It is the policy of Doula Training Canada (DTC) that no person shall be the object of discrimination or harassment on the basis of race, colour, creed, ancestry, ethnicity, religion, sex, gender, sexual orientation, national origin, age, marital status, parental status, family relationship status, physical or mental disability, pregnancy, childbirth, conditions related to pregnancy or childbirth, genetic information, citizenship status, military or veteran status—including unfavourable military discharge, record of arrest not leading to conviction, status as a victim of domestic violence, or other status protected by local, provincial, or federal law in its employment or its educational settings. 

DTC is committed to maintaining an environment that is free of discrimination and harassment. In keeping with this commitment, we will not tolerate harassment of employees, students, members or others by anyone, including any supervisor, co-worker, vendor, client, or student of DTC or any third party. Doula Training Canada reserves the right to take actions that are consistent with its policies and procedures to deal with individuals found to have engaged in harassment, discrimination and/or retaliation in violation of this policy.

Prohibited Discrimination

Examples of discrimination in violation of this policy include treating an employee, student or other member of the DTC community differently in the terms and conditions of his or her employment or education or making decisions about a person’s employment, compensation, or education based upon, for example, a person’s race, marital status, parental status, family relationship status, physical or mental disability, military status, or other protected status.

Prohibited Harassment 

Examples of harassment in violation of this policy include any behaviour (verbal, written or physical) that has the intent, purpose, or can reasonably be expected to have the effect of abusing, intimidating, victimizing or demeaning a person based on any protected status identified by this policy or by law so as to interfere with the person’s academic or professional performance or advancement, or which creates a hostile educational, working, or living environment for any person based on any protected status identified in this policy or law. Harassment includes (but is not limited to) name-calling, letters, jokes, email, cartoons, graffiti, pictures, posters, gestures, ethnic slurs, racial epithets, and other conduct aimed at a particular individual or group of individuals.

Depending on the specific circumstances and impact on the workplace or environment, examples of harassment in violation of this policy include, but are not limited to, verbal abuse, offensive innuendo, derogatory comments, or the open display of offensive objects or pictures concerning a person’s race, colour, creed, ancestry, ethnicity, religion, sex, gender, sexual orientation, national origin,age, marital status, parental status, family relationship status, physical and mental disability, pregnancy,childbirth, conditions related to pregnancy or childbirth, genetic information, citizenship status, military  or veteran status—including unfavourable military discharge, record of arrest not leading to conviction, status as a victim of domestic violence, or other protected status.

Sexual Harassment

Doula Training Canada takes all forms of prohibited harassment seriously. In addition to the examples of prohibited harassment above, sexual harassment warrants further explanation.

Sexual harassment includes, but is not limited to, any unwelcome sexual advances, direct or indirect, requests for sexual favours and other verbal or physical conduct of a sexual nature when:

  •  Submission to such conduct is made or is threatened to be made, either explicitly or implicitly, a term or condition of instruction, employment or participation in other activity;
  •  Submission to or rejection of such conduct by any individual is used or is threatened to be used as a basis for evaluation in making academic or employment decisions affecting that individual; or
  •  Such conduct has the intent, purpose or can reasonably be expected to have the effect of interfering with an individual’s academic or professional performance or advancement, or creating an intimidating, hostile or offensive education, living or working environment.

An extreme form of sexual harassment includes sexual assault. Any person who may experience a sexual assault has the right to pursue all options to address this behaviour including processes internal to Doula Training Canada as well as any legal and civil options.

  1. Sexual Harassment- Consensual Relationships

Amorous relationships that might be appropriate in other circumstances present serious difficulties within the DTC community. Relationships between individuals in inherently unequal positions (such as teacher and student, supervisor and employee) may undermine the real or perceived integrity of the supervision and evaluation process, as well as affect the trust inherent in the  . Consensual romantic or sexual relationships in which one party is in a position to review work or influence the career of the other may provide grounds for complaint when that relationship gives undue access or advantage to, restricts opportunities of, or creates a hostile and unacceptable environment for one of the parties to the relationship, or for others.

In such circumstances, consent may not be considered a defence against a charge of sexual harassment in violation of this Policy. The determination of what constitutes sexual harassment depends upon the specific facts and the context in which the conduct occurs.

Prohibited Retailiation

Doula Training Canada  prohibits retaliation and the threat of retaliation against any person, including complainants, respondents and witnesses, exercising their rights and/or responsibilities in good faith under the Non -Discrimination and Anti-Harassment policy or federal, provincial, county, or local law prohibiting discrimination, harassment or retaliation.

