Campbell River’s
Response Protocols for Discrimination, Hate Activity and Hate Crime WORK IN PROGRESS March 2004
Prepared for The Campbell River Cultural Diversity Project By Lynda Drury With Assistance from the Province of British Columbia, Ministry of Community, Aboriginal and Women’s Services
“Protocols serve to acknowledge the impact on the person/s affected by the discrimination as well as to provide advocacy towards redress.�
TABLE OF CONTENTS SECTION ONE - BACKGROUND ...................................................................... 1 INTRODUCTION ............................................................................................... 2 GUIDING PRINCIPLES..................................................................................... 5 MEMORANDUM OF AGREEMENT .................................................................. 9 WORKING DEFINITIONS ................................................................................. 9 HUMAN RIGHTS............................................................................................. 11 ORGANIZATIONS INVOLVED IN THE PROTOCOL DEVELOPMENT PROCESS....................................................................................................... 14 CREATING A BASELINE ............................................................................... 15 SUSTAINABILITY........................................................................................... 15 MONITORING AND TRACKING RACIST INCIDENTS ................................... 17 SECTION TWO - COMMUNITY PROTOCOLS ................................................. 18 CAMPBELL RIVER HOSPITAL ...................................................................... 19 SCHOOL DISTRICT NO. 72 CAMPBELL RIVER............................................ 20 CAMPBELL RIVER MULTICULTURAL AND IMMIGRANT SERVICES ASSOCIATION................................................................................................ 23 MINISTRY FOR CHILDREN AND FAMILY DEVELOPMENT ......................... 25 CAMPBELL RIVER RCMP ............................................................................. 29 RCMP - VICTIM SERVICES ............................................................................ 31 CAMPBELL RIVER AREA WOMEN’S RESOURCES SOCIETY.................... 33 CAMPBELL RIVER MENTAL HEALTH AND ADDICTION SERVICES .......... 35 NORTH ISLAND SURVIVORS’ HEALING SOCIETY/CAMPBELL RIVER SEXUAL ASSAULT CENTRE......................................................................... 37 SECTION THREE - APPENDICES .................................................................... 40 APPENDIX ONE –MEMORANDUM OF AGREEMENT ............................................. 41 APPENDIX TWO – PROTOCOL TEMPLATE ........................................................ 42 APPENDIX THREE - EXAMPLES OF ANTI-RACISM POLICY STATEMENTS ............. 43
1
SECTION ONE - BACKGROUND
Campbell River’s Response Protocols
1
INTRODUCTION Understanding the Face of Racism in Campbell River Let’s start with the key factor in mobilizing support for this project. Is racism1 a problem in Campbell River? Have there been many incidents? What specific information or statistics exists? In the case of Campbell River we know that racism is a problem. We have heard from people who have experienced and witnessed racism. We have come to events, like the Annual Walk held to commemorate the International Day for the Elimination of Racism, and heard stories told by people who have experienced racism. We have gone to workshops and seen racist scenarios played out which evoke memories of similar incidents. We have heard about stories told to the workers at the Campbell River Multicultural and Immigrant Services (MISA hereafter.) We have held community forums where incidents of discrimination due to race, colour, sexual orientation, age, class and other factors are explored. Many of us, in the course of our work and in our daily lives, have heard about incidents of racism or have encountered racist jokes, posters and other indications of racism. We have done research and have been told that there are some problems in most of the key institutions in Campbell River with discrimination. We have heard of incidents where businesses have practiced racist surveillance of Asian people in their stores. Ironically, from the institutions and the general community for the most part, we have been told repeatedly that racism is not a big issue in Campbell River and certainly not a priority for many people. There has never been a racist crime committed that could be proven as such, and there has never been a critical incident, at least not according to many people in Campbell River. But eight years ago there was an incident that affected almost all of the Asian community in Campbell River. There was a drug bust where a large number of Vietnamese people were arrested. Suddenly all Asians were followed in shopping malls and stores, young Asian men were automatically suspected of drug activity, some Asians could not get services and so on. Asian people were harassed and humiliated. But for most people this was not experienced nor understood as a Critical Incident. Without a deeper understanding of racism in communities these incidents are obscured and the suffering they cause is often not apparent. 1
While the information in this document focuses on racism our Steering Committee’s has taken a more inclusive approach that encompasses all forms of discrimination against individuals or groups of people.
Campbell River’s Response Protocols
2
If you talk with the First Nations communities in Campbell River there is an understanding of racism that goes painfully deep. And people from the Filipino, Latin, Punjabi and other multicultural communities in Campbell River all have stories that speak of racism and discrimination. It really depends on whom you talk to. We don’t have any tangible evidence of racism in the form of registered complaints or statistics. In addition we don’t have a common community wide understanding of what constitutes a critical incident or a racist incident. However, there is a fairly wide understanding that racism comes in varying forms and degrees. Problem is, people tend to look to extreme incidents to say that there is a problem with racism rather than look at the more subtle forms to see that a problem does indeed exist. Campbell River has undertaken numerous initiatives to ensure that all community members feel welcome and can access services on an equitable basis. Campbell River is well serviced by MISA who have spearheaded many of these initiatives. Each year the community turns out for the Walk for the Elimination of Racism. Schools put on events that celebrate and educate about difference. Multicultural and diversity education events are well attended by a broad cross section of the community. So it follows that Campbell River is well positioned to provide leadership in establishing a preventative and proactive mechanism to respond to racism and other forms of discrimination. With this document we are proud to offer the Campbell River Community Response Protocols for Discrimination, Hate Activity and Hate Crime.
Why the Protocol Project in Campbell River? The Protocol project was an inspiration of the British Columbia Ministry for Community, Aboriginal and Women’s Services, Settlement and Multiculturalism Branch. The Ministry, well aware of systemic discrimination and the advancing activities of white supremacist groups in B.C. communities, started a project to target “hot spots” where these kinds of racist activities and/or other similar problems had been identified. Campbell River was selected, not due to problems identified here, but due to our track record of having a strong core of community organizations that are committed to increasing awareness of diversity and promoting the embracing of difference within Campbell River. This core group of community organizations has been providing community leadership through the Steering Committee2 of the Campbell River Cultural Diversity Project for four years. It must be noted that underlying the commitment of community organizations, has been the fostering and supportive assistance that MISA has provided for many years in the community. Without MISA’s history in the community; their contacts, resources and knowledge base as 2
The Campbell River Cultural Diversity Steering Committee includes representatives from: The District of Campbell River - Municipal Office; Campbell River Multicultural and Immigrant Services Association; North Island College; School District 72; Campbell River and District Chamber of Commerce; Ministry for Children and Family Development; Mental Health Center; Campbell River Hospital; The Campbell River and Area Women’s Resource Center and the RCMP
Campbell River’s Response Protocols
3
well as their participation in the Steering Committee, the groundwork would have been much more difficult. The Ministry provided funds to have the Campbell River Cultural Diversity Project explore response protocol ideas and create a mechanism that would meet the needs of Campbell River in providing direct and immediate support and assistance in the event of critical incidents involving discrimination, hate activity or hate crime (see working definitions on pages 9 & 10.) Campbell River is one of the communities in B.C. engaged in this process. Each year new communities join into the Critical Incident Model where we all benefit by and contribute to the crossfertilization of ideas in the development of other B.C. Response Protocols.
