10C Kindness, Caring and Inclusion Policy
November 2024
Scope:
Applicable to Staff, Coworkers, Volunteers, Members, Guests, Event Space Users, Program/Event Participants, and Service Providers. This policy applies to ALL spaces managed by 10C Shared Space (10C), including 42 Carden Street, Guelph Farmers’ Market and any off-site programming spaces.
Responsible Party: Executive Director
Additional Authority: Member Success Lead
Purpose and Context:
The purpose of 10C Shared Space (10C) is to create ideas for social change for the public good. The purpose of this policy is to ensure that all are welcome to collaborate here and to treat each other with respect and dignity.
At 10C, we firmly believe in fostering a culture of respect, goodwill, and harmonious coexistence that ideally leads to collaboration. 10C is committed to a culture of diversity, free of discrimination, in which all individuals are treated with respect and are able to contribute fully. 10C strives to create safe spaces and address conflict amongst its staff, members or people in this community network by acting as an intermediary during conflicts, and making sure everyone is heard and valued.
10C welcomes and advocates for the presence and contributions of all people regardless of ability, age, body size, cultural background, education, ethnic origin, gender expression, gender identity, immigration status, language, marital status, nationality, physical appearance, political affiliations, perspective, race, religion, sexual orientation, sexuality, status as parent, socio-economic status, or other such considerations and intersectionalities therein. We recognize, embrace, and value our differences as a part of our commitment to putting people and the planet first.
We stress that everyone is to be a part of the solution. Our staff, volunteers, and community are committed to ensuring that everyone is treated with respect and dignity. We are constantly learning, and ask for your understanding, input and engagement as we co-create a model of the just world we want – a place where everyone feels welcome, comfortable, and valued.
Unacceptable Negative and Harmful Behaviours
There is no room for harassment of any form at 10C. If you ever feel uncomfortable, unheard, or treated unfairly, we encourage you to share it without hesitation. We do not permit discrimination, oppression or harassment of anyone, including: disruption of events; aggressive, derogatory, or threatening comments; destructive behaviour; oppression; unwanted physical contact or sexual attention; or violence of any type.
Harassment is a broad term that encompasses a variety of behaviors which are offensive, intimidating, malicious, or insulting. Harassment can be related to sex, race, disability, age, religion, or any other characteristic protected by law. Harassment can manifest in different ways, including:
- Verbal Harassment: This involves the use of offensive jokes, name-calling, or threats.
- Physical Harassment: This can include unwanted physical contact, assault, or intimidation.
- Sexual Harassment: This includes unwelcome sexual advances, and other verbal or physical conduct of a sexual nature.
- Cyber Harassment: This involves the use of electronic communication to harass or intimidate someone.
All such behaviors are unacceptable. It’s vital to note that harassment does not have to be intentional – it’s about how the behavior is received by the individual. It may not affect everyone in the same way, and what one person finds acceptable, another might find offensive.
Here are some signs to help you spot harassment:
- Repeated Offensive Behavior: Harassment often involves a pattern of offensive behavior that is repeated over time.
- Uncomfortable Work Environment: If someone’s behavior creates an intimidating, hostile, or offensive work environment, it could be harassment.
- Retaliation: If an individual experiences negative treatment for reporting harassment or supporting someone else’s complaint, this can also be classified as harassment.
- Interference with Work Performance: harassment can interfere with an individual’s work performance, leading to increased stress and decreased productivity.
Remember, if you suspect that you or someone else is being harassed, please don’t ignore it. Reach out to the 10C team for support or to report the incident. We are here to help.
Additional behaviours that are not tolerated at 10C include:
- Destructive Behaviour: Threatening behaviour to another individual, damaging or altering any part of the building, inside or out, including furniture, equipment, or other people’s belongings.
- Physical Violence: Intentional or unintentional physical force, statement, or behaviour that is reasonable to interpret as a threat. Anyone who believes they are at risk of violence including domestic violence, must advise their employer, organization and/or 10C.
- Psychological and Emotional Violence: Characterized by a person subjecting, or exposing, another person to behaviour that may result in psychological trauma. We ask that you take care when interacting with each other, as everyone has different emotional contexts.
- Exclusionary Actions: Denying certain participants opportunities to share views, skills and other contributions; and creating or reinforcing an inequitable learning environment.
- Oppressive Behaviour: Any conduct that demeans, marginalizes, rejects, threatens, or harms anyone on the basis of identity, background, race, gender, socio-economic status, appearance or ability. Please consider whether your actions may intentionally or inadvertently be oppressive.
Putting These Community Intentions into Practice:
We ask that everyone who is a part of 10C take responsibility for their speech and behaviour and remain mindful of:
- Using words that are inclusive and avoiding exclusive language that is racist, sexist, homophobic, xenophobic, classist, transphobic, cissexist, or ableist.
- Always act out of respect and concern for the free expression of others (within the limits of this policy).
- Actively listening to others, sharing speaking opportunities and not dominating discussions.
- Respecting physical and emotional boundaries. Always ask before any form of physical contact (including a handshake, or a hug), and be thoughtful about discussing topics that may be emotionally triggering.
- Not making assumptions about identity, experiences, or pronouns.
- Not engaging in favouritism.
We invite you to humbly accept respectful correction, or correct yourself, keeping in mind that the impact of your words on other people is more important than your intent. In this way, we will all learn and grow while building an inclusive community.
Enforcement:
Anyone asked to stop unacceptable behaviour is expected to comply immediately. On 10C’s part, we will do what we can, and may bring in outside help if it is deemed appropriate to do so.
Any employee or 10C member found guilty of such misconduct, after a thorough investigation, will face appropriate consequences. This may include counseling, warning, suspension, or termination of membership or employment. Harassment complaints will be addressed promptly and discreetly.
Process to Address Behaviour Concerns:
If you have encountered or witnessed any form of harassment, please reach out to the 10C team members noted below. Rest assured, throughout the process, your privacy will be respected and we will maintain confidentiality as much as possible. If issues or concerns arise, please be aware of our process:
- Face-to-Face: If comfortable to do so, we strongly encourage the parties involved to speak to one another – keeping in mind our suggested guidelines – as we have found that issues can often be resolved this way. If this approach is not possible, any issues or concerns can be escalated in the following way:
- An informal complaint: involves discussing the issues with a 10C staff member to collaboratively understand and resolve the issue(s).
- A formal complaint process: issues documented in writing and given to a 10C staff member. The scope of the following investigation or process will be determined on a case-by-case basis. Any information which must be kept confidential will be addressed during the complaint process, and we will respect requests for confidentiality.
- Mediation: involves an objective third party. If mediation is determined to be the appropriate process, a discussion occurs with the 10C representative to select an appropriate trained mediator, either internal or external depending on the nature of the complaint.
Contacts:
The 10C team is here to ensure that you can thrive in a safe, inclusive environment and feel supported and heard every step of the way. You have the right to a respectful, safe workplace, and we’re committed to making that a reality. Your voice matters, and together, we can create a community environment and workspaces that honour and value each one of us.
Main Contacts:
Jess Barrie, Member Success Lead, jess@10carden.ca
Julia Grady, Executive Director, julia@10carden.ca
Please Note: If the nature of your issue involves a 10C staff member, please contact julia@10carden.ca (Executive Director) or vision@10carden.ca (Board of Directors).