Purpose
The goal is to foster an inclusive, positive, and respectful workplace and environment for all staff and members where they can be free of racial discrimination and racial harassment. This includes raising awareness surrounding the complexities of race-related impacts, trauma, and triggers. Increasing our understanding of the context of racism, how it can surface in current workspaces, and what to do about it is the first step to achieving a more inclusive, welcoming workplace and environment for all.
Principles
This protocol is based on the following guiding principles:
- Racial discrimination and racial harassment are contrary to the policies and values of OPSEU/SEFPO and will not be tolerated, ignored, or condoned under and not limited to all existing workplace directives and procedures, the Occupational Health and Safety Act and the Ontario Human Rights Code which includes the treatment towards OPSEU/SEFPO staff.
- All OPSEU/SEFPO staff have the right to be free from racial discrimination, harassment and/or bullying.
- Upholding human rights principles is a shared responsibility of members, executive board members, staff, management and all who are impacted by the directive have a role to play in creating an inclusive and respectful workplace and community.
Scope
The scope of this protocol applies to all OPSEU/SEFPO staff, management, members, executive board members and vendors while conducting union-work on behalf of OPSEU/SEFPO, at convention, events, training, local or unit meetings, whether on or off OPSEU/SEFPO’s premises.
Roles and Responsibilities
This protocol is designed to facilitate real-time responsive support for staff that are impacted by an incident of discrimination, harassment, or racism.As part of the protocol design the employer will continue to work with the JHSC to review, access and update the directive keeping in alignment with the organization’s values and mission.
Procedures
The designated staff will be identified at the planning stage of the event.Where harm has been caused and no staff have come forward on the impact of the harm(s) or incident(s), the designated staff will nevertheless act and take the necessary steps to ensure that the incident is documented, addressed and remedial action(s) taken including those outlined under Article 13.11.5 of the OPSEU/SEFPO Constitution.
Article 13.11.5 of the OPSEU/SEFPO Constitution
“Any delegate who refuses to take their seat when called upon by the Chairperson to do so may, at the discretion of the Chairperson, be suspended from the remainder of the Convention or any part thereof, and if any delegate persistently engages in unparliamentary behaviour, the Chairperson shall name them and ask the Convention to impose appropriate sanctions.”In addition, the designated staff, will provide immediate support and intervention to any staff that comes forward.Staff: All staff working convention/event floor, marketplace, registration and other duties in the various location/rooms and spaces of the identified event.The protocol will be set in motion when support/intervention is required by impacted staff and/or when the designated staff identifies and issue of concern.The protocol follows a six-step process:Step 1: Impacted staff/s identifies concerns to designated staff.Step 2: Designated staff will provide the immediate support to impacted staff/s.Step 3: Designated staff will notify Convention Floor Manager/Registration Manager and/or designate on any action taken including but not limited identifying a staff replacement(s).Step 4: Designated staff will follow up with impacted staff to determine if they require further support or would like to resume role. This process and decision will be initiated and led by the impacted staff.Step 5: Designated staff to document incident using
Employees’ Support Form in consultation with impacted staff where applicable.Step 6: Review of incident(s) and follow up for additional supports including next steps for impacted staff post-convention/event.
Sharing of Information
Information shared by staff relating to the incident(s) and individual(s) will be reviewed and shared in line with the OPSEU/SEFPO’s confidentiality directive.
Documentation
Employee Support Form is a written record of the incident which can include detail account of incident, supports provided, risk-assessments, short-term and long-term mitigations in place, interventions provided and future recommendations for planning purposes. The document notes and/or information may be shared with designated parties for the purpose of support, follow-up, and improvement of supports.
Forms
See
Employee Support FormThis protocol will be reviewed on an annual basis by EEDI within People and Culture Division in accordance with JHSC terms of reference and where applicable in liaison with the Member Equity Unit.
