It is the policy of People, Words & Change to provide a working and learning environment in which all individuals are treated with respect and dignity.
Each individual has the right to work in an atmosphere that prohibits discriminatory practices. No one should suffer harassment, bullying or abuse of any kind. It is the responsibility of every individual associated with PWC to participate in creating a respectful environment.
People, Words & Change believes that confident and respectful communication between individuals is both the goal and the process for achieving the goal. PWC will promote confident and respectful communication during orientation for employees and volunteers, during the intake process for learners, during all tutor and learner sessions, and in dealings with associates.
PWC recognizes that every person should be free from harassment for any reason, including, but not exclusive to, age, ancestry, colour, race, citizenship, ethnic origin, place of origin, creed, disability, family status, marital status, gender identity or expression,record of offences, sex or sexual orientation.
PWC will not tolerate harassment of, or by, its employees, volunteers, learners and associates. If harassment is alleged, PWC acknowledges its responsibilities to do all in its power to support and assist any person subjected to the alleged harassment.
A person who considers that he or she has been subjected to harassment is encouraged to bring the matter to the attention of the person responsible for the conduct, in the first instance. If this approach is attempted and does not produce a satisfactory result, the matter must be reported to the Education Counsellor responsible for the match, if appropriate, or to the Executive Director of PWC, if appropriate. Matters that cannot be resolved satisfactorily by these means should be reported to any member of the Board of Directors. The person to who any such matter is reported will investigate and take appropriate action.
Notwithstanding the existence of this policy, every person continues to have the right to seek assistance from the Ontario Human Rights Commission, even when steps are being taken under this policy.
Descriptions of complaints and the steps taken to address them shall be reported to the Board of Directors at monthly meetings, without reference to names.
Confidentiality from all parties will be expected during the complaint, resolution and reporting process.