Green Thumbs Growing Kids

Anti-Discrimination & Anti-Harassment Policy and Procedures

Note: Anti-Discrimination & Anti-Harassment Policy and Procedures is also available as PDF.

STATEMENT OF PRINCIPLES

Green Thumbs Growing Kids (GTGK) believes that every person is unique and must be treated with respect and equity.

GTGK believes that the diversity of its program participants, volunteers and staff are sources of enrichment and strength.

GTGK recognizes that people of non-dominant groups can face discrimination. Discrimination is the unfavorable treatment of a person based on factors such as sex, race, culture, class, religion, age, sexual orientation, gender identification and disability.

GTGK believes that prejudice and discrimination deny people rights and opportunities, and that without full access to participation, people do not have social, economic and political power.

GTGK believes in creating a welcoming and peaceful environment that is free of verbal threats, physical or sexual assault, or other forms of harassment.

GTGK believes that harassment or discrimination include such matters as:

  • unwelcome remarks, jokes, slurs, innuendos, name calling, stereotyping, graffiti, insults or taunting about a person’s sex, race, culture, class, religion, age, sexual orientation, gender identification or disability
  • threats, intimidation, avoidance, or exclusion
  • display of derogatory or offensive material
  • any comment or conduct that is unsolicited and known or ought to be known to be unwelcome and likely to cause offence or humiliation.

Harassment and discrimination may be intentional or unintentional, verbal or nonverbal, subtle, passive or overt in nature.

POLICY

GTGK programs and services will be delivered within an anti-harassment, anti-discrimination framework.

GTGK will not tolerate acts of harassment or discrimination by staff, board members, volunteers, or program participants.

All staff, board members, volunteers and program participants must work to:

  1. ensure that people are treated equally with respect
  2. ensure that people feel safe and welcome
  3. avoid discrimination based on sex, race, culture, class, religion, age, sexual orientation, gender identification and disability
  4. ensure that incidents of discrimination or harassment are reported to a staff member.
PROCEDURES
  1. It is staff’s responsibility to discourage harassment and discrimination in GTGK. Staff should discuss such issues with volunteers and program participants periodically and when specific incidents or concerns arise. It is contrary to GTGK’s policy to overlook or tolerate harassment or discrimination by staff, board members, volunteers or program participants.
  2. A copy of this policy should be posted on the GTGK website, www.kidsgrowing.ca.
  3. A person who has a complaint may deal with it informally by approaching the offending party and attempting to resolve the issue. A formal complaint may be brought where informal resolution has failed.
  4. Except in the case provided for in paragraph (3), a formal complaint shall be directed to the Executive Director. The complaint shall be in writing, signed by the complaining person and shall contain a brief summary of the relevant facts. The Executive Director shall investigate the complaint, take appropriate action within her/his jurisdiction, and report to the board of directors, who shall take appropriate action if required.
  5. If the Executive Director is the complaining person or the person against whom the complaint is made, the complaint shall be directed to the President of GTGK, and the President shall investigate the complaint or cause it to be investigated and shall report to the board of directors, which shall take appropriate action. If, however, the President is also the complaining person or the person against whom a complaint is made, the complaint shall be directed to any other board member.
  6. It is recognized that making a formal complaint does not constitute a waiver of any other action, which may be available at law or under terms of employment.

Approved by the Board of Directors: January 18, 2011