MUTUAL RESPECT POLICY OF PLANET EARTH POETRY READING SOCIETY

Objective
Planet Earth Poetry Reading Society (“PEP”) strives to create and maintain a safe environment in which people are treated with dignity, decency, kindness and respect. The environment of PEP should be characterized by mutual trust and the absence of intimidation, oppression and exploitation. Discrimination or harassment of any kind will not be tolerated, including at “in person” events and virtual events, in online communication, and on social media.

Poems can encompass a range of experiences and powerful emotions. However, poems and any other forms of communication that discriminate or harass will not be tolerated.

All participants, guests, volunteers, members, and contractors, regardless of their positions, are covered by, and expected to comply with the Mutual Respect Policy of Planet Earth Poetry Reading Society, (“this policy”). Based on the seriousness of the breach of this policy, disciplinary action may include verbal or written reprimand, suspension or termination, as well as expulsion and blocking.

Prohibited Conduct Under This Policy: PEP, in compliance with all applicable federal, provincial and local anti-discrimination and harassment laws and regulations, maintains this policy in accordance with the following definitions and guidelines:

Discrimination: PEP prohibits discrimination on the basis, in whole or in part, of a person’s race, colour, ancestry, place of origin, religion, marital status, family status, physical or mental disability, sex, sexual orientation, gender identity, or age of that person or class of persons.

Discrimination of this kind may also be strictly prohibited by a variety of federal, provincial and local laws, including section 8 of the BC Human Rights Code. This policy is intended to comply with the prohibitions stated in these anti-discrimination laws. Discrimination in violation of this policy will be subject to disciplinary measures up to and including termination or expulsion.

Harassment: PEP prohibits harassment of any kind including sexual harassment, and will take appropriate action in response to complaints or knowledge of violations  of this policy. For purposes of this policy, harassment is any verbal (spoken or written) or physical conduct designed to threaten, intimidate, or coerce any participant, guest, volunteer, member or contractor of PEP.

The following examples of harassment are intended to be guidelines and are not exclusive when determining whether there has been a violation of this policy.
Verbal harassment includes comments that are offensive or unwelcome regarding a person’s national origin, race, colour, religion, age, sex, sexual orientation, pregnancy, appearance, disability, gender identity or expression, marital status, or other protected status, including epithets, slurs and negative stereotyping. Non-verbal harassment includes distribution, display or discussion of any written or graphic material that ridicules, denigrates, insults, belittles or shows hostility, aversion or disrespect toward an individual or group because of national origin, race, colour, religion, age, gender, sexual orientation, pregnancy, appearance, disability, sexual identity, marital status and other protected status, as well as unwelcome physical or sexual attention.

Verbal and non-verbal harassment includes all forms of bullying. Harassment in violation of this policy will be subject to disciplinary measures up to and including termination or expulsion.

Courteous, mutually respectful, and non-coercive interactions between participants, guest, volunteers, members and contractors that are acceptable and welcomed by both parties are not considered to be harassment. Negative feedback or questions that are courteous, respectful, and non-coercive are also not to be considered harassment, unless they are prolonged beyond reasonable communication, or are disruptive to PEP activities wherever they occur.

Reporting and Investigation of Complaints: If a person is discriminated against or harassed or becomes aware of such discrimination or harassment (the “Complainant”) by another person (the “Respondent”), the Complainant may report the complaint of discrimination or harassment (the “Complaint”) to an artistic director (“AD”) of PEP, or send an email to pepoetry2@gmail.com. An AD will report the Complaint as soon as possible to the president of the PEP board (the “President”) who may appoint a fact gatherer to make a finding of fact. The President will submit any such finding of fact to the Board, which may make a decision on any disciplinary measure, which may be communicated in writing to the Respondent. The Board may communicate with the Complainant at the conclusion of the investigation.

Based on the seriousness of the policy breach, disciplinary action may include a verbal or written reprimand, blocking, suspension, termination or expulsion. PEP has the discretion to not act on the Complaint, including, but not limited to any complaint of reverse racism, reverse sexism and cisphobia.

This policy may be reviewed annually by the Board.