre Wakefield to engage in harassment or discrimination when dealing with those they have professional dealings with, such as students, performers, rental companies, or service providers.
This policy applies at every level of the organization and to every aspect of the workplace environment, including recruitment, selection, training, and termination. It also covers discipline and performance evaluations.
This policy also applies to events that occur outside of the physical workplace such as during festival travel.
This policy prohibits discrimination or harassment based on the following grounds, and any combination of these grounds:
Sex (including pregnancy and breastfeeding)
Family status (such as being in a parent-child relationship)
Marital status (including 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)
Place of origin
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.
The following behaviour is prohibited:
Discrimination: means any form of unequal treatment, 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 disadvantage certain groups of people. Discrimination may take obvious forms, or it may happen in very subtle ways. Even if there are many factors affecting a decision or action, if discrimination is one factor, then it is a violation of 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 based on any of the grounds of discrimination.
If a person does not explicitly object to harassing behaviour, or appears to be going along with it, this does not mean that the behaviour is okay. The behaviour could still be considered harassment.
Sexual and gender-based harassment is a form of harassment.
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 the Board of Directors) that create a discriminatory work environment. The comments or conduct need not be directed at a specific person, and may be from any person, regardless of position or status. A single comment or action, if sufficiently serious, may create a poisoned environment.
Roles and Responsibilities
All persons present in Theatre Wakefield 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.
The Board of Directors 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.
Those who believe they have experienced harassment, bullying or discrimination should:
if comfortable doing so, communicate disapproval in clear terms to the person(s) engaging in the unwelcome behaviour, and request that the behaviour cease
this is not a mandatory first step, and no employee/volunteer should feel pressured to confront another person if they are not comfortable doing so
if the complainant is not comfortable with addressing the alleged harasser directly, they should make the issue known to the Board Designate(s) so this person may act on the complainant’s behalf
if informal attempts to address and resolve the issue are not appropriate (i.e. if the issue involves violence or sexual harassment), or are proving to be ineffective, a formal complaint should be filed with the Designate(s)
if the complaint is against the Board Designate, the complaint is to be brought to a designated independent, external HR Firm, who will then inform the President of the Board of Directors
threats or violence of a serious nature, such as sexual or physical assaults, should be reported by calling 911 immediately. Please notify the Board Designate, as soon as possible afterwards.
Appointment of the Board Designate
The Board shall designate two individuals from the membership to oversee concerns and complaints. Theatre Wakefield will assure competency of the Board Designates who may receive ‘Respectful Workplace’ training.
Hiring Policy and Procedures
Theatre Wakefield believes that hiring qualified individuals to fill positions contributes to the overall success of the organisation. Each person is hired to make significant contributions to Theatre Wakefield.
Hiring Process and Procedures
Any position needed to be filled within Theatre Wakefield will be approved by the Board of Directors.
The Board of Directors will review the following:
Reason for the opening.
Essential job functions and qualifications (or a current job description may be attached).
Any special recruitment advertising instructions.
The Board of Directors will meet to discuss the position, the requirements and the profile of the ideal candidate. The recruiting strategy will be set during this meeting and expectations established with all the key stakeholders.
A job posting will be created that briefly describe the job opening and will communicate Theatre Wakefield’s mission. All job openings will be posted on Theatre Wakefield’s web site and Facebook page. It may also be posted with other sources appropriate for the position being filled. The job will remain posted until the position is filled.
The Board of Directors will track all applicants and retain applications and resumes as required.
All applicants for a posted vacancy will be considered based on their qualifications and ability to perform the job successfully.
The Board of Directors will set up a hiring committee to screen applications and resumes prior to scheduling interviews. The hiring committee will prepare the questions and a structured interview process. Candidate evaluation forms will be completed after each interview and retained with the application.
The hiring committee will notify applicants who are not selected for positions at Theatre Wakefield.
The hiring committee will conduct reference checks on the top candidate based on the results of the candidate evaluation forms completed by the interviewers.
After a decision has been made to hire a candidate, an offer will be made contingent on the satisfactory completion of required background check. Background checks will vary depending on the position and may include criminal history, credit history, driving record, drug testing or any other relevant information for the job.
Once the hiring committee receives satisfactory results from all required background checks the candidate will be provided with a final job offer. If a candidate fails to accept an offer of employment within 7 calendar days, the offer may be rescinded by the company.
In order for Theatre Wakefield to continue to fulfill its mission, we rely on volunteers. Our theater thrives thanks to the community spirit of an army of volunteers.
There are many opportunities to volunteer, onstage and off. Each show requires House Managers and Box Office as well as all of the creative aspects of the Theater. We offer mentoring and shadowing opportunities in most aspects of theatre.
All volunteers receive training and general orientation for their positions. One time volunteer opportunities for events will often have day-of training or an orientation session. Volunteers may also receive training on their first shift and additional training whenever they are assigned a new task.
At the discretion of the Board of Directors, volunteers and contract staff may be able to attend conferences, courses, seminars and meetings, which may be beneficial to their professional development. If these opportunities are suggested by the Board of Directors, then Theatre Wakefield will cover the cost of registration, course materials and some travel expenses.