WHY DEVELOP A PROTOCOL? Clear Process Leading to Effective Resolution One of the problems with discrimination is that it is very hard to come forward and claim this kind of abuse in a “climate of doubt” where there are no clear guidelines or procedures set down in terms of reporting or responding to critical incidents. Often the affected person does not know if their experience will be taken seriously. The exception being Hate Crime where these terms are stipulated within the criminal code and even then there are still significant “grey” areas where it is difficult, at times impossible, to prove that some of these incidents are hate crimes. What we also have heard from community agencies is that often there is language in the form of polices, sexual harassment clauses and other similar provisions in collective agreements and policy manuals. However, the various pieces are not always linked up in ways that facilitate a clear understanding of what to do to address the situation. And in other cases there is language governing these issues but lacking teeth, so that implementing policy or following procedures can be inadequate in resolving situations. The end result is that too often these situations are glossed over, lost between the gaps or worse, dealt with in ways that revictimizes the affected person/s.
Proactive Having a protocol in place means being ready to respond if and when critical incidents occur. The process of developing the protocol requires consideration of what is in place and where the gaps exist. By filling these gaps and by doing some of the necessary educational work to raise awareness of these issues in staff meetings and in the community in general, some issues that might later become incidents get addressed prior to an incident occurring. This minimizes the occurrence of incidents while creating the mechanism to promptly address unforeseen incidents. The suffering of affected persons is reduced and organizations save time and money in the form of costly interventions such as staff replacement, disciplinary action, and/or very expensive legal battles.
Campbell River’s Response Protocols
4
Prevention Developing a Protocol provides an effective prevention mechanism. Where it is well known in the community that coordinated strategies exist to respond to incidents of discrimination and hate activity, there is less likelihood of this behavior occurring. Where people understand what discrimination is and perceive that there will be serious consequences for engaging in this behaviour, chances of indulging or inadvertently participating in discrimination are reduced. This would be true regardless of a person’s position – be they an administrator, employee, student, public figure, a local business operator or a private citizen. Ideally with a Response Protocol the critical incidents will be far less likely to occur and when they do occur, they will be responded to in ways that minimize harm to the targeted or affected person/s and thus minimizes harm within the community in general. Protocols lead to safer communities.
Impact verses Intent Another reason for developing protocols is to address the problems that arise from unintentional discrimination. Much of the discrimination (as defined in the working definitions) that does occur happens as a result of ignorance rather than on purpose or out of malice. Protocol development and implementation provides education and raises the level of awareness within the community regarding discrimination, which in turn decreases discriminatory incidents from occurring. With increased awareness, ignorance can not be used to excuse harmful behaviour. The reality of discrimination is that regardless of intention it is still harmful and is experienced on many levels ranging from minor irritation to very damaging emotionally, financially and/or physically. Protocols serve to acknowledge the impact on the person/s affected by the discrimination as well as to provide advocacy toward redress.
GUIDING PRINCIPLES Respect and Dignity We acknowledge the intrinsic worth of every person and that they deserve to be treated with dignity, compassion and respect. A person’s experience of discrimination, hate activity or hate crime is to be supported, respected and taken seriously.
Campbell River’s Response Protocols
5
Professional Service There is ongoing commitment to professional development for those in management, supervision and delivery of service. We understand diverse needs and have knowledge of our own limitations. Our goal is to have our staff and volunteers qualified, knowledgeable and trained to understand the impact of discrimination, hate activity and hate crime.
Coordinated Services We have clear protocols around our response to discrimination, hate activity and hate crime. We will participate in appropriate community co-ordination and integrated protocols, resulting in accurate and consistent recording of all such incidents, effective investigation, follow-up and resource provision for impacted persons.
Inclusiveness We are inclusive, and sensitive to gender, race, age, ability, sexual orientation, culture, socio-economic and religious issues. Services are equitable and available to all community members directly or by referral.
Accountability We are accountable for our behaviours, actions, services and programs to ensure that we do not contribute to discrimination of any type. We seek input from our community of interest for continuous evaluation of these guidelines and protocols.
Community Awareness and Education We are working, through education, toward preventing and eliminating discrimination, hate activity and hate crime in ourselves and in the Campbell River Community. We help those in power to realise these issues exist in Campbell River and have a great impact on the health and well being of our community. We will ensure that the community has awareness of these response protocols.
Campbell River’s Response Protocols
6
Advocacy We address both the individual and systemic levels of discrimination, hate activity and hate crime believing that ending these forms of injustice is everyone’s responsibility. We advocate obtaining funding for awareness, prevention and other programs to meet the needs of our community.
Reporting of Incidents We encourage the reporting of incidents of discrimination; hate activity and hate crime and endeavour to increase the confidence of all targeted or affected members of the community in seeking aid and assistance.
Timely Response We aim to be expedient in response and referral.
Safety The safety of the affected or targeted person(s) should be the primary focus of any intervention.
Confidentiality We will endeavor to protect the confidentiality of affected and targeted person(s) and family members and other individuals crucial to the case.
Campbell River’s Response Protocols
7
(Principals are adapted from Halton Community Response Protocols for Sexual Assault & Domestic Violence, 2002, Halton, Ontario, Canada and from Racism: A Multi-Agency Protocol, Norich & Norfolk Racial Equality Council, Gt. Yarmouth & Districk. UK, April 2000)
Campbell River’s Response Protocols
8
MEMORANDUM OF AGREEMENT To highlight the work being done in creating a community protocol document in Campbell River a signing ceremony was held after the annual community Walk for the Elimination of Racism in 2003. Community organizations participating in the protocol process were invited to publicly sign a Memorandum of Agreement (see Appendix One.) Each of the signatories was given a framed copy of the Memorandum to be displayed in a highly visible location at their organization. Some new organizations have joined since the Memorandum was signed. We now have nine templates completed or in final draft stage. We are hoping that the number of organizations listed here will continue to expand and have chosen to leave our document title with “Work in Progress” attached. We see this as an ongoing community development process where more organizations will find reasons to become involved, policy development will continue and racism in Campbell River will be reduced.
