Anti-Harassment Policy

ANTI-HARASSMENT POLICY & CODE OF CONDUCT

1. OVERVIEW

The Canadian League of Composers is committed to providing a working environment free of discrimination and/or harassment. We prohibit discrimination/harassment in all CLC environments, whether committed by or against staff, board members, volunteers, audiences, or community members. Everyone has the right to be safe, and feel safe.

Discrimination or harassment in the workplace based on race, colour, religion, sex, national origin, citizenship, age, sexual orientation, disability, marital status or any other basis will not be tolerated. The CLC prohibits inappropriate conduct based on any of the above characteristics at work, in the CLC’s business or at events sponsored by the CLC. 

2. SCOPE

This policy applies to all current employees of Canadian League of Composers, including full-time and part-time, contractual, permanent and temporary employees as well as board members, volunteers, associated artists, and programming participants. 

This policy applies to all behaviour related in any way to work, including virtual meetings, training and travel-based activities.

3. HARASSMENT / DISCRIMINATION DEFINITION

Harassment / Discrimination

Harassment / discrimination is unwanted, unreasonable and offensive behaviour towards the person being harassed, which creates an intimidating, hostile or humiliating environment for the person concerned. 

A non-exhaustive list of different types of harassment that can occur, based on:

• Race, ethnic origin, nationality or skin colour 
• Gender identity and/or sexual orientation 
• Religious or political convictions 
• Disabilities, illness, sensory impairments or learning difficulties 
• Age 
• Pregnancy/maternity/paternity

Harassment is: 

• Offending or humiliating someone physically or verbally; 
• Threatening or intimidating someone; 
• Making unwelcome jokes or comments about someone’s race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability or pardoned conviction. 

Discrimination is:

• Unfair or prejudicial treatment of individuals based on characteristics such as race, gender, age, disability, religion, sexual orientation, or any other protected status. 
• Unequal treatment in hiring, promotions, or work assignments.
• Exclusion from workplace activities or opportunities.
• Biased decision-making that disadvantages individuals or groups.

Sexual Harassment 

Sexual harassment has been defined as unwanted and unwelcome sexual advances, requests for sexual favours, and other verbal or physical conduct of a sexual nature that: 

• Is made either explicitly or implicitly a term or condition of employment; 
• Issued as a basis for employment decisions affecting such an individual; 
• Has the purpose or effect of substantially interfering with an individual’s work performance and of creating an intimidating, hostile, or offensive work environment. 

The CLC prohibits inappropriate conduct that is sexual in nature in a work context, including the following: 

• Offensive or humiliating behaviour that is related to a person’s sex; 
• Behaviour of a sexual nature that creates an intimidating, unwelcome, hostile or offensive work environment; 
• Behaviour of a sexual nature that could reasonably be thought to put sexual conditions on a person’s job or employment opportunities.
• Comments, jokes, or degrading language; 
• Sexually suggestive objects, books, magazines, photography, cartoons, pictures, calendars, posters, electronic communications, or other materials; 
• Unwelcome sexual advances, requests for sexual favours, or any sexual touching; 
• Offering favourable terms or conditions of employment or benefits in exchange for sexual favours or threatening or imposing less-favourable terms or conditions of employment if sexual favours are refused. 

Sexual harassment is prohibited no matter the gender identities of those involved.

4. MANAGEMENT AND STAFF RESPONSIBILITY 

All staff and board members have a responsibility to maintain a workplace free of discrimination and personal harassment. The General Manager [GM] and board are directly responsible for the conduct of contractors, artists, guests, and all others associated with CLC programming.  

The CLC expects all employees to comply with this policy and all employees to conduct themselves appropriately.

The GM and Board are responsible for: 

• Promoting a harassment-free workplace and setting an example of appropriate behaviour in the workplace;
• Communicating the process for investigating and resolving harassment complaints filed by employees;
• Dealing with harassment situations immediately after becoming aware of them, whether or not a harassment complaint has been made;
• Taking appropriate action during a harassment investigation, including the separation of the parties to the harassment complaint, if necessary; and 
• Ensuring that harassment situations are handled in a sensitive and confidential manner;
• Following the code of conduct.

Employees and contractors are responsible for: 

• Treating others with respect at all CLC events and in all CLC communications;
• Informing the Board or GM of any harassment; 
• Collaborating in a harassment investigation and respecting the confidentiality of the investigation process;
• Following the code of conduct.

Employees can expect: 

• To be treated with respect in the workplace; 
• That reported harassment will be dealt with in a timely, confidential and effective manner; 
• To have their rights to a fair process and to be confidentiality respected during a harassment investigation; and 
• To be protected against retaliation for reporting harassment or cooperating with a harassment investigation.

