Not in OUR Space!

A Community/Room Agreement is a set of values that everyone agrees to uphold while working together, providing a common framework for what you collectively consider to be a safe and respectful workplace. It can help to set the tone for respect and collaboration going forward, and serves as a tool for communication when any conflicts arise.

The First Day Talk or Respectful Workplace Statement is delivered by an Engager and an Equity member representative on the first day of rehearsal. It should provide Artists with an understanding of the Engager’s commitment to creating and maintaining a respectful workplace, an overview of Equity’s resources, and guidance for how to bring forward any concerns.

Equity Member

As stated in Equity’s Bylaws, members agree to “uphold professional standards in the practice of their craft and behave in a way that favourably reflects on themselves, the Association, and the live performance community in which they work.”

That means fulfilling your professional commitments and responsibilities with integrity as well as upholding and participating in collaborative and inclusive work environments that respect the dignity and well-being of coworkers.

Engager

Under both Equity’s Collective Agreements and Engagement Policies and provincial law, the Engager is responsible for maintaining a safe workplace and preventing inappropriate behaviour.

Inappropriate behaviour can take many forms. It may be physical or psychological. It can include comments, actions, or even gestures. It may be directed towards an individual or a group, or it may be directed at no one in particular and still create a harmful work environment. But not all disagreements or disputes are necessarily instances of inappropriate behaviour.

Equity’s Bylaws define inappropriate behavior as:

1. Abuse of Power
   Use of official or vested authority to improperly disadvantage, discriminate, or harass a person, or to procure personal advantages for oneself.
2. Discrimination
   The unfair or unequal treatment of a person on the basis of their protected personal characteristics or the Prohibited Grounds of Discrimination, as established in the Canadian Human Rights Act, and/or applicable provincial human rights legislation”.
3. Harassment
   Any action, conduct, or comment, including of a sexual nature, that can reasonably be expected to cause offence, humiliation, or physical or psychological injury or illness. Though harassment is generally behaviour that persists over time, serious individual incidents may also be considered harassment.
4. Reprisal
   Any action, or threat, that is intended as retaliation for claiming or enforcing a right under the Association’s Bylaws, or negotiated or promulgated agreements.
5. Unprofessional Behaviour
   Any workplace behaviour not otherwise specified in Bylaw 67 that would reasonably be regarded as inappropriate and unprofessional within the context of a professional live performance workplace. Such behaviour includes, but is not limited to: intoxication (of any sort) while at work, disregard for member safety or dignity in the workplace, and theft of personal property.
6. Violence
   Actions, conduct, threats or gestures that can be reasonably expected to cause harm, injury, or illness. Violence can include verbal threats, abuse, or intimidation.

Tell the Engager

It’s the Engager’s responsibility to prevent inappropriate behaviour in the workplace, and failing that, their job to investigate the matter and take appropriate action should it occur. Addressing your concerns with the Engager while the production is still going on is the best way to resolve an issue.

If you’re unsure of who to speak to or how the process works, you can always consult the Engager’s anti-harassment policy, ask the Equity Liaison or the stage manager, or contact Equity for help.

Tell Equity

Equity is always prepared to help you resolve concerns of inappropriate behaviour in the workplace. Click the button below to file a report of inappropriate behaviour while working under one of Equity’s agreements or engagement policies.

When filing, you may also request a follow-up conversation with an Equity Respectful Workplace Advisor — an Equity staffer trained to provide guidance and support should you have questions about pursuing a complaint related to inappropriate behaviour by another Equity member in your workplace.

Equity’s Complaints Process allows for formal complaints to be filed against a member if they are in violation of Equity’s Bylaws.