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WRCT 50 years

WRCT Code of Conduct
Official Contract

Addendum to code of conduct


WRCT is committed to providing an environment that is free of discrimination and harassment, where all individuals are treated with respect and dignity, can contribute fully, and have equal opportunities.

WRCT is committed to a comprehensive strategy to address harassment and discrimination, including:

  • providing an effective and fair complaints procedure

  • promoting appropriate standards of conduct at all time



The objectives of this policy are to make sure that artists, employees, board members, sponsors, participants, students, volunteers, and audience members of WRCT are aware that harassment and discrimination are unacceptable practices and are incompatible with the standards of this organization, as well as being a violation of the law.


All persons working or associating with WRCT are expected to uphold and abide by this policy, by refraining from any form of harassment, bullying, or discrimination, and by cooperating fully in any investigation of a harassment or discrimination complaint.

Board members, staff, and production directors have the additional responsibility to act immediately on observations or allegations of harassment or discrimination.  Those with supervisory and leadership positions are responsible for creating and maintaining a harassment- and discrimination-free organization and should address potential problems before they become serious.


This policy prohibits discrimination, bullying, or harassment based on the following grounds, and any combination of these grounds:

 *Age     *Creed (religion)     *Pregnancy and breastfeeding      *Sexual orientation     *Sex     *Gender identity     *Gender expression     *Family status      *Marital status     *Mental, physical, developmental, language or learning Ability     *Race     *Ancestry     *Place of origin     *Ethnic origin     *Citizenship


Any form of unequal treatment based on the above 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. Discrimination may take obvious forms, or it may happen in very subtle ways. Even if there are many factors affecting a decision or action, if discrimination is one factor, that is a violation of this policy.


A course of comments or actions that are known, or ought reasonably to be known, to be unwelcome. It can involve words or actions that are known or should be known to be offensive, embarrassing, humiliating, demeaning or unwelcome, including any such words or actions based on a ground of discrimination identified by this policy.

Examples of harassment include:

  • Epithets, remarks, jokes or innuendos, including those related to any of the above grounds

  • Posting or circulating offensive pictures, graffiti or materials, whether in print form or via e-mail or other electronic means

  • Hostile or intimidating actions or remarks

  • If a person does not explicitly object to harassing behavior, or appears to be going along with it, this does not mean that the behavior is okay. The behavior could still be considered harassment under this Code of Conduct.

  • Sexual and gender-based harassment can include:

  • Gender-related comments about a person’s physical characteristics or mannerisms

  • Paternalism based on gender which undermines a person’s self-respect or position of responsibility

  • Physical contact without expressed consent and (in instances of creative application) applicable discussion or choreography

  • Suggestive or offensive remarks or innuendoes about members of a specific gender

  • Propositions of physical intimacy inside the work environment

  • Gender-related verbal abuse, threats or taunting

  • Leering or inappropriate staring

  • Bragging about sexual prowess or questions or discussions about sexual activities

  • Offensive jokes or comments of a sexual nature about an employee, audience member, volunteer, or Board member

  • Rough and vulgar humour or language related to gender

  • Display of sexually offensive pictures, graffiti or other materials including through electronic means

  • Demands for dates or sexual favours.


This policy prohibits sexual solicitations or advances by any person who is in a position to grant or deny a benefit to the recipient of the solicitation or advance. This includes all staff, volunteers, and participants. Reprisals for rejecting such advances are also not allowed. This also extends to fellow volunteers who have denied previous advances. 



Bullying is classified as behavior that psychologically or physically hurts, manipulates, or isolates a person within the workplace or professional environment. It can involve a singular or repeated incident, or a pattern of behavior that is intended to intimidate, offend, degrade, abuse, or humiliate a particular person or group of people. While bullying is a form of aggression, the actions can be both obvious and subtle. It is also qualified as the assertion of power through aggression by those in a position of influence or authority. As part of WRCT Code of Conduct, bullying is a form of harassment that is under no circumstances to be tolerated, condoned, or ignored.

Examples of bullying include:

  • Spreading malicious rumours, gossip, or innuendo.

  • Excluding or isolating someone socially.

  • Intimidating a person.

  • Undermining or deliberately impeding a person's work.

  • Physically abusing or threatening abuse.

  • Removing areas of responsibilities without cause.

  • Constantly changing work guidelines.

  • Establishing impossible deadlines that will set up the individual to fail.

  • Withholding necessary information or purposefully giving the wrong information.

  • Making jokes that are 'obviously offensive' by spoken word or e-mail.

  • Intruding on a person's privacy by pestering, spying or stalking.

  • Assigning unreasonable duties or workload which are unfavourable to one person (in a way that creates unnecessary pressure).

  • Underwork - creating a feeling of uselessness.

  • Yelling or using profanity.

  • Criticizing a person persistently or constantly.

  • Belittling a person's opinions.

  • Unwarranted (or undeserved) punishment.

  • Blocking applications for training, leave or promotion.

  • Tampering with a person's personal belongings or work equipment.

  • If you are not sure an action or statement could be considered bullying, you can use the "reasonable person" test. Would most people consider the action unacceptable?



If you feel comfortable and it is safe to do so, you may attempt to correct the issue directly by informing a harasser or abuser that their behavior is unacceptable and that it must stop immediately. 

You may also reach out to anyone in a leadership role at WRCT which may include: Director, Artistic Director/Production Manager, Stage Manager, Board Member, or Corporate Director. We are available by email, phone, and in person. You will be listened to and may be asked for specific information as is pertains to the complaint such as dates, times, and witnesses.


NOTE REGARDING CONFIDENTIALITY: If requested by the complainant, steps will be taken to keep the complainant’s identity confidential. Please note, should you choose not to identify yourself during the reporting of the incident we will not be able to contact you, and may not be able to enforce the policy to the fullest extent.



An investigation will be conducted, which may include interviewing the complainant, the alleged offender(s) and any other person who may provide information.  Information received will be held in the strictest confidence possible. Alleged offenders will be informed that a complaint has been received, however the complainant will remain anonymous, unless otherwise discussed between the complainant and the panel.



Reports will be handled on a case by case basis, beginning with a conversation between the complainant, Artistic Director, and Corporate Director.

Upon submitting a complaint or concern, the complainant will be replied to in a timely manner.

It is our hope to make this process as comfortable and unbiased as possible as we navigate the delicate nature of our community/work environment and the uniqueness of each situation.

The investigation may include, but is not limited to, the following:

  • further conversations with the complainant to gather information;

  • gathering external third party information/verification; and

  • contacting the accused to discuss the complaint.

Once the investigation is completed, the Corporate and Artistic Directors will present to the Board the collected information for the Board to discuss necessary further steps.


Physical or sexual abuse will result in immediate expulsion from any production or event and seriously impair your ability to work in future WRCT events.


The complainant, the respondent and/or any affected parties will be informed of the outcome of the investigation and next steps. If applicable, there will be a follow-up put in place to monitor the working relationship of the parties involved.

Complaints that are found to be false will not be tolerated and will be considered a breach of this policy.
In any extremely urgent and/or life-threatening situation in the theatre, particularly with regard to serious violence, the most important and immediate concern is the safety and well-being of the affected person.  If there is imminent danger to a person’s safety, police, fire department or paramedics should be called.
If you have any questions regarding the above policy you may contact us at

This form and referenced Code of Conduct agreement do not supersede an individual’s right to pursue a police report and or investigation, or legal counsel.


A special thanks to Ghost River Theatre out of Alberta, Canada for usage of their harassment, bullying, and discrimination descriptions.

code of conduct

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