Prohibition Against Discrimination, Bullying and Harassment

Vancouver Opera (“VO”) is committed to providing an environment where everyone is treated with dignity and respect. We believe that every person has the right to operate in an atmosphere that promotes equal opportunities, and that is free from Discrimination, Bullying and Harassment. It is the policy of VO that Discrimination, Bullying and Harassment will not be tolerated. Those who engage in such behaviour will be subject to discipline, up to and including termination of employment or removal from a volunteer position.

This policy applies to:

“Discrimination” means discrimination in employment based on a person’s sex, race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex, sexual orientation, gender identity or expression, age, or criminal conviction unrelated to the person’s employment. “Bullying and Harassment” includes any inappropriate conduct or comment by a person towards a worker or volunteer of VO that the person knew or reasonably ought to have known would cause that individual to be humiliated or intimidated, but excludes any reasonable action taken by VO or a supervisor relating to the management and direction of workers and volunteers of VO or the place of employment. Examples of Bullying and Harassment include, but are not limited to, such things as:

Discrimination and Harassment include Sexual Harassment. “Sexual Harassment” means conduct or comments of a sexual nature that is unwelcome, and that detrimentally affects the work environment or leads to adverse job-related consequences. Sexual harassment includes, but is not limited to, such things as:

All VO workers and volunteers must:

Informal Resolution A worker or Volunteer of VO who feels that he or she has been subject to, or who has observed, Bullying and Harassment and/or Discrimination in our workplace (the “Complainant”) is encouraged, but not obligated, to begin by approaching the Respondent, informing the Respondent of his/her discomfort with the behaviour, and asking the Respondent to stop. If the Bullying and Harassment and/or Discrimination does not stop, or if the Complainant does not feel comfortable approaching the Respondent directly, the Complainant may proceed to file a formal complaint. Formal Complaint Incidents or complaints should be reported as soon as possible after experiencing or witnessing an incident. All complaints will be taken seriously and will be dealt with fairly and promptly. The Complainant will report any incidents or complaints to the Director of Artistic & Production and/or the General Director. If the General Director is involved in the complaint, the Complainant will report the incident or complaint to the Chair of the Board of Directors. Alternatively, Board Members may report incidents or complaints directly to the Chair of the Board of Directors. If the Chair of the Board of Directors is involved in the complaint, the Board Member may report the incident or complaint to another member of the Executive Committee. The Complainant may report incidents or complaints of Bullying and Harassment and/or Discrimination verbally or in writing. Written reports are encouraged. Complaints should provide as much information as possible, such as the names of people involved, witnesses, where the events occurred, when they occurred, and what behaviour and/or words led to the complaint. It is important that any supporting documentation, such as emails, handwritten notes, or photographs are attached to the complaint. Investigation Procedure If the subject matter of a complaint or report fits within the definition of Bullying and Harassment and/or Discrimination, it will be investigated in an unbiased manner. Investigations will be conducted by either the individual who received the complaint, or his or her designate, which may include an external investigator. The investigation will vary depending on the nature of the allegations, but will generally involve conducting interviews and reviewing documents considered relevant by the investigator. The Respondent will be given the details of the complaint, and will be provided with a reasonable opportunity to respond. The Complainant and Respondent will be informed in writing of the result of the investigation. If a complaint or report is found to have merit, then appropriate remedial, corrective or disciplinary action will be taken. This action may include education and training or formal disciplinary action including termination of employment or removal from a volunteer position.

Complaints and reports of Bullying and Harassment and/or Discrimination involve confidential and sensitive matters. Confidentiality is required so those who may have experienced Bullying and Harassment and/or Discrimination will feel free to come forward, and the reputations and interests of those accused are protected. All parties to a harassment complaint are expected to respect the privacy and confidentiality of all other parties involved and to limit the discussion of a harassment complaint to those that need to know. Subject to disclosure which is required by law or is necessary to investigate or resolve a complaint or report, VO will make every effort to keep confidential any information pertaining to the complaint.

Retaliation of any kind against a person who, in good faith, files a complaint or report of Bullying and Harassment and/or Discrimination will not be tolerated.

Complaints or reports of Bullying and Harassment and/or Discrimination are serious matters. Complainants who are found to have made frivolous, vexatious, or malicious complaints of Bullying and Harassment and/or Discrimination may be subject to disciplinary or corrective action, including termination of employment or removal from a volunteer position.

This Bullying, Harassment and Discrimination Policy will be reviewed as often as is necessary, but at least annually.