WORKING DEFINITIONS Community-wide It is the intention of the Campbell River Cultural Diversity Project to include any interested organization or agency within the District of Campbell River in the protocol project. However, initially, time constraints necessitated a focused approach. Therefore organizations already active with the Campbell River Cultural Diversity Steering Committee were the ones to initiate and design the protocol project. New organizations will be encouraged and welcomed to participate. The Campbell River Cultural Diversity Steering Committee has included representatives from: The District of Campbell River - Municipal Office Campbell River Multicultural and Immigrant Services Association North Island College School District 72 Campbell River and District Chamber of Commerce Ministry for Children and Family Development Mental Health Center Campbell River Hospital The Campbell River and Area Women’s Resource Center The RCMP RCMP Victim Services
Campbell River’s Response Protocols
9
Laichwiltach Family Life Services
Community Response Protocol A document that is a collection of critical incident response mechanisms from each of the participating organizations that outlines their roles and responsibilities in the event of discrimination, hate activity or hate crime. This document also contains; working definitions, principals that the organizations are attempting to work towards internally, human rights information as well as sustainability considerations.
Discrimination, Hate Activity and Hate Crime Prejudice occurs at different levels. Discrimination usually refers to incidents of prejudice that result from ignorance as well as attitudes of superiority. Hate Activity presents as intentionally hostile behaviour or actions and Hate Crime, the most severe form of all, falls under the criminal code.
Level One - Discrimination An individual or group action, or systemic (institutionalized) practices based on prejudice against those who are perceived to be different due to race, religion, sexual orientation, place of origin, ethnicity, disability, gender, age or any other identifiable characteristic. (Adapted from: Choose Dignity: A Kit for Fighting Hate, Westcoast Coalition for Human Dignity 1998) This would include racism that involves stereotypes, attitudes of prejudice, discrimination and an ideology of superiority.
Level Two - Hate Activity “A hate or bias related incident is an act or attempt by an individual or group directed at a person, property or public order that demonstrates intentional hostility to another because of race, religion, sexual orientation, place of origin, ethnicity, disability, gender, age or other identifiable characteristic.” (City Of Prince George: Report of Task Force on Hate Activities, May 2000) It should be noted that most hate/bias incidents, while abhorrent in nature are not Criminal Code offenses. It is a Hate Activity until a law within the Criminal Code has been broken.” (City Of Prince George: Report of Task Force on Hate Activities, May 2000)
Campbell River’s Response Protocols
10
Level Three - Hate Crime “A hate/bias crime is a criminal offence committed against a person or property which is motivated by the suspect’s hate, prejudice or bias against an identifiable group based on race, national or ethnic origin, language, colour, religion, sex, age, mental or physical disability, sexual orientation or any other similar factor.” “The hate/bias crime provisions of the CCC [Canadian Criminal Code] can be separated into two categories: Hate Propaganda offenses where the offender advocates genocide or, communicates hatred of any identifiable group. Any other offense motivated by hate, bias or prejudice where the sentencing judge must consider this as an aggravating factor. Examples are: • assault – “gay bashing” • mischief – spray painting of place of worship with racial or prejudicial overtones • threatening – letter or other threatening communication with biased or prejudicial overtones.” (Adapted from RCMP “E” ops. Man. IV.I Criminal Code Offences)
HUMAN RIGHTS This section offers a very brief outline of Human Rights law and services in Canada, where and how to access these services and which jurisdiction to access. For information about free services, publications, consultation, human rights education, or for assistance with a human rights complaint contact: B.C. Human Rights Coalition #1202-510 West Hastings Street Vancouver, B.C. V6B 1L8 Telephone: 604-689-8474 Toll-free: 1-877-689-8474 Fax: 604-689-7511 Web site: www.human-rights-coalition.bc.ca
Canadian Human Rights Act Governs employment and services of the federal government and its ministries, anything regulated by the C.R.T.C., inter-provincial transportation, and banks (not including credit unions).
Campbell River’s Response Protocols
11
Under the Canadian Human Rights Act, the grounds of protection from discrimination are: • race • national or ethnic origin • colour • religion • age • sex (includes sexual harassment, pregnancy discrimination, and transgendered discrimination) • sexual orientation • marital status and family status • disability • conviction for an offence for which a pardon has been granted If you have a human rights complaint or need information about legislation and policy at the federal level contact: Canadian Human Right Commission #420-757 West Hastings Street Vancouver, B.C. V6C 1A1 Telephone: 604-666-2251 Toll-free: 1-800-999-6899 TTY: 604-666-3071 Toll-free TTY: 1-888-643-3304 Website: www.chrc-ccdp.ca
British Columbia Human Rights Code Governs everything not covered under federal jurisdiction. Under the British Columbia Human Rights Code, the grounds of protection from discrimination are: • race • colour • ancestry • place of origin • political belief (available only in employment, and not in public services, the purchase of property, or tenancy) • religion • marital status • family status (available in employment, public services and tenancy, not in the purchase of property) • physical or mental disability • sex (includes sexual harassment, pregnancy discrimination, and transgendered discrimination) • sexual orientation • age (19-65) (protection is not available at all in services to the public or purchase of property)
Campbell River’s Response Protocols
12
•
criminal or summary conviction offense that is not related to employment or intended employment (available only in employment and not in public services, the purchase of property, or tenancy)
To view the British Columbia Human Rights Code or to access information relating to it contact: British Columbia Human Rights Tribunal Suite 1170-605 Robson Street Vancouver, B.C. V6B 5J3 Telephone: 604-775-2000 Toll-free: 1-888-440-8844 TTY: 604-775-2021 Fax: 604-775-2020 Website: www.bchrt.gov.bc.ca Email: BCHumanRightsTribunal@gems9.gov.bc.ca (Summarized from: RESPONDING TO INCIDENTS OF RACISM AND HATE: A HANDBOOK FOR SERVICE PROVIDERS, February 2003).
Campbell River’s Response Protocols
13
CAMPBELL RIVER COMMUNITY RESPONSE PROTOCOLS The organizations listed below have been working on developing their response protocols. Some additional organizations have been identified as critical to the success of Campbell River’s Response Protocol and it is hoped that this list will be expanded over the following years. Each organization identified the relevant policy that guides their organization with regard to discrimination. This information came out of collective agreements, policy manuals and conduct codes. The protocols represent where each organization stands today in terms of their commitments, obligations and procedures with regard to discriminatory incidents. Once the various pieces of policy were gathered, the information was compiled into a protocol template that allowed for variation in presentation but ensured that basic information was included3. When the template was assembled the organization was able to consider what was there and what was missing. Revisions were made and a draft was prepared for approval from supervisors, regional authorities, Boards and so on. It is our hope that this process may be useful to organizations wanting to further refine their policy on discrimination. The completed Protocol templates offer a variety of very different approaches as well as some language variations. Organizations can review some of the other completed templates to see what might be useful for their own. In addition, Appendix Three offers some anti-racism policy statements that organizations might find useful in creating clear statements for their template or internal policy.
ORGANIZATIONS INVOLVED IN THE PROTOCOL DEVELOPMENT PROCESS Campbell River Hospital Campbell River Multicultural and Immigrant Services Association Campbell River and Area Women’s Resource Center The District of Campbell River - Municipal Office (Participated but did not complete template) Mental Health Center Ministry for Children and Family Development 3
See Appendix Two for the basic template
Campbell River’s Response Protocols
14
North Island College (New Policy currently in development) School District 72 RCMP RCMP Victim Services Sexual Assault Centre Laichwiltach Family Services (Joined March 2004)
CREATING A BASELINE The Protocol Templates that have been filled in by community organizations form a baseline of where Campbell River is today with regard to policy and procedures related to discrimination, racism and hate activity. This baseline is the starting place for organizations to determine if their policy and procedures is current enough and meeting the needs of their organization and the community.
