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Code Of Conduct

Expected Behaviour Agreement

Our Code Of Conduct aims to outline policies about expected behaviour and unacceptable behaviour for all employees, volunteers and participants to abide by and help enforce. We actively enforce the policies outlined.

Our Code Of Conduct aims to outline policies about expected behaviour and unacceptable behaviour for all employees, volunteers and participants to abide by and help enforce. We actively enforce the policies outlined.

Pinnguaq reserves the right to dismiss any volunteers or participants that do not abide by expected behaviours as set out in our Code of Conduct.

Diversity and Inclusiveness Statement

The Pinnguaq Association is an organization that values and recognizes diversity, and defends and builds equitable experiences. We are committed not only to including marginalized people, but also to actively fighting racism, sexism, and oppression in all its forms.

We welcome and advocate for the presence and contributions of all people regardless of their ability, age, body shape, cultural background, education, ethnic origin, gender expression, gender identity, immigration status, language, marital status, nationality, physical appearance, political affiliations, race, religion, sexual orientation, sexuality, status as a parent, socioeconomic status, or other such factors.

Prejudice, oppression, and discrimination are detrimental to the health and growth of our organizations and the individuals who are a part of it. Supporting the visibility of our diverse lives enhances the experiences of all community members. We recognize and honor our differences and vigorously defend The Pinnguaq Association as a safe and equitable space.

We insist that all Pinnguaq employees and participants remain mindful of, and take responsibility for, their speech and behaviour. This includes:

Unacceptable Behaviour

We believe that failing to address dynamics of hierarchy, power and privilege alienates and further victimizes our employees and prevents us from creating the safe equitable space we want.

We do not tolerate oppressive behaviour, harassment, destructive behavior, or exclusionary actions.

Oppressive behaviour: any conduct that demeans, marginalizes, rejects, threatens or harms anyone on the basis of identity, background, or ability.

Harassment: deliberate intimidation; stalking; following; harassing photography or recording; disruption of events; aggressive, derogatory, or threatening comments; and unwanted physical contact or sexual attention.

Destructive behaviour: damaging or altering any part of the building, inside or out, including furniture, equipment, or other people's belongings.

Exclusionary actions: denying certain participants opportunities to share views, skills and other contributions; engaging in favoritism; and creating or reinforcing an inequitable learning environment

Reporting Procedure

In case of abuse, employees should report directly to their manager, as indicated in the organizational chart in the employee handbook.

If the abuse involves the employee’s direct manager, the complaint should be referred to the Pinnguaq Director or the Board of Directors.

Allegations of abuse will be handled on a case by case basis with manager-led mediation and, in extreme cases, termination according to policy.

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