1.16 Non-Discrimination and Anti-Harassment Policy
All Board members, employees, volunteers and clients have a right to work and be served in an environment that is free from discrimination and harassment of any kind. This means maintaining the personal worth and dignity of each individual. Malvern Family Resource Centre is committed to providing a working environment that is free from harassment and discrimination, and respects and promotes diversity. It is a community-based agency that fully supports the principles of equity and fairness for all employees, volunteers, program participants, and Board of Directors.
Incidents of expressed bias and discrimination, prejudice or harassment, which in any way demeans or undervalues the individual, will not be tolerated. Harassment and discrimination are unlawful behavior according to the Ontario Human Rights Code and Malvern Family Resource Centre is obligated to take action against any transgressor of this policy.
Malvern Family Resource Centre will continue to take an active role to eliminate all forms of discrimination as well as continue to foster harmony between people in positive ways. You must also do your part by ensuring that your behaviour does not violate this policy and by fostering a work environment that is based on respect and is free from harassment.
Malvern Family Resource Centre is committed to demonstrating these principles in:
- All policies;
- Community relations;
- Hiring and recruitment;
- Employee and volunteer development;
- The delivery of programs and services; and
- Board representation.
If any employee, volunteer or participant of Malvern Family Resource Centre experiences harassment, the agency shall strive to support the individual and provide intervention so that the incident is dealt with effectively and appropriately.
Discrimination and Harassment
Discrimination describes any action, behaviour or attitude which negatively affects the employment status of any employee, volunteer status of a volunteer or service to a participant that has been based on: race, religion, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, age, marital status, family status, record of offences, mental or physical disability, sexual orientation, receipt of public assistance, political affiliation, or level of literacy of the individual.
Workplace harassment/discrimination ranges from a subtle to blatant behavior. Any person, who engages in such behavior that he or she knows or ought to know is unwelcome, may be guilty of harassment.
Harassment comments and conduct may be:
- Intentional or unintentional in nature;
- Directed as well as undirected:
- Subtle or passive in nature;
- Overt or covert in nature;
- Verbal, non-verbal; and/or
- Physical abuse/assault.
1. Sexual Harassment may include:
o Males or females who are harassed by members of either sex;
o Sexual advance or solicitation made by a person who is in a position to grant or deny benefit to another person; and/or
o Unwanted, persistent or abusive sexual attention either physical contact such as leering, pinching, patting, touching or verbal sexual remarks, jokes, toys or pictures that are sexual in nature, or innuendo.
2. Sexual Orientation Harassment may include:
o Offensive comments on the basis of sexual orientation;
o Refusal to work or co-operate with others because of sexual orientation; and/or
o Unwelcome jokes or remarks about an individual’s sexual orientation.
3. Discriminatory Harassment may include:
o Name calling, discourteous behavior, jokes, and slurs, insults, threats, intimidation, avoidance or exclusion, graffiti and stereotyping based on one of the protected grounds, such as race, color, accent, place of origin or ancestry;
o Offensive comments that are intended to belittle, or demean an individual based on one of the protected grounds, such as race, color, accent, place of origin or ancestry;
o Refusal to work or co-operate with others based on one of the protected grounds, such as race, color, accent, place of origin or ancestry; and/or
o Any comment or conduct that is unsolicited and known or ought to be known to be unwelcome and that is likely to cause offense or humiliation.
Risk Management Policies