SUSTAINABILITY It doesn’t really matter what community groups do with respect to developing a community response process if key community organizations do not eventually support the process in their underlying documentation and in their practices. So the main thrust of our community protocol process to date has been to encourage organizational change in attitudes and actions. Our hope was that this would engage institutions to further develop policy language and to be able to respond effectively from within. Change is needed in prevention, where administrators and employees understand that certain behaviours and actions are deemed unacceptable. Change is also needed in a responsive way when incidents occur. Actions resulting from racist behaviour cannot be tolerated and redress needs to be promptly attended to. Sometimes internal pressures force institutions toward change and sometimes the pressures are brought to bear from external factors. It is our hope that community values will help institutions toward making further changes and that those changes will inspire other institutions and organizations to follow before a damaging critical incident occurs and possibly even preventing one from ever happening. What we have done, to date, has not been enough toward really engaging the community in the process. The Protocols, as we have created them, have impacted
Campbell River’s Response Protocols
15
a number of community organizations and institutions but not to the degree that we had hoped for. It has become obvious to us that we need to balance the work that we have been doing at the organizational level with more general community work. Now that we have a substantial “Work In Progress” document we want to take it back to the community and get their; attention, feedback, input for changes and ongoing support and commitment for a safer, more harmonious community. We plan to engage the community in a myriad of activities to gather more widespread participation and to create the motivation for more community leaders to get on board as well. Our Community Development Model is comprised of a two-fold process where the role of the Steering Committee is going to be more fully developed and defined with a clearly stated mission and goals. Steering Committee members will attend local brown bag lunches to share what we have been working on with service providers as well as to accumulate more change agents. To give the broader community a chance to engage in the process we will be holding some uplifting events which are mostly youth focused including two performances of the Baha’i Maxwell Youth Workshop who deliver messages about racism, community, abuse and violence in a very accessible and vibrant manner. One of the performances will be aimed at the middle school level and the other will be a community performance held at one of the local high schools and cosponsored by the Laichwiltach Family Services, a First Nations organization. This partnering puts into practice what we are preaching - to have inclusive events, to work with each other, to create the relationships and to celebrate together. We will also be partnering with Laichwiltach and the local Community Arts Council in a project to encourage multi-barriered youth artists to learn to create and market their art more effectively. Concurrently we will be developing some media scenarios, in newspapers and some mini-drama presentations to profile the realities of local racism. With the scenarios we hope to educate, create community conversations and elicit feedback for further refining our Critical Incident Response. The only way that we see the Critical Incident Response Project becoming sustainable is to give it a life of it’s own. This means taking it to the community and finding out what creative community solutions remain untapped. We are offering two workshops in April on Appreciative Inquiry. As soon as the word was out that these workshops were being offered they were fully booked and waitlisted. With this capacity building process we hope to provide community agencies with a tool for maximizing their effectiveness in the community. We know that there is no end to the work that needs to be done and that it takes time and resources to keep the process going. However, if individuals, groups and organizations are taking responsibility for change from within and the community is celebrating success in this way, there is a far greater likelihood that new organizations and business will choose to join in and support increasing community harmony. Eventually, when we are ready to say this project is completed, it is our hope that there will be a community organization that has the resources and responsibility to
Campbell River’s Response Protocols
16
ensure that the goals of this project are carried forward. Once the next stage of this project is concluded we hope to write a new sustainability procedure into the document along with a step by step Community Critical Response Strategy. It may well be, however, that a new and equally exciting community development project will emerge to delve deeper into possibilities for Campbell River, continuing to make it an even more desirable destination and home for all people.
MONITORING AND TRACKING RACIST INCIDENTS We discovered that it was not feasible to begin developing a community profile on actual incidents of racism. This would have involved discussions on monitoring racism and developing a tracking system to record incidents within organizations. Some of the organizations felt that this work would be demoralizing where employees and administrators would perceive that they were being monitored for racist practices. In addition there were concerns about the never-ending amounts of bureaucratization that are occurring already to satisfy similar kinds of requirements. Furthermore, it was felt that in the face of so many Provincial cutbacks and requirements to do more for less that additional monitoring and tracking activities would be met with resentment rather than an understanding of the real value of addressing and preventing racism. However, there is an understanding that without a monitoring and tracking process there can be no real knowledge of the types or severity of incidents that are happening in Campbell River. There is also an understanding that some sort of tracking mechanism is needed if we are to really show that we are serious about facing and then ending racism. This will be a topic for upcoming community conversations on racism in our town.
Campbell River’s Response Protocols
17
2
SECTION TWO - COMMUNITY PROTOCOLS
Campbell River’s Response Protocols
18
CAMPBELL RIVER HOSPITAL Commitments Campbell River Hospital has an obligation to provide equitable care to all staff, patients, families and friends. It is bound by the policies of it's governing body, Vancouver Island Health Authority, and the collective agreements of the British Columbia Nurses Association, the Hospital Employees Union and the Health Sciences Association; all have language that prohibits discrimination. In its efforts to provide equitable service, Campbell River Hospital will: 9 Immediately respond to any discriminatory or hateful incidents, brought to our attention, occurring in our facility or programs; 9 Treat all employees with dignity and respect, in a work environment that is free from harassment; 9 Continually develop and implement a cultural diversity plan to address equitable health care service to minority groups, which include staff education and empowering patients and their support network; 9 Network with other agencies to continually improve methods of counter-acting discrimination.