5. PROCEDURE

Creating a workplace free of discrimination and harassment is everyone’s responsibility. If you observe or believe that you are a victim of discrimination, sexual harassment or any other form of harassment at work, in the course of CLC activity, you are encouraged to report it to one of the following:

• The General Manager (generalmanager@composition.org)
• The President (president@composition.org)

An employee of the CLC may file a harassment complaint by contacting the General Manager. If the subject of the complaint is the General Manager, the employee may instead contact the President. The complaint may be verbal or in writing. If the complaint is made verbally, the General Manager or President will record the details provided by the employee. The employee should be prepared to provide details such as what happened; when it happened; where it happened; how often and who else was present (if applicable). 

Complaints should be made as soon as possible but no later than within one year of the last incident of perceived harassment, unless there are circumstances that prevented the employee from doing so.

6. HOW COMPLAINTS WILL BE DEALT WITH 

Any claims of discrimination or harassment will be investigated promptly and discreetly. All complaints are treated with sensitivity and are kept confidential as possible. The identity of the person who made a complaint, or any information that could reveal the identity of this person, will not be disclosed at any time. An appropriate disciplinary action will be taken to eliminate inappropriate behaviour. 

The person making the complaint is never required to report this complaint to the person who is the subject of the complaint. For example, if the complaint is in regards to a member of the staff, you may contact a member of the executive council directly to report the complaint, and vice versa.

The CLC will promptly investigate complaints, and the person making the complaint will be required to cooperate fully in such investigations. If warranted, the CLC will take appropriate corrective action, up to and including termination of employment or ending of term on the board. 

The CLC prohibits any form of reprisal against a plaintiff for reporting discrimination or harassment or for participating in an investigation of a complaint of discrimination or harassment. If one believes to have been subject to reprisal, any of the resources described above can be used to report concerns.

7. CODE OF CONDUCT

Expected Behaviour: Anyone participating in a CLC activity and present in CLC physical or digital spaces is responsible for their behaviour. Community members are expected to :

• Always act out of respect and concern for the free expression of others.
• Actively listen to others.
• Respect physical and emotional boundaries. Understand consent, and act with that understanding. Always ask before touching, and check in before discussing topics that may be triggering.
• Not make assumptions about identity, experiences, or pronouns.
• Not use words that are racist, sexist, homophobic, classist, transphobic, cissexist, or ableist.
• Accept respectful correction, or correct oneself, while keeping in mind that the impact of one’s words on other people is more important than one’s intent.

Unacceptable Behaviour: The hierarchical and relational dynamics of power and privilege must be recognized. In each interaction it is important to consider who is vulnerable, and who is silenced/marginalized by particular language and actions. 

Oppressive behaviour, harassment, destructive behaviour, or exclusionary actions,

including but not limited to the following, are not tolerated by the CLC:

• Oppressive behaviour: any conduct that demeans, marginalizes, rejects, threatens or harms anyone on the basis of identity, background, or ability.
• Harassment: deliberate intimidation; stalking; following; harassing photography or recording; disruption of events; aggressive, derogatory, or threatening comments; and unwanted physical contact or sexual attention.
• Destructive behaviour: damaging or altering any part of a venue, inside or out, including furniture, equipment, or other people’s belongings.
• Exclusionary actions: denying certain participants opportunities to share views, skills and other contributions. 
• Disruptive or monopolizing behaviour: while partaking in group discussion, one should remain aware of how often they speak, avoid interrupting or speaking over other people as this is disruptive and can affect the ability of those involved to properly follow a discussion.

Remember that making a space safe for the most vulnerable person means that all people

are welcome.

Enforcement: Anyone asked to stop unacceptable behaviour is expected to comply immediately.

What to do if you need help: If one witnesses or is subject to unacceptable behaviour, or experiences marginalizing or silencing behaviour that limits their full participation in CLC programming, this person is encouraged to approach CLC staff and/or board members.

• You will have the chance to share your experience or observations with us in a confidential conversation.
• When approaching a staff or board member to identify a breach of the code of conduct, steps will be taken to ensure the complainant’s safety. During an event, this can include providing a separate space from other participants.
• Staff and CLC council will meet to determine a response that will be informed by the person’s input, and the values to which the CLC has committed.
• At a complainant’s request, staff can support the complainant’s engagement with local law.
• The CLC encourages anyone witnessing a breach of this policy that directly impacts another person to check in with that person to remind them of the procedures outlined in this code of conduct, and offer support should they proceed with contacting CLC staff or board members.

What to do if one recognizes that their own conduct has breached this policy: If upon self-reflection one recognizes that their language or behaviour breached this policy, this person can approach a CLC staff member or board member to discuss the circumstances, with the possibility of extending that discussion to individuals impacted by the person’s behaviour.

Resolving conflicts and breaches of the code of conduct: Disagreements and conflicts are expected in any group, and one’s ability to acknowledge this and respond respectfully is critical to developing the atmosphere of CLC events and spaces. Everyone has a responsibility to resolve conflicts in a way that is respectful. Everyone is expected to resolve conflicts without using violence.

The Canadian League of Composers acknowledges the support and help of Toronto Creative Music Lab in the development of this policy, who in turn acknowledge the support of Gamma Space, Rania El Mugammar, and past TCML participants.