HARASSMENT POLICY
Clarkson SC is committed to providing both a sport and work environment where everyone is treated with respect. This environment should be free of harassment on the basis of race, national or ethnic origin, colour, religion, sex, sexual orientation, marital status, family status or disability.
Ontario Soccer (OS is our provincial governing body) is committed to providing an environment free of harassment on the basis of race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital and family status or disability. OS has established a Harassment Policy and has organized a panel of District Harassment officers across the province.
Harassment is defined as any comment, conduct or gesture directed toward an individual or group of individuals which is insulting, intimidating, humiliating, malicious, degrading or offensive. It includes but is not limited to, sexual harassment.
This policy applies to all directors, officers, volunteers, team officials, referees, administrators, athletes and registrants of the OSA.
Individuals have a responsibility to:
a) Maintain the dignity and self-esteem of Individuals and other persons by:
i. Demonstrating respect to individuals regardless of body type, physical characteristics, athletic ability, race or perceived race, nationality, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, gender identity, gender expression, age, class, marital status, family status, religion, political belief, physical or mental disability, economic status or source of income
ii. Focus comments, criticism or disciplinary actions appropriately
iii. Demonstrate the spirit of sportsmanship, sport leadership, and ethical conduct
iv. Act, when appropriate, to correct or prevent practices that are unjustly discriminatory
v. Treat individuals fairly and reasonably
vi. Adhere to the Organization’s rules and policies and the spirit of those rules and policies
b) Refrain from any behaviour that constitutes Harassment, where harassment is defined as comments or conducts directed towards an individual or group, which is offensive, abusive, racist, sexist, degrading, or malicious. Types of behaviour that constitute harassment include, but are not limited to:
i. Written or verbal abuse, threats, or outbursts
ii. The display of visual material which is offensive or which a reasonable person ought to know is offensive in the circumstances
iii. Racial harassment, which is racial slurs, jokes, name calling, or insulting behaviour or terminology that reinforces stereotypes or discounts abilities because of racial or ethnic origin
iv. Unwelcome remarks, jokes, comments, innuendo, or taunts
v. Leering or other suggestive or obscene gestures
vi. Condescending or patronizing behaviour, which is intended to undermine self-esteem, diminish performance or adversely affect working conditions
vii. Practical jokes which cause awkwardness or embarrassment, endanger a person’s safety, or negatively affect performance
viii. Hazing
ix. Retaliation or threats of retaliation against an individual who reports harassment to the Organization
x. Bullying
xi. Offensive or intimidating communications, including social media
xii. Inappropriate use of social media
xiii. Displaying or circulating offensive pictures, photographs or materials in printed or electronic form
xiv. Psychological abuse
xv. Discrimination
xvi. Words or actions which are known or should reasonably be known to be offensive, embarrassing, humiliating, demeaning or intimidating
xvii. Behaviours such as those described above that are not directed towards a specific individual or group but have the same effect of creating a negative or hostile environment
xviii. Retaliation or threats of retaliation against a person who reports harassment
c) Refrain from any behaviour that constitutes violence, where violence is defined as the exercise of physical force, that causes or could cause physical injury; an attempt to exercise physical force that could cause physical injury; or a statement or behaviour that it is reasonable to interpret as a threat to exercise physical force. Types of behaviour that are applicable to this section include, but are not limited to:
i. Verbal threats to attack
ii. Sending to or leaving threatening notes or emails
iii. Making threatening physical gestures
iv. Wielding a weapon
v. Hitting, pinching or unwanted touching which is not accidental
vi. Throwing an object
vii. Blocking normal movement or physical interference, with or without the use of equipment
viii. Any attempt to engage in the type of conduct outlined above
d) Refrain from any behaviour that constitutes sexual harassment, where sexual harassment is defined as unwelcome sexual comments and sexual advances, requests for sexual favours, or conduct of a sexual nature. Types of behaviour that constitute sexual harassment include, but are not limited to:
i. Sexist jokes
ii. Sexual violence
iii. Display of sexually offensive material
iv. Sexually degrading words used to describe a person
v. Inquiries or comments about a person’s sex life
vi. Unwelcome sexual flirtations, advances, requests, invitations or propositions
vii. Inappropriate sexual touching, advances, suggestions or requests
viii. Persistent unwanted physical contact including, but not limited to, touching, petting, pinching, or kissing
ix. Physical or sexual assault
e) Abstain from the use of illegal drugs, or illegal or non-prescribed performance-enhancing drugs or methods
f) Refrain from the use of power or authority in an attempt to coerce another person to engage in inappropriate or unwanted activities
g) While acting in the capacity as either a Team Official or volunteer responsible for supervising activities and/or athletes, refrain from consuming recreational drugs, intoxicants or alcohol.
h) Respect the property of others and not willfully cause damage
i) Adhere to all federal, provincial, municipal and host country laws
j) Comply, at all times, with the Organization’s By-laws, policies, procedures, and rules and regulations, as adopted and amended from time to time
k) Treat all other Individuals with respect
l) Report to the Organization any ongoing criminal investigation, conviction, or existing bail conditions involving yourself, including, but not limited to, those for violence, child pornography, or possession, use, or sale of any illegal substance.
It is the responsibility of all members of Clarkson SC to ensure that the Club's environment is free from harassment.
Reporting:
Formal confidential complaints should be submitted to the board of directors at president@clarksonsoccerclub.com
All formal formal complaints of harassment will be investigated in a sensitive, responsible, timely and confidential manner. If unresolvable at the club level, complaints will be referred to an independent third party such as Safe Sport Canada.
Anyone who experiences harassment has the right to seek assistance from Ontario Soccer or the Ontario Human Rights Tribunal, even if steps have been taken above.
IMPORTANT: Any allegation or suspicion of sexual abuse MUST be reported to the appropriate Child and Family Services and/ or agencies and the police.
Confidentiality:
Complaints of harassment can be difficult for both the person coming forward and it can be devastating to be wrongly accused of harassment. Clarkson SC recognizes the interests of both the complainant and the accused and will treat the matter in a confidential manner. We will not disclose to any third parties the parties involved or the circumstances giving rise to the complaint unless such disclosure is consented to by the affected party or such disclosure is necessary to investigate the allegations or engage in any disciplinary or remedial process. The complaint shall be deemed to be rescinded if the complainant/ victim refuses to consent to the disclosure to the alleged respondent/ perpetrator to conduct an investigation or participate in mediation and/or arbitration.