Please direct all concerns or complaints to the manager of the department concerned, or Linda Latham Director, Acute Care 375-2nd Ave, Campbell River, BC V9W 3V1 Phone: Fax: Address:
(250) 286 - 7000 (250) 286 - 9675 375-2nd Ave, Campbell River, BC, V9W 3V1
March 2003
Campbell River’s Response Protocols
19
SCHOOL DISTRICT NO. 72 CAMPBELL RIVER Commitments Our learning community is founded on a system of values, which include respect for diversity and commitment to professional collegiality. Our school district culture views adversarial relationships, exploitation and selfish competition as an impediment to educational excellence. We are committed to dialogue, to cooperation and to moral integrity. Moreover, we affirm our respect for diversity by rejecting policies and practices that [unlawfully] discriminate against employees and students. (Adapted from CRDTA Collective Agreement 1992-94, preamble P. 1) We will: • Not condone nor tolerate any expression of racism. (CRDTA Collective Agreement 1992-94 s 23-14 adapted from Race Relations P. 68) •
Provide protection and support to victims in circumstances where sexual harassment or [unlawful] discrimination are established, within the mandate of our services and in accordance with provisions of our collective agreements. (Adapted from CRDTA Collective Agreement 1992-94, preamble P. 1)
•
Provide learning resources that are fair, objective, free from bias, propaganda, discrimination and sex-role stereotyping, except where a teaching/learning situation requires illustrative material to develop critical thinking about such issues. (Adapted from SD No.72 CR Policy Book, Policy No. I-2, Regulations No. I-2R p. 2 of 5)
•
Make every reasonable effort to provide non-sexist [and non-discriminating] working and learning environments, free of sexual harassment [and discrimination] for students and employees. (Adapted from CRDTA Collective Agreement 1992-94 s 23-1.1 & from NonSexist environment P. 63 & SD No.72 CR Policy statement, Policy No. G 15 )
•
Provide a clear sexual harassment [discrimination] complaint process to effectively address such complaints expeditiously. (Adapted from CRDTA Collective Agreement 1992-94 s 23-1.2, Sexual Harassment P. 63 & from SD No.72 CR Policy statement, Policy No. G-15R)
•
Encourage employees and students to report all incidents of sexual harassment [and other forms of discrimination including racism and homophobia] without fear of reprisal. Retaliation against any individual for reporting [these forms of discrimination] will not be tolerated. (Adapted from SD No.72 CR Policy Book, Policy No. G-15 , Regulation No G15R p. 2 of 5)
•
Provide Student Services programs and services in the most inclusive setting possible notwithstanding that in some specific circumstances alternative programs or service models may be appropriate and beneficial to the student. Special education services will be provided only to the extent that is deemed necessary or practicable for each individual student. (Adapted from SD No.72 CR Policy Book, Policy No. I-9)
•
Ensure that all schools are safe for students and staff and that learning can take place in an orderly, disciplined environment. To create this environment each school shall develop a code of conduct for students while they are attending school or participating in school activities. The Board declares that school buses or other Board authorized
Campbell River’s Response Protocols
20
vehicles are an extension of the school and as such are under the jurisdiction of that school. (Adapted from SD No.72 CR Policy Book, Policy No. J-10)
Accountability Concerns regarding the nature or quality of services can be directed to School Principals where the incident occurs at a specific school. Complaints can also be directed to the Superintendent of Schools or to the Board of School Trustees. All concerns will be responded to in accordance with the provisions and principles of the Labour Relations Code and the Human Rights Code of British Columbia . Hours of Operation:
8am – 4pm, Monday to Friday
Contact information Phone: Fax: Address: Location:
830-2300 287-2616 425 Pinecrest, Campbell River, B.C. V9W 3P2 Same as above
Procedures •
Any written allegation of racism within the school district shall be investigated by the Superintendent and the results reported to the Board and the Association (CRDTA Collective Agreement 1992-94 s 23-14 adapted from Race Relations P. 68)
•
The Board recognizes the difficulty of coming forward with a complaint[s] of sexual harassment [and/or other forms of discrimination] and a complainant’s interest in keeping the matter confidential. Strict confidentiality will be maintained throughout the process. (Adapted from SD No.72 CR Policy Book, Policy No. G-15 , Regulation No G15R p. 1of 5)
•
Employees of the School District shall refer to the general provisions outlined under their respective collective agreements with regard to how to proceed in the event of Sexual Harassment and/or discrimination.
•
Employees and dependents can access the Employee and Family Assistance Program (EFAP), a professional service, located away from the work site that will provide confidential assessment, appropriate counseling, referral, and follow-up services for EFAP clients. Access to the program is on a voluntary basis. All EFAP activities strongly support client confidentiality (Adapted from SD No.72 CR Policy Book, Policy No. G-14)
•
Students or their parents or guardians wishing to advance a complaint with regard to sexual harassment or discrimination are directed to the policy provisions stipulated in the SD No. 72 Policy Book, Policy No. G-15 and the associated regulations.
•
Staff excluded from the provisions of the collective agreements and administrative officers are also covered with regard to complaints of sexual Harassment and discrimination under the policy provisions listed directly above.
•
Nothing precludes employees or students from accessing additional resources or
Campbell River’s Response Protocols
21
supports in the event of discrimination or sexual harassment including contacting the RCMP, B. C. Human Rights coalition etc. March 2004
Campbell River’s Response Protocols
22
CAMPBELL RIVER MULTICULTURAL AND IMMIGRANT SERVICES ASSOCIATION Commitments CRMISA is bound by the provisions of the B.C. Human Rights Act and shall not tolerate discrimination, including harassment, based on a person’s race, colour, ancestry, place of origin, ethnic origin, political belief, religion, marital status, family status, physical or mental disability, age, sex or sexual orientation or physical appearance. We will •
Immediately respond to incidents brought to our attention of a racist or discriminatory nature by providing support and referrals to the affected person/s.
•
Network with and educationally support other agencies as they provide service to members of the multicultural community.
•
As funding permits, provide programs, projects and workshops designed to eliminate racism and discrimination in Campbell River.
•
Treat all of our employees with dignity and respect. Every employee has the right to a work environment that provides respect for the individual and is free from harassment. CRMISA is committed to providing such an environment and will take appropriate action against any individual(s) found to be in contravention of this policy.
•
In accordance with the provisions set out in our personnel policies investigate employee concerns or complaints of harassment as quickly, effectively, and confidentially as possible.
•
Commit to the principles of Employment Equity legislation and policies through proactive measures which over the long term facilitate employment development and advancement of “designated groups” as defined by government.
Accountability Concerns regarding the nature or quality of services can be directed to Kathie Landry, Executive Coordinator of CRMISA. Complaints can also be directed to CRMISA’s Board of Directors.
Contact information Phone: Fax: Address: Location:
Campbell River’s Response Protocols
(250) 830-0171, 830-0172 (250) 830-1010 #43-1480 Dogwood Street, Campbell River BC, V9W 3A6 #43-1480 Dogwood Street, Entrance on 16th
23
Email: Website: Hours of Operation: Fee for Services:
crmisa@crcn.net www.misa.crcn.net Tues. - Thurs. 9:00AM - 4:00PM Generally there are no fees for using MISA’s services. However some programs require a registration fee and there are costs associated with using MISA’s interpretation services.
Procedures •
In the event of a racist act or an act of discrimination MISA would provide assessment, support and referral.
•
Client consent would be required before releasing any information to another agency or support worker.
•
The incident would be documented and kept on file at the MISA office.
•
Follow-up would occur according to the wishes of the affected person and the services available within the region.
