HEALTHY AND RESPECTFUL WORKPLACE POLICY
MUNT PERFORMANCE ASSOCIATION: HEALTHY AND RESPECTFUL WORKPLACE: ANTI-HARASSMENT, ANTI-DISCRIMINATION, AND SAFETY POLICY
Reviewed and Approved by the Board of MUNT Performance Association
Effective July 8, 2025
I. Purpose
This policy exists to clearly communicate MUNT Performance Association’s expectations regarding respectful conduct, reporting procedures, and the collective responsibility we share in creating safe, inclusive, and generative environments across all our activities, including performances, workshops, gatherings, residencies, and collaborations. It applies to all artists, board members, collaborators, volunteers, contractors, participants, and audience members engaged in MUNT programming.
II. Policy Statement
MUNT Performance Association is committed to cultivating spaces where people are treated with dignity, respect, and care. We do not tolerate harassment, discrimination, abuse of power, or any form of violence—whether verbal, physical, sexual, emotional, or systemic. Everyone involved in MUNT has the right to an environment that supports safety, autonomy, and self-expression, and to participate in our programming free from fear of reprisal or harm.
We recognize that safety is not a fixed condition but an evolving practice. We acknowledge the realities of systemic oppression and power imbalance, and we strive to remain accountable to each other in navigating conflict, boundaries, and care.
MUNT prioritizes:
The self-determination of personal boundaries
The right to voice concerns without fear
Restorative and responsive approaches to harm
Community-driven standards of accountability
This policy is reviewed annually by the MUNT Board of Directors.
III. Definitions
Harassment, discrimination, and violence may be overt or subtle, intentional, or unintentional. They can create unsafe, intimidating, or exclusionary environments that prevent people from participating fully. These behaviors are prohibited by the Canadian Charter of Rights and Freedoms, the Alberta Human Rights Act, and the Occupational Health and Safety Act.
Harassment
Any unwanted, intimidating, abusive, offensive, or degrading treatment of a person, which interferes with a person’s employment, performance, or learning, or creates an intimidating, hostile, or offensive working or educational environment. This includes but is not limited to:
Bullying
Verbal abuse or insults
Intimidation
Derogatory jokes or slurs
Deliberate misgendering or use of incorrect pronouns
Discrimination
any unfavourable and/or unwelcome treatment of a person based on gender identity or expression, race, ethnicity, national origin, religion, marital or parental status, economic status, disability, sexual orientation, age, or any other unlawful consideration. Including but not limited to:
Race, ethnicity, national origin
Gender identity or expression
Sexual orientation
Age
Disability
Socioeconomic status
Religion or belief
Marital or parental status
Sexual Harassment
Any unwelcome sexual attention, advances, or behaviour that creates a hostile, intimidating, or uncomfortable environment. This includes:
o unwelcome leering, sexual flirtations, or propositions;
o unwelcome sexual slurs, epithets, threats, verbal abuse, derogatory comments, or sexually degrading descriptions;
o graphic verbal comments about an individual’s body or overly personal conversation;
o suggestive or obscene letters, notes, invitations, jokes, stories, drawings, pictures, cartoons, objects, or gestures;
o spreading sexual rumours;
o touching an individual’s body or clothes in a sexual way;
o continued expression of sexual interest after being informed that the interest is unwelcome;
o engaging in implicit or explicit coercive sexual behaviour which is used to control, influence, or affect the educational opportunities and/or learning or professional environment of others.
Abuse of Power
The use of authority or influence to manipulate, exploit, or silence others—particularly in situations where there is a power imbalance, such as between an organizer and a participant or a mentor and mentee.
IV. Policy Implementation
MUNT takes reports of harm seriously and is committed to addressing them promptly and thoughtfully. The following principles guide our implementation:
Prevention: All staff, collaborators, and participants are informed of this policy before engaging in MUNT activities. This information is included in onboarding documents, agreements, and workshop/event announcements.
Due Diligence: Anyone working directly with youth or vulnerable persons must submit a current Police Information Check (PIC) or Vulnerable Sector Check (VSC). Anyone requiring PIC or VSC shall be reimbursed by MUNT Performance Association for expenses related to acquiring the checks upon submission of receipts.
Response: Violations of this policy may result in removal from programming, loss of affiliation, and, where necessary, formal disciplinary or legal action. False reports made in bad faith may also be subject to consequences.
Transparency & Process: While each situation is unique, MUNT commits to ensuring that all complaints are heard, investigated fairly, and resolved with care, justice, and confidentiality.
V. Complaints Procedure
If you experience or witness behaviour that violates this policy, you are encouraged to report it as soon as possible. Complaints can be made:
Verbally or in writing
Anonymously or with your name attached
To the MUNT Artistic Director or Board Members
If the concern involves someone in a position of leadership, or if you’re unsure where to start, you may contact president@muntperformance.ca for confidential support.
All reports will be acknowledged, documented, and responded to in a timely manner. Complainants and respondents will have an opportunity to be heard and to participate in the process, with the goal of upholding natural justice.
MUNT may choose to bring in outside facilitators, mediators, or consultants to support this process when needed.
VI. Confidentiality
MUNT will take all reasonable measures to protect the privacy of those involved in a complaint, sharing information only when necessary:
To conduct a fair investigation
To ensure the safety of others
If legally obligated
All parties involved are expected to treat information with discretion and respect.
VII. Feedback and Accountability
MUNT welcomes feedback on this policy and is committed to reviewing and evolving our approach based on community input and emerging best practices. Questions, concerns, or suggestions can be directed to the Artistic Director or any Board Member.
We recognize that policy alone does not prevent harm. This document is a framework, not a substitute for the ongoing, messy, and necessary work of creating truly inclusive and accountable creative environments.