For purposes of this policy, retaliation includes any conduct directed against an individual or someone affiliated with the individual, on the basis of or in reaction to the exercise of rights accorded and/or defined by this policy, or federal, provincial, county, or local law that is likely to dissuade the individual from exercising their rights in the future.

Claims of retaliation will be investigated and, if substantiated, constitute a separate violation of this policy. Any acts of retaliation will be subject to appropriate disciplinary action, including but not limited to reprimand, change in work assignment, loss of membership, mandatory training, suspension, and/or termination.

Doula Training Canada takes good faith complaints of discrimination, harassment, and/or retaliation seriously. Individuals who knowingly make false allegations under this policy may be subject to disciplinary action, including but not limited to reprimand, suspension, and/or termination.

Complaints of Discrimination, Harassment, or Retaliation

The Director is responsible for receiving, processing, and investigating complaints of discrimination, harassment, and/or retaliation. 

The Director’s ability to investigate a complaint may be harmed if it is not made within a reasonable time period after the alleged occurrence(s). DTC therefore strongly encourages complainants to contact the Director as soon as possible, to the extent practicable, of the challenged conduct.  DTC advises that complaints be filed within 120 days of the alleged occurrence(s). All members of Doula Training Canada who serve in a supervisory capacity are responsible for relaying all complaints of discrimination, harassment, or retaliation that come to their attention as supervisors and that may be in violation of this policy to the Director at shaunacy@doulatraining.ca

Doula Training Canada again strongly encourages complainants to make a complaint as soon as possible after the challenged conduct. The quicker a complaint of discrimination, harassment or retaliation is made, the better DTC will be able to investigate the complaint. A complainant should receive an acknowledgement of receipt from the DTC within 10 business days of filing a complaint. If this does not occur, then that person should directly contact the Director to confirm receipt of original complaint.

Investigation and Resolution Process

When the DTC receives a complaint of discrimination, harassment and/or retaliation, it will promptly investigate the allegation in a fair and expeditious manner. In rare instances the DTC may engage an external investigator for some or all portions of the investigation. Every complaint is based on its own facts and circumstances, which can impact the course of the DTC’s investigation. The following is an outline of the procedure generally followed once a complaint has been brought to the attention of Doula Training Canada.

At any time in the process, a complaint may be resolved voluntarily prior to the completion of the investigation process when the issues have been addressed to the satisfaction of the parties involved and in consultation with the Director of Doula training Canada.

(A) Filing a Complaint

(B) Processing a Complaint

In processing a complaint, the Director  will:

  •  Acknowledge receipt of the complaint in writing and inform complainant of their right to file a criminal investigation by contacting the Police at (911). Criminal investigations can be done concurrent to any internal investigation done by Doula Canada.
  • Collect and retain in the documents and information related to the complaint.
  •  Conduct a preliminary assessment of allegations to determine whether the alleged conduct,if substantiated, could constitute a violation of this Policy.

(C) Fact-Finding

The specific fact-finding steps may vary depending on the facts and circumstances of the complaint.

Generally speaking, an investigator will:

  •  Inform the complainant and respondent of the start of the investigation.
  • Collect and review relevant documentation.
  •  Interview complainant, respondent, and witnesses to the reported event or events.
  •  Prepare a summary of the investigation and the findings for the Director.

(D)Resolution of Complaint

If the investigator and Director find, following its investigation, determines that the policy has been violated, it will work with the appropriate members and staff to recommend appropriate corrective action, up to and including removal from membership.

Once a final decision is made by the DTC team, the Director will meet with the complainant and the respondent separately and notify them of the findings of the investigation. If disciplinary action is to be taken, the respondent will be informed of the nature of the discipline and how it will be executed.

If the investigation is inconclusive or if it is determined that there has been no violation of policy but potentially problematic conduct may have occurred, the Director may recommend appropriate preventive action.

(E) Confidentiality

Doula Training Canada is committed to balancing the interests of all parties involved in discrimination, harassment, and/or retaliation complaints. To the extent possible,  will limit the disclosure of information related to the complaint and its investigation. Nonetheless, due to the nature of the investigative process, the investigator cannot promise confidentiality of any information received in a complaint or during an investigation.

The files of complaints will be maintained in the Doula Training Canada. Documents and information collected by DTC through its investigation of the complaint will not be kept in relevant personnel or academic records; except that any discipline or sanction imposed as a result of a policy violation will be documented in the disciplined individual’s personnel or academic record in accordance with applicable certification requirements.

 

Alternative legal remedies

Nothing in this policy may prevent the complainant or the respondent from pursuing formal legal remedies or resolution through local, provincial or federal agencies or the courts.

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