March 2003
Campbell River’s Response Protocols
24
MINISTRY FOR CHILDREN AND FAMILY DEVELOPMENT Commitments The Ministry for Children and Families: • •
•
values and welcomes diversity in its staff and is committed to building a work environment that is free from all forms of harassment and discrimination and is reflective of diversity at all levels of the organization; is committed to creating and providing equitable access to service for a diverse public through consultation with service users and community groups and by providing staff with the knowledge, skills and abilities to deliver culturally responsive services; prohibits discrimination in employment and service delivery against any person for any of the following reasons: race; colour; ancestry; place of origin; political belief; religion; marital status; family status; physical or mental disability; sex; sexual orientation; age; conviction for a criminal or summary offense unrelated to the person's actual or intended employment
MCF builds upon the diversity of its staff and the public it serves, through their involvement, to cultivate an enhanced understanding and mutual acceptance of diversity so that everyone is treated with respect and dignity at all times; MCF provides reasonable accommodation so that no person experiences reduced access to employment or services for any of the reasons cited in the BC Human Rights Code; MCF deals with discrimination and harassment in a timely manner by incorporating conflict resolution techniques and disciplinary procedures which effectively address such incidents; MCF commits to and is held accountable, at all levels of the organization, for the implementation of diversity initiatives through the development of clear objectives, individual and corporate performance standards and the investment of resources; MCF provides its leaders with the knowledge, skills, abilities and resources to effectively manage a diverse workforce that meets the diversity objectives embedded in their operating plans; MCF provides staff with education, experience and support to raise diversity awareness, enhance cross-cultural understanding and ensures that diversity competencies are integrated into duties and responsibilities; MCF identifies and removes barriers in policies, procedures and practices which hinder full participation and representation of designated group members at all levels of the ministry; MCF identifies and eliminates barriers to services through consultation with service users, service providers, community groups and staff to develop culturally responsive services and effective service delivery structures to ensure equitable
Campbell River’s Response Protocols
25
access; MCF ensures publications and other forms of communication are accessible and useful to a diverse audience; MCF requires that suppliers of contracted services demonstrate an understanding and commitment to diversity, and that they incorporate diversity principles and practices into the management of their human resources and service delivery.
Accountability Concerns regarding the nature or quality of services should be directed first to the involved staff person and their supervisor(s). As outlined below, should you not achieve a satisfactory outcome, the following individuals are available to assist with a further review: Complaint Resolution Consultant by mail at 202-6551 Aulds Road, Nanaimo, B.C., V9T 6K2, by phone at (250) 390-5454 or by fax at (250) 390-5477. Tom Weber, Assistant Director, by mail at 355 11 St., Courtenay, B.C., V9N 1S4 , by phone at (250) 334-1370 or by fax at (250) 334 1455
Hours of Operation:
8:30 – 4:30 Monday to Friday
Contact Information Phone: Fax: Address: Website:
(250) 830-6500 (250) 286-7706 215-1180 Ironwood, Campbell River, B.C., V9W 5P7 http://www.gov.bc.ca/mcf/ Complaint process: http://www.mcf.gov.bc.ca/complaints/complaints_process.htm
Procedures •
All complaints will be responded to in accordance with The Ministry of Children and Family Development Complaint Resolution Process. It is our professional commitment to our clients to hear and respond to client concerns in a fair, open and client-centred manner. The Ministry will: • provide our clients with quality service; and • be open to reviewing our actions and decisions in order to provide the best practice to our clients.
•
You can make a complaint to the Ministry of Children and Family Development (MCFD) if MCFD made a decision you believe was unfair, or if you believe you were treated unfairly. First, you can try to resolve your concerns with the MCFD worker who made the decision in question. Phone, fax or visit the ministry office to discuss your concerns with the MCFD worker and/or the supervisor involved to try to solve the problem. This is usually the quickest and easiest way to resolve your concerns.
Campbell River’s Response Protocols
26
•
If contact with the district office (MCFD worker and supervisor) does not resolve your issues, you may register a complaint with the Complaint Resolution Consultant as indicated above under the heading “accountability”. You can also contact your local ministry office to inquire about this process. You will be referred to the complaint resolution consultant whose role is to review and resolve complaints, wherever possible.
•
To make the process as fair as possible, the complaint resolution consultant does not have a direct connection to the staff or services you're complaining about.
•
It will take less time to resolve your complaint if you are clear about your concerns, and have key facts and events when you discuss your concerns with the complaint resolution consultant.
•
The complaint resolution consultant will discuss your concerns with the worker and/or the supervisor involved, and may look at your file, if you have one. They may also talk to other people, including those you may suggest, who can assist with their understanding of your concerns. You can have an advocate or support person help you in making a complaint.
•
At any time, you can have a language interpreter to help you talk to the complaint resolution consultant. You can also have a sign language interpreter or anyone else to help you communicate during this process, if you wish.
•
You will receive a letter from the complaint resolution consultant, letting you know your concerns were heard, and explaining what will happen next. You should hear a decision from the complaint resolution consultant within 30 working days.
•
If the complaint resolution consultant doesn’t give you a decision within 30 working days you can ask for an independent review (see below.)
•
You will receive a letter from the complaint resolution consultant telling you the decision and the reasons for it. Depending on the complaint, there are many possible outcomes, such as: • the decision you challenged may be changed • you may get an apology • the ministry may make changes in areas such as policy, practice, staff training or supervision, or • the decision or action you complained about could be found to be reasonable and fair, and therefore not be changed.
•
Making a complaint does not always mean a ministry decision or action will be changed to your liking (but it does mean MCFD will review its actions). The letter you receive will give reasons for the decision, and let you know who you can contact for a further independent review. You can meet with the manager to further discuss your complaint if you wish. The manager will have the final word on clinical decisions, however, and only issues of administrative fairness may be reviewed by the Ombudsman.
•
Contractors from whom the ministry purchases services must be guided by the ministry’s complaints policy and the client dispute mechanisms.
•
Employee, staff and administrators are directed to the provisions outlined in the Master Agreement for the discrimination and sexual harassment complaint process.
Campbell River’s Response Protocols
27
•
At any time an employee or client can file complaints under the Human Rights Code, or in the event of a hate crime, contact the RCMP.
April 2003
Campbell River’s Response Protocols
28
CAMPBELL RIVER RCMP Commitment Police will attend, fully investigate and document all reported hate, bias or prejudice related incidents. Hate Indicators for Investigators (Perception of Victim as to hate/bias is factor) Racial, Ethnic, Gender and Cultural Differences • Victim differs from offender in any of the above • Incident coincided with holiday or significant date Comments, Written Statements and Gestures • Hate/bias comments made by offender(s) Drawing, markings, symbols and Graffiti • Graffiti left at scene, tattoos and patches Organized Hate Group • Offender acted alone or with organized group? • Was Internet primary means of communication? Motivation of Offender • In the absence of economic gain, what was the motivation?
Accountability Concerns regarding the nature or quality of services can be directed to Officer in Charge, RCMP Campbell River Detachment, 275 South Dogwood Street, Campbell River, B.C., V9W 8C8. Complaints can also be directed to BC Hate Crimes Team 1 – 800 – 563 - 0808 , Hate Crime Line (604) 660-2659, fax: (604) 660-4156 or the BC Human Rights Coalition toll free 1-877-689-8474.
