OUR POLICY

Equal employment opportunity

It is the policy of Small World Music to ensure equal employment opportunity without discrimination or harassment on the basis of race, colour, ancestry, religion, place of origin, sex, sexual orientation, gender identity or expression, age, disability, marital status, citizenship, or any other protected ground by The Ontario Human Rights Code. Small World Music prohibits any such discrimination or harassment.

Retaliation

Small World Music encourages reporting of all perceived incidents of discrimination or harassment. It is the policy of Small World Music to promptly and thoroughly investigate such reports. Small World Music prohibits retaliation against any individual who reports discrimination or harassment or participates in an investigation of such reports.

Sexual harassment

Sexual harassment constitutes discrimination and is illegal. For the purposes of this policy, “sexual harassment” is defined as unwelcome sexual advances, requests for sexual favours and other verbal or physical conduct of a sexual nature when, for example:
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a) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment,

b) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or

c) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.

Sexual harassment may include a range of subtle and not-so-subtle behaviours and may involve individuals of the same or different gender identity and expression. Depending on the circumstances, these behaviours may include unwanted sexual advances or requests for sexual favours; sexual jokes and innuendo; verbal abuse of a sexual nature; commentary about an individual’s body, sexual prowess or sexual deficiencies; leering, whistling or touching; insulting or obscene comments or gestures; display in the workplace of sexually suggestive objects or pictures; and other physical, verbal or visual conduct of a sexual nature.

Harassment

Harassment on the basis of any other protected characteristic is also strictly prohibited. Under this policy, harassment is verbal, written or physical conduct that denigrates or shows hostility or aversion toward an individual because of their race, colour, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, marital status, citizenship, genetic information, or any other characteristic protected by law, or that of his or her relatives, friends or associates, and that:

a) has the purpose or effect of creating an intimidating, hostile or offensive work environment,

b) has the purpose or effect of unreasonably interfering with an individual’s work performance, or

c) otherwise adversely affects an individual’s employment opportunities.
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Harassing conduct includes epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion toward an individual or group that is placed on walls or elsewhere on the employer’s premises or circulated in the workplace, on company time or using company equipment by e-mail, phone (including voice messages), text messages, social networking sites or other means.

Discrimination

The act of treating a person unequally by imposing unequal burdens or denying benefits, rather than treating a person fairly on the basis of individual merit.

Discrimination is usually based upon personal prejudices and stereotypical assumptions related to at least one of the grounds set out in this Policy.

Workplace rules, policies, procedures, requirements, qualifications or other factors may not be directly or intentionally discriminatory but may nonetheless have an adverse effect. This may create barriers to achievement and opportunity and must be addressed.

Individuals and Conduct Covered

These policies apply to all applicants, board members, volunteers, contractors and employees, whether related to conduct engaged in by fellow employees or by someone not directly connected to Small World Music (e.g., an outside vendor, consultant or program participant).

Conduct prohibited by these policies is unacceptable in the workplace and in any work-related setting outside the workplace, such as during business trips, performances, conferences and business meetings and business-related social events.

Reporting an Incident of Harassment, Discrimination or Retaliation

Small World Music encourages reporting of all perceived incidents of discrimination, harassment or retaliation, regardless of the offender’s identity or position. Individuals who believe that they have been the victim of such conduct should discuss their concerns with their immediate supervisor and bring them to the attention of the Executive Director and their representative dealing with these types of complaints. When the complaint is against the Chief Executive Officer, this report should go to the Chair of the Board of Directors.

In addition, Small World Music encourages individuals who believe they are being subjected to such conduct to promptly advise the offender that his or her behaviour is unwelcome and to request that it be discontinued. Often this action alone will resolve the problem. Small World Music recognizes, however, that an individual may prefer to pursue the matter through complaint procedures.

Complaint Procedure

Individuals who believe they have been the victims of conduct prohibited by this policy or believe they have witnessed such conduct should discuss their concerns with their immediate supervisor, Executive Director or the person assigned to deal with these types of complaints.

Small World Music encourages the prompt reporting of complaints or concerns so that rapid and constructive action can be taken before relationships become irreparably strained. Therefore, while no fixed reporting period has been established, early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment.

Any reported allegations of harassment, discrimination or retaliation will be investigated promptly. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge.

Small World Music will maintain confidentiality throughout the investigatory process to the extent consistent with adequate investigation and appropriate corrective action.

Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action. Acts of retaliation should be reported immediately and will be promptly investigated and addressed.

Misconduct constituting harassment, discrimination or retaliation will be dealt with appropriately. Responsive action may include, for employees a disciplinary action such as a warning, reassignment, temporary suspension without pay, or termination, for a program participant or performers scheduled at any of the Small World Music Programs (Festivals, Conferences, etc) cancellation of participation or engagement, as Small World Music believes appropriate under the circumstances.

False and malicious complaints of harassment, discrimination or retaliation (as opposed to complaints that, even if erroneous, are made in good faith) may be the subject of appropriate actions as Small World Music see them fit.