Walterdale has a strong history of volunteers working together in mutual respect. To help ensure we continue that tradition, we have outlined some information to help you identify and act upon incidents of harassment should any occur.
Walterdale exists to produce community theatre of the highest possible quality. It should be explicitly understood by any volunteer that some plays contain material of a sexual or violent nature. The practices defined below do not apply to the content of plays, or to the dramatic process of bringing that content to life on the stage during rehearsal or production.
Sexual Harassment
Sexual Harassment is unwelcome behaviour of a sexual nature.
Examples of sexual harassment may include:
- Suggestive remarks or gestures
- Compromising invitations or requests
- Verbal abuse
- Display of sexually offensive materials
- Unwelcome leering or whistling
- Sexual jokes which cause awkwardness or embarrassment
- Unwelcome enquiries or comments about an individual’s sex life
- Touching, patting, pinching or other unwelcome physical contact
What one person interprets as sexual harassment may not be by another. If you feel you are being harassed, just because the harasser is treating one of your fellow volunteers the same way and that person doesn’t mind, doesn’t mean you are wrong. This is why it is important for you to let the harasser know that you do not welcome the behaviour, and that it makes you feel uncomfortable. If the behaviour persists despite your objections, it is sexual harassment.
Workplace Harassment
Workplace harassment includes harassment of a person due to their race, ethnic background, religion, physical or mental capabilities, gender or sexual orientation.
Examples of workplace harassment may include:
- Unwelcome remarks, jokes or taunting about a person’s race, religious beliefs, colour, gender, physical or mental disability, marital status, sexual orientation, age, ancestry or place of origin
- Refusing to converse or work with an employee based on any of the above noted grounds
- Insulting gestures or practical jokes based on any of the above-noted grounds
- Display of racist or offensive pictures or materials
- Any unwelcome behaviour toward a person because of the race, religious beliefs, colour, gender, physical or mental disability, marital status, sexual orientation, age, ancestry or place of origin of someone with whom they associate
- Unwelcome enquiries or comments about an individual’s personal life
- Unwelcome remarks about a person’s physical attributes or appearance
What to Do if You Are Being Harassed
Immediately inform the harasser that his or her behaviour is unwelcome and unwanted. Do so before witnesses, if possible. Once you inform the harasser that the behaviour is unwelcome, he or she will normally stop.
If you’ve tried to resolve the situation on your own with no success, you now need to get someone else involved. Contact your Production Manager or the Artistic Director, and make a written record of the dates, times and nature of the behaviour, and the names of any witnesses. You are the best person to decide which route to take. Discuss this with your Production Manager and/or the Artistic Director.
What to Do if Someone Accuses You of Harassment
Make sure you understand the exact behaviour that is making the person uncomfortable. Apologize, and stop the behaviour immediately.
If you think there has been a misunderstanding about the behaviour between you and the person, ask your Production Manager to work with you to resolve the situation.
Source: Edmonton Folk Music Festival Volunteer Handbook (with revisions and thanks). Source materials from Government of Alberta publications: Sample Harassment Policy; Developing and Implementing Effective Harassment and Sexual Harassment Policies and Preventing Violence and Harassment at the Workplace.