Contact information Hours of Operation: Phone: Fax: Address:
9am - 4pm Monday to Friday 24 hours emergency services only phone: 911 Non emergency services (250) 286-6221 (250) 286-3983 275, South Dogwood, Campbell River, BC, V9W
Email: Website:
crrcmp@island.net http://rcmp.crcn.net/
8C8
Campbell River’s Response Protocols
29
Procedures RCMP will: •
Attend the scene of the incident and remain objective.
•
Apprehend suspects at scene (if applicable.)
•
Ensure that victims provided with assistance in accordance with established victim services procedure and protect anonymity of victim if requested.
•
Notify supervisor of suspected hate crime and request his/her attendance where appropriate.
•
Ensure that all evidence is gathered including photographing, seizing and securing scene evidence – graffiti, spray cans…
•
Fully investigate the incident, identify the suspect(s) and forward charges (if applicable.)
•
Document the incident and ensure that it is categorized as a hate/bias offence.
•
Forward a copy of the report to the BC Hate Crime Team including concerns of the community and anticipated problems.
•
It may be necessary to meet with the victim or group affected to answer questions and reassure the community that their concerns are taken seriously.
April 2003
Campbell River’s Response Protocols
30
RCMP - VICTIM SERVICES Commitment The Victim Service unit offers and delivers assistance to all consenting clients without discrimination against any person or group on the basis of race, color, sex, sexual orientation, age, religion, national origin, marital status, political belief, mental or physical handicap or any other preference or personal characteristic, condition or status.
We will: •
Assure that potential clients are aware of their entitlement to service.
•
Provide quality service to all consenting persons who are victimized by crime and other traumatic events.
•
Liaise with other agencies/services in the community and work to ensure that appropriate referrals are available for the service needs of victims of all types of crimes.
•
When necessary, assist victims/witnesses with criminal justice system contact.
•
Help victims understand how the criminal justices system works and provide information about the progress of the their case through the Criminal Justice System
•
Help clients to participate fully in the Criminal Justice System
•
Help eligible victims apply to The Crime Victim Assistance Program for possible assistance with costs related to the impact of the crime.
Accountability Victim Service complaints can be directed to Judith McFarlane. Complaints can also be directed to BC Hate Crimes Team 1 – 800 – 563 - 0808 , Hate Crime Line (604) 660-2659, fax: (604) 660-4156 or the BC Human Rights Coalition toll free 1-877-689-8474.
Contact Information Hours of Operation: Phone: Fax: Address:
9am - 3pm Monday - Friday Flexible office hours during evenings (250) 286-5606 (250) 286-5624 275 South Dogwood, Campbell River, BC, V9W
Email: Website:
crrcmp@island.net http://rcmp.crcn.net/
8C8
Campbell River’s Response Protocols
31
Procedures What kind of help can you expect? •
Crisis intervention by trained victim service workers
•
Practical assistance, such as, taking you to a hospital, accompanying you to the police station for police interviews, arranging for increased personal safety and residential security.
•
Confidential, non-judgmental emotional support by a victim assistance worker.
•
Information on the progress of the file throughout the Criminal Justice System.
•
Court orientation and accompaniment.
•
Assist eligible clients to apply for the Crime Victim Assistance Program if you have been physically or emotionally affected by the crime.
•
Assistance with Victim Impact Statements
•
Referral to other agencies for support, information, counseling and additional services.
April 2003
Campbell River’s Response Protocols
32
CAMPBELL RIVER AREA WOMEN’S RESOURCES SOCIETY Commitments We will promote equality and respect for all people in our community, through education, support, communication and empowerment of women in a safe and unique environment. We will: •
Be a support service for women of all ages, races, and religions, particularly in the Campbell River Area.
•
Promote and advocate for the rights of women to have social, economic and physical control of their person, particularly but not exclusively regardless of race, class, sexual orientation, physical or mental ability or religion.
•
Conduct all activities of the Society so that women’s full equality and equality of opportunity is encouraged and assisted by such activities.
•
Provide information on community services and resources of a professional and nonprofessional nature.
•
Offer programs assisting in the development of the skills necessary to effectively deal with the social, economic and political issues directly and indirectly affecting peoples lives.
•
Inform our elected representatives and appropriate agencies of the needs and concerns of the members of the society.
•
Offer programs of a self help nature promoting personal growth, awareness and self actualization.
Accountability Concerns regarding the nature or quality of services can be directed to Marne Svennes, Coordinator. Complaints can also be directed to the Board of Directors. All concerns will be responded to within 30 days.
Hours of Operation: M, T W 10am - 3pm Th 10am - 1pm and closed F, S & S Fee for Services: no cost (we do have a fee for some of our workshops)
Campbell River’s Response Protocols
33
Contact information Marne Svennes Phone: 250-287-3044 Fax: 250-287-3038 Address: 457 - 10th Avenue, Campbell River, BC V9W 4E4 Location: same Email: crwc@oberon.ark.com Web site: crwomenscentre.bc.ca
Procedures •
In the event of a racist act or an act of discrimination CRAWRS would provide assessment, support and referral.
•
Client consent would be required before releasing any information to another agency or support worker.
•
The incident would be documented and kept on file at the CRAWRS office.
•
Follow-up would occur according to the wishes of the affected person and the services available within the region.
November, 2003
Campbell River’s Response Protocols
34
CAMPBELL RIVER MENTAL HEALTH AND ADDICTION SERVICES Draft Protocol (not to be copied, quoted or referred to) Commitments We will within the mandate of our service make the commitment to our community to maintain and improve the health status of the people of the North Island Region of the Vancouver Island Health Authority, through an innovative balance of health care, health promotion, prevention and protection of the public’s health. We will provide seamless, integrated, community-based health services, respecting both the care providers and the public within the North Island Region of the Vancouver Island Health Authority. We will provide equitable care to the public and are bound by the policies of our governing body, Vancouver Island Health Authority, and the collective agreements of the British Columbia Nurses Association; the British Columbia Government Employees Union and the Health Services and Support - Community Subsector Association. All have language that prohibits discrimination, including age, race, sex, sexual orientation, national or ethnic origin, colour, religion, disability, marital status, family status, political beliefs or conviction of a criminal or summary offence unrelated to employment. •
Protection against discrimination extends to incidents occurring at or away from the workplace, during or outside working hours, and includes incidents related to client, resident, patient or visitor contact, provided the acts are committed within the course of the employment relationship.
•
Mental Health and Addictions Services are committed to including all participants (consumers and providers) in the decision-making process of setting priorities and planning for services.
Accountability Feedback regarding the quality and nature of the services can be directed to the Managing Director.
Hours of Operation 8:30 - 4:30 Monday through Friday
Contact information Phone: Fax: Address:
(250) 850- 5800 (250) 286-6679 #207-1040 Shoppers Row, Campbell River, V9W 2C6
Campbell River’s Response Protocols
35
Services are free of charge
Procedures •
An employee who wishes to pursue a concern arising from an alleged harassment may register a complaint with the Employer or through the Union to the Employer’s designate.
