This ISO Anti-Harassment Policy outlines the Indigenous Screen Office’s commitment to fostering a safe and respectful environment, free from Wrongful Conduct (harassment, bullying, discrimination, sexual misconduct, or abuse of power).
This policy primarily serves applicants and recipients of ISO funding. If you are applying for or have received funding from the ISO, the principles and requirements within this policy directly apply to your organization and its operations, including your cast and crew on set, in the studio, or in production offices. Compliance with this policy is a fundamental condition for maintaining good standing with the ISO and for eligibility for future funding.
While this policy focuses on the responsibilities of our funding applicants and recipients, it also reflects the ISO’s unwavering commitment to the safety and well-being of its own staff. The ISO maintains internal policies and procedures to address any Wrongful Conduct involving its staff, ensuring their right to a safe working environment and their ability to refuse service in instances of Wrongful Conduct.
The Indigenous Screen Office (“ISO”) believes there is no place for harassment, bullying, discrimination, sexual misconduct, or abuse of power in any workplace (collectively, “Wrongful Conduct”). All cast and crew have the right to be free from Wrongful Conduct in the workplace (including on set, or in the studio, or in the production offices).
Wrongful Conduct can include:
- aggressive or threatening behaviour, including verbal threats or abuse
- sending inappropriate electronic communications (for example, sexually explicit emails)
- spreading malicious rumours or gossip about an individual or a group
- displaying offensive posters, cartoons or images of a sexual nature
- socially excluding or isolating someone at work
- damaging, hiding or stealing someone’s personal belongings or work equipment
- persistently criticizing, undermining, belittling, demeaning or ridiculing someone
- swearing at someone or using inappropriate language toward them
- using the internet to harass, threaten or maliciously embarrass someone
- using the internet to make sexual threats, or to harass or exploit someone sexually
- abusing authority by publicly ridiculing or disciplining a subordinate
- abusing authority by interfering with a subordinate’s performance or job (for example, blocking applications for leave, training or promotion in an arbitrary manner)
- abusing authority by soliciting a sexual or romantic relationship from a subordinate, or making social invitations with sexual overtones to a subordinate
- making abusive or derogatory remarks or jokes about someone’s gender, gender identity or gender expression, sex or sexual orientation (for example, homophobic remarks)
- sexual touching (for example, patting, pinching, caressing, kissing, fondling)
- sexual invitations or requests in return for a promise of a reward (such as a promotion)
- physical assault
- domestic violence
To apply for funding from ISO, all applicants must be in good standing with ISO. Issues that may affect good standing include, but are not limited to, overdue final reports; failure to comply with ISO policies or terms and conditions on previous funding; failure to comply with requests for additional information or documentation; misrepresentation; or outstanding/ unresolved formal disputes involving Wrongful Conduct. ISO has sole discretion to determine whether an applicant is in good standing.
All ISO recipients must sign a Contribution Agreement that includes a commitment to provide safe working conditions, comply with all relevant legislation, and fosters a workplace free from the Wrongful Conduct.
If a complaint is received by ISO, ISO will proceed with care to protect the reputation, privacy and dignity of the parties involved, while requiring that recipients act to ensure that working conditions and the workplace are free from Wrongful Conduct. Failure to comply with the Contribution Agreement could result in ISO removing the recipient’s good standing for future applications.
Procedures for handling complaints of Wrongful Conduct are based on the Contribution Agreement, which requires the following:
- When ISO receives a complaint of Wrongful Conduct at a recipient’s workplace, ISO reserves the right to require that the recipient provide documentation that they have appropriate policies and mechanisms in place to deal with Wrongful Conduct complaints.
- If the recipient is unable to satisfy this request in a timely manner, the organization could be removed from good standing and therefore become ineligible to apply for ISO funding in the future.
Limitations
ISO will only address and respond to complaints of Wrongful Conduct in the context of applicants who have received ISO funding. ISO’s capacity to act on complaints is limited to ensuring compliance with the terms and conditions of the Contribution Agreement.
ISO has no power to investigate and cannot intervene in disputes involving recipients. This includes but is not limited to allegations of Wrongful Conduct, contractual disputes, labour relations disputes, copyright infringement or other legal disputes.
Funding
The granting process is competitive and the funding is limited. ISO works with peer juries to make funding decisions. Read more about ISO’s funding process and priorities.
Applicants to ISO funding are encouraged to connect directly with [email protected] with questions and concerns about their applications in writing.
Expectations of Applicants and Recipients
At ISO, we acknowledge, and strive to uphold the principles of respect, reciprocity, responsibility, and relevance in our working relationships. We develop working relationships with applicants and recipients. We expect that applicants and recipients will strive to uphold these principles of respect, reciprocity, responsibility, and relevance as well.
ISO reserves the right to remove any comment or block any individual on its social media channels in order to maintain the principle of respect.
The Safety of ISO’s Staff
ISO takes the health and safety of its staff extremely seriously. All incidents of Wrongful Conduct involving ISO staff will be documented and reviewed by ISO in accordance with applicable occupational health and safety legislation and ISO’s internal policies.
ISO staff have the right to refuse service to any recipient or applicant who engages in Wrongful Conduct online or in-person.