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content/wiki/community-policies/code-of-conduct.md
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@ -17,26 +17,38 @@ As members of the Baby Ghosts community, including program participants, staff,
* Be mindful of the space you take up in discussions.
* Graciously accept being corrected.
* Remember that the effect of what you say matters more than what you meant.
* Challenge all unacceptable behaviour. Code of Conduct Procedures#Receiving reports|Report any incidents you witness or experience.
* Challenge all unacceptable behaviour. [Report any incidents you witness or experience](#reporting-a-violation).
* Take responsibility for your speech and behaviour and participate in reparative processes.
## Unacceptable behaviour
We do not tolerate harassment, discrimination, and any behaviour that is destructive, oppressive, or exclusionary. Please see Code of Conduct#Definitions|definitions for more details on what these terms mean.
We do not tolerate harassment, discrimination, and any behaviour that is destructive, oppressive, or exclusionary. Please see [definitions](#definitions) for more details on what these terms mean.
## Enforcement
Under the [Canadian Human Rights Act](https://laws-lois.justice.gc.ca/eng/acts/h-6/), we are obligated to take appropriate action against any community member who **harasses or discriminates** against someone else within our organization. Staff must act immediately on observations or allegations of harassment or discrimination, and address potential problems before they become serious.
Under the [Ontario Human Rights Code](https://www.ontario.ca/laws/statute/90h19), we are obligated to take appropriate action against any community member who **harasses or discriminates** against someone else within our organization. Staff must act immediately on observations or allegations of harassment or discrimination, and address potential problems before they become serious.
The [Ontario Occupational Health and Safety Act](https://www.ontario.ca/laws/statute/90o01) separately requires us to keep a written workplace harassment policy and a written program to implement it. Those live in the Workplace Harassment and Violence Policy.
:::tip
Which human rights law applies to us Baby Ghosts is federally incorporated, but it operates in Ontario in a sector that is not federally regulated. Human rights jurisdiction follows what an organization does, not the statute it was incorporated under, so the Ontario Human Rights Code governs our employment and our services and the *Canadian Human Rights Act* does not. The two never apply at the same time.
:::
Anyone told to stop unacceptable behaviour must comply immediately.
## Reporting a violation
If you witness or are subject to unacceptable behaviour by a member of our community (whether in our spaces or outside them), please contact the Conflict Resolution Committee at [conflict@babyghosts.fund](mailto:conflict@babyghosts.fund). You may also report incidents [anonymously](https://form.asana.com/?k=K99sJAGFdDGf7fOaMJONnw&d=1200733952855099).
If you witness or are subject to unacceptable behaviour by a member of our community (whether in our spaces or outside them), please contact the Conflict Resolution Committee at [conflict@babyghosts.fund](mailto:conflict@babyghosts.fund).
It is our top priority to help you feel safe as quickly as possible, and we will hold your conversation in confidence. Next, we will meet to decide our response. Then, depending on the circumstances, we will warn or remove the offender, considering your and the community's safety.
See Code of Conduct Procedures for more details on reporting violations of this code of conduct.
> \[!tip\] What we can promise about your name Under this code of conduct, we will not disclose your identity to the person you are reporting, and we will share details of the incident only with the Conflict Resolution Committee and the Board.
>
> If the matter moves to a **formal complaint** under the \[\[Conflict Resolution Policy\]\], that is different: the respondent receives a copy of the complaint with your name on it. We will tell you this before you choose that route, and the choice of route is yours.
See \[\[Code of Conduct Procedures\]\] for more details on reporting violations of this code of conduct.
## Definitions
@ -46,7 +58,7 @@ Understanding the following key terms helps clarify our expectations:
**Discrimination** means any form of unequal treatment based on protected grounds, whether imposing extra burdens or denying benefits. It may be intentional or unintentional. It may involve direct actions that are discriminatory on their face, or it may involve rules, practices or procedures that appear neutral, but disadvantage certain groups of people.
**Oppressive behaviour** is any conduct that demeans, marginalizes, rejects, threatens, or harms anyone based on Code of Conduct#Protected grounds|protected grounds. This includes behaviour that is racist, misogynistic, homophobic, classist, transphobic, fatphobic, xenophobic, or Avoiding Ableist Language|ableist.
**Oppressive behaviour** is any conduct that demeans, marginalizes, rejects, threatens, or harms anyone based on [protected grounds](#protected-grounds). This includes behaviour that is racist, misogynistic, homophobic, classist, transphobic, fatphobic, xenophobic, or [ableist](#avoiding-ableist-language).
**Destructive behaviour** means deleting, defacing, or destroying shared digital files or records without the express consent of all owners.
@ -54,26 +66,27 @@ Understanding the following key terms helps clarify our expectations:
## Protected grounds
We recognize and protect against discrimination or harassment based on the following grounds, and any combination of these grounds:
We recognize and protect against discrimination or harassment based on the following grounds, and any combination of these grounds. These are the grounds set out in the Ontario Human Rights Code.
1. Citizenship
2. Race
1. Race
2. Ancestry
3. Place of origin
4. Ethnic origin
5. Colour
6. Ancestry
7. Disability
8. Age
9. Religion
10. Pregnancy
11. Family status
12. Marital status
13. Sexual orientation
14. Gender identity
15. Gender expression
16. Association or relationship with a person identified by one of the above grounds
17. The perception that one of the above grounds applies
4. Colour
5. Ethnic origin
6. Citizenship
7. Creed
8. Sex, including pregnancy and breastfeeding
9. Sexual orientation
10. Gender identity
11. Gender expression
12. Age
13. Marital status
14. Family status
15. Disability
16. Record of offences, in employment
17. Association or relationship with a person identified by one of the above grounds
18. The perception that one of the above grounds applies
## Review