INPUT
READ
THE
CODE
In
November 2017, a group of
Canada’s creative industries
stakeholders committed to
zero tolerance for harm-
ful behaviours such as
harassment, discrimination, bullying, and
violence, and established working groups
to explore the development of a Code of
Conduct, safer reporting measures, and
industry-wide education and training.
Since then, various businesses and
organizations have met with survivors,
engaged in anti-harassment training
exercises for staff and members, held
policy reviews, and hosted focus groups to
learn more and to move these initiatives
forward.
Among the many signatories support-
ing the code are some in the professional
audio community, including IATSE, William
F. White International, MidCoast Produc-
tions, Tribro Studios, and others.
The full code is below. To learn more or
to sign on, visit www.readthecode.ca.
The Canadian Creative Industries Code
of Conduct confirms our commitment
to safe and respectful workplaces and to
an industry free of harassment, including
sexual harassment, discrimination, bully-
ing, and violence.
Harassment can take many forms,
including unwanted sexual attention,
inappropriate jokes or texts, threats, and
other unwelcome verbal, written, visual, or
physical communication or conduct.
Everyone has a responsibility to build
safe and respectful workplaces.
Harassment, discrimination, bullying,
and violence can affect individuals at every
level of the industry. Promoting increased
gender equality and diversity is one way
to break down barriers and reduce or
eliminate these behaviours.
The principles espoused in this Code
The Canadian Creative
Industries Code of Conduct to
Prevent & Respond to Harassment,
Discrimination, Bullying & Violence
are applicable to all work and work-related
environments. These can include but
are not limited to: auditions or casting
meetings, job interviews, industry events,
festivals, awards, company functions,
production studios and sets (whether
local or remote), offices, and rehearsal and
performance venues.
Signatories to this Code will lead by
example by upholding the highest stan-
dards of respect, encouraging the good-
faith reporting of complaints concerning
harassment, discrimination, bullying, and
violence, and cooperating in the investiga-
tion of such complaints.
In adhering to this Code of Conduct,
Signatory organizations agree to take
the following steps as applicable to
identify and address harassment,
including sexual harassment, discrimi-
nation, bullying and violence:
• Enact policies and procedures that
maintain zero tolerance for
harassment, discrimination,
bullying, and violence;
• Designate people in the workplace
to receive complaints of harass-
ment, discrimination, bullying, and
violence;
• Provide a timely process for the
investigation and resolution of
complaints;
• Implement proportional conse-
quences for violations; and
• Protect from retaliation or reprisal
those individuals who in good
faith allege violations of anti-
harassment, discrimination, and
violence policies and procedures.
In implementing the above, Signato-
ries will take the following steps, as
applicable:
• Ensure everyone in the workplace
is aware of anti-harassment,
discrimination, and violence
policies and procedures;
• Encourage people to set and
respect personal boundaries and
engage in consent-based interac-
tions;
• When work requires physical
contact or scenes of nudity, inti-
macy, or violence, adhere to ap-
plicable respectful workplace
policies and collective agreement
obligations;
• Provide safe places where work
may be performed – for example,
by not requiring individuals to
attend meetings alone or in
spaces such as private hotel
rooms, etc.; and
• Encourage instructors, teachers,
coaches, and those providing
training in the industry to adhere
to this Code and share its princ-
iples with their students.
Signatories to this Code of Conduct
agree to take all applicable steps
to quickly address substantiated
complaints of workplace harassment,
including sexual harassment, discrim-
ination, and violence. Such steps may
include the following:
• Requiring remedial action such
as counselling and/or training;
• Disciplinary action (as per col-
lective agreements and indi-
vidual organization, union,
guild, and workplace policies)
including restrictions, suspension
or termination of employment,
and/or membership; or
• Legal action as per applicable
laws, including human rights
legislation.
PROFESSIONAL SOUND 9