•
A consumer who wishes to pursue a discrimination concern may contact the Managing Director.
November 2003
Campbell River’s Response Protocols
36
NORTH ISLAND SURVIVORS’ HEALING SOCIETY/CAMPBELL RIVER SEXUAL ASSAULT CENTRE Draft Protocol (not to be copied, quoted or referred to) Commitments Services provided by Campbell River Sexual Assault Centre are in accordance with the philosophy and principles of the North Island Survivors’ Healing Society. In particular the Society seeks to operate from a feminist stance and to reach decisions through consensus. The Society strives to enhance the well being of those served under an overall ethic of care, accountability and respectful relationship.
We will: •
Be aware of personal biases, values and beliefs and refrain from acting in a discriminatory manner in relation to age, race, disability, gender, sexual orientation, religion, socio-economic status, or national ancestry.
•
Refrain from imposing personal, political or religious beliefs.
•
Respect the rights of those we serve through dignity, privacy, confidentiality and self-determination.
•
Respect cultural and experiential differences and be aware of the dynamics and varieties of abuse in relation to the social forces of culture, religion and economic realities that promote powerlessness, re-victimization and dependency in people’s lives.
•
Continually seek awareness of all forms of oppression. To be open to the perspectives and needs of survivors and to an understanding of the power imbalances in society.
Accountability We are accountable to the board of the North Island Survivors’ Healing Society, to our funders, the community and our clients. Concerns may be addressed to the staff and to the board of the North Island Survivors’ Healing Society.
Hours of Operation:
By Appointment
Fee for Services:
No Charges
Campbell River’s Response Protocols
37
Contact information Phone: Fax: Address: Email: Website:
(250) 287-3325 (250) 287-3397 625 D – 11th Avenue Campbell River, BC V9W 4G5 nishs@crcn.net www.crsac.net
Procedures •
Conflict Resolution In keeping with the spirit of participatory management, the Centre acknowledges there may be differences, individual wishes, roles, expectations, understandings and experience. The Centre seeks to address differences of opinion, conflicts and dilemmas in a respectful and non-exploitative manner by outlining a general protocol with various options to facilitate open communication and problem solving. When a conflict or concern regarding another staff member cannot be adequately addressed at a staff meeting or debriefing session, the first step is to speak to the person concerned directly. If an initial discussion does not bring about the desired resolution a number of options exist: • •
Invite the person to consult the clinical consultant/supervisor with you to obtain help in resolving the issue. When deemed necessary the clinical consultant/supervisor will report to the board.
When concerned that a colleague is behaving in a questionable or unprofessional manner toward a client or a colleague of the Society, staff and contractors have an ethical responsibility to inform the clinical supervisor.
•
Confidentiality To protect the right to privacy of staff, contractors, sub-contractors, students and volunteers: •
All staff, volunteers, contractors, sub-contractors and tenants are required to sign a confidentiality agreement as a condition of their position(s) with the agency.
•
All client information is strictly confidential except when required by law, including present knowledge of a child at risk or in need of protection; present situation of potential harm to others, self-harm or suicide.
•
All information regarding the agency, its clients, employees, contractors and volunteers that is acquired as a result of that person’s past or present position or relationship with the agency is strictly confidential.
•
Confidential information will remain as such indefinitely.
•
Confidential information will not be shared outside of the agency, and is not to be shared with past staff, contractors, clients or volunteers.
Campbell River’s Response Protocols
38
•
Breach of confidentiality policy and/or the confidentiality agreement may be grounds for immediate dismissal from the agency.
March 2004
Campbell River’s Response Protocols
39
3 Section Three Appendices
Campbell River’s Response Protocols
40
APPENDIX ONE –Memorandum of Agreement
Campbell River’s Response Protocols
41
APPENDIX TWO – Protocol Template Note: all the italicized pieces will be crafted by the agency or organization.
Full Name of Organization
Commitments We will within the mandate of our services: create a statement that reflects the policy of the organization or agency with regard to respect for diversity, equality, sensitivity to race, ethnicity, gender, age, sexual orientation, socio-economic status and/or abilities of individuals. We will: provide a point form list of the actual services that your agency or organization will provide in the event of racist or hate activity.
Accountability Concerns regarding the nature or quality of services can be directed to... Complaints can also be directed to... All concerns will be responded to in accordance with the Human Resources manual of ... Hours of Operation: Fee for Services:
Contact information Phone: Fax: Address: Location: Email: Website: Procedures: Here a list of procedures is offered that will help the reader to understand exactly what the process they will encounter will look like. It might include things like: • •
• • •
Assessment and referral process access steps (for example, a person has been verbally and physically assaulted due to racism and is entering the system via the emergency ward at the hospital. You are the crisis nurse, what would you be able to tell this person about the process and follow up services they might want to access through Mental Health) Client consent Paper trail, documentation Follow-up
Date (It will be important to build in a periodic review to keep the information up to date.)
Campbell River’s Response Protocols
42
APPENDIX THREE - Examples of Anti-racism Policy Statements
The following statements are offered to assist organizations with policy development in creating their own templates (see following pages with easy to follow template) (Your organization’s name goes here) believes in equitable treatment for all individuals regardless of race, colour, ancestry, ethnic origin, religion, socio-economic status, gender, sexual orientation, physical or mental ability, or political beliefs. The letter and spirit of the Canadian and BC Human Rights Acts shall be carefully observed, enforced, and supported, so that all members of the community may work together in an atmosphere of respect and tolerance for individual differences.
________________________________rejects racism in all its forms, and is committed to the elimination of racist discrimination and harassment in its structures and in the learning and working environments for which it is responsible.
In fulfilling this commitment, the ___________________will implement programs to counteract the causes and redress the effects of racism in the educational context. It will actively protect the right of all staff, employees and students to achieve their full potential in an environment which affirms their cultural identity.
__________________________rejects racist behaviour, and the attitudes which cause it, and asserts the right of those who experience racism to protest against it. In so doing, the ________________________is taking steps to break the silence and challenge the denial which are at the heart of racism.
Programs will be introduced to promote amongst all staff, employees, and students an understanding of racism, including its causes and effects in the educational context, so that those who witness it will come to acknowledge and reject it.
We will uphold and protect the right of those who experience racist discrimination to be free of such behaviour in places of work and recreation.
All staff, students and employees will be provided with avenues of complaint and redress at every school and worksite within the_________________________ Appropriate measures (including disciplinary action, if necessary) will be taken
Campbell River’s Response Protocols
43
against those who practice racist behaviour.
Action will be taken to ensure that all staff, students and employees understand and fulfill their responsibilities with respect to the implementation of this policy. All departmental policies, practices and structures will be monitored and reviewed to ensure they are congruent with and supportive of the Antiracism Policy. (Adapted from Anti-Racism Response Handbook Developed for The Community of Terrace, Skeena Multiculturalism Diversity group, March 2003)
Campbell River’s Response Protocols
44