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| title | collection | path | parentDocument | outlineId | createdBy |
|---|---|---|---|---|---|
| Code of Conduct | Community Policies | Community Policies/Code of Conduct | null | 84d19c8f-6fab-475f-97a4-cae4d3a0c9e0 | Jennie R.F. |
As members of the Baby Ghosts community, including program participants, staff, Board members, sponsors, presenters, mentors, and partners, we commit to upholding this code of conduct and supporting the enforcement team.
Expected behaviour
- Be aware of your power and privilege in all interactions.
- Include, support, and amplify voices from marginalized or underrepresented groups.
- Honour boundaries.
- Don't assume someone's identity, experiences, or pronouns.
- 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. Report any incidents you witness or experience.
- 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 definitions for more details on what these terms mean.
Enforcement
Under the Ontario Human Rights Code, 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 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.
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.
[!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
Understanding the following key terms helps clarify our expectations:
Harassment is a course of comments or actions that are known (or should be known) to be unwelcome. It can involve words or actions that are offensive, embarrassing, humiliating, demeaning, or unwelcome based on protected grounds identified by this code of conduct. It includes deliberate intimidation, stalking, unwanted sexual attention, following, harassing screenshotting or recording, disruption of events, aggressive, derogatory, or threatening comments, and unwanted private communication.
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 protected grounds. This includes behaviour that is racist, misogynistic, homophobic, classist, transphobic, fatphobic, xenophobic, or ableist.
Destructive behaviour means deleting, defacing, or destroying shared digital files or records without the express consent of all owners.
Exclusionary behaviour is denying specific participants opportunities to share views, skills and other contributions, engaging in favouritism, and creating or reinforcing an inequitable learning environment.
Protected 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.
- Race
- Ancestry
- Place of origin
- Colour
- Ethnic origin
- Citizenship
- Creed
- Sex, including pregnancy and breastfeeding
- Sexual orientation
- Gender identity
- Gender expression
- Age
- Marital status
- Family status
- Disability
- Record of offences, in employment
- Association or relationship with a person identified by one of the above grounds
- The perception that one of the above grounds applies
Review
Baby Ghosts will review this document on an annual basis (or as required) and will make necessary adjustments to ensure that it meets the needs of all community members, particularly the most vulnerable.
Questions and feedback
Concerns or questions about this code of conduct and related procedures can be made to hello@babyghosts.fund. We also welcome feedback from anyone in the community.