Neilson Park Creative Centre's Code of Code of Conduct

Created September, 2016
Updated March, 2020

NPCC Anti-Racism, Access and Equity Policy

Human Rights Complaints Procedures


Anti-racism: a set of practices and systems designed to eliminate racism. Racism includes racist ideologies, prejudiced attitudes, discriminatory behaviours, structural arrangements and institutionalized practices resulting in racial inequality as well as the fallacious notion that discriminatory relations between groups are morally and scientifically justifiable.

Access: the ability of or extents to which communities or residents can attain needed services and achieve full participation in the planning, development, administration and delivery of those services. Access includes client access and organizational access.

Discrimination: the act of treating a person unequally by imposing unequal burdens or denying benefits, rather than treating a person fairly on the basis of individual merit. Discrimination is usually based upon personal prejudices and stereotypical assumptions related to at least one of the grounds set out in this policy. It is not necessary to have the intent to discriminate under the code. Workplace rules, policies, procedures, requirements, qualifications or factors may not be directly or intentionally but may nonetheless have an adverse effect. This may create barriers to achievement and opportunity.

Diversity: the practice or quality of including or involving people from a range of different social and ethnic backgrounds and of different genders, sexual orientations, etc.

Equity: practices designed to remove systemic barriers to equality of outcomes by identifying and eliminating discriminatory policies and practices.

Harassment: a course of conduct of comments or actions that are unwelcome or should be known to be unwelcome. A person has the right to be free of humiliating or annoying behaviour that is based on one or more grounds in The Human Rights Code.

Inclusion: the practice or policy of providing equal access to opportunities and resources for people who might otherwise be excluded or marginalized.


Neilson Park Creative Centre is committed to acting as a positive force in eliminating any barriers to our community.

To achieve this Neilson Park Creative Centre will:

  • ensure that diverse communities have equitable access to its services, resources and decision making;
  • be non-discriminatory and promote the goals of diversity, equity and inclusion;
  • take reasonable steps to ensure its services, programs and decision-making reflect the community it serves.

Neilson Park Creative Centre prohibits discrimination or harassment and protects the right to be free from hate activity based on age, ancestry, citizenship, creed [religion], colour, disability, ethnic origin, family status, gender identity, level of literacy, marital status, place of origin, membership in any social organization, race, receipt of public assistance, record of offences, sex, sexual orientation or any other personal characteristic by or within the organization.


Neilson Park Creative Centre is committed to maintaining an environment where all individuals are treated with dignity and respect and are free from all forms of discriminatory treatment, behaviour or practice. Discrimination, harassment, violence, and any other form of discriminatory practices will not be tolerated by the Neilson Park Creative Centre. Discrimination does not have to be intentional. It can result from practices or policies that appear to be neutral but, in reality, have a negative effect on groups or individuals based on race, religion, gender, and so on.


Avenues of Complaint
Complaints will be dealt with by the president of the board of directors. Where appropriate the president will consult with the executive committee. All situations in which the president of the board has been named in a complaint will be dealt with directly by the executive committee in consultation with the board of directors.

Right to Complain
Individuals have the right to complain about situations they believe to be discriminatory or harassing in nature. This policy prohibits reprisals against individuals including employees because they have complained or have provided information regarding a complaint. Alleged reprisals are subject to the same complaints procedures and penalties as complaints of discrimination.

Reporting a Complaint
Although individuals may first choose to make a verbal complaint, a written summary of the incident will be required. Complaints should be reported as soon as possible. If the complaint is delayed beyond three months, the complainant should outline the reason for the delay in reporting the incident(s).

A letter of complaint should contain a brief account of the offensive incident(s), when it occurred, the person[s] involved and the names of witnesses, if any. The letter should be dated by the complainant. To report a complaint, please email:

All individuals involved with the complaint must ensure the matter remains confidential. The investigator will release information only on a need-to-know basis. Whenever possible, investigation reports are presented in summary format without the names of witnesses.

Findings and Recommendations
Once the investigation is complete, the investigator will prepare a written report summarizing the investigation findings.

Final Decision
The individual[s] who filed the complaint and those named in the complaint have the right to review and comment on the investigation findings with the president of the board of directors.

A response to a founded complaint against a member of Neilson Park Creative Centre could include remedial action ranging from:

  • requiring the respondent to provide a verbal or written apology;
  • termination of membership.

Neilson Park Creative Centre will provide members with the following warnings before termination of membership: verbal warning, written warning, final written warning and termination.

If the findings do not support the complaint, Neilson Park Creative Centre may:

  • make recommendation for training or better communications;
  • recommend that no further action is necessary.

It may be that no action is taken against the respondent, but there might be need for some management or systemic activity.  A person who is found to have made a frivolous or vexatious complaint may be subject to disciplinary action.

Ontario Human Rights Commission
The internal procedure is available to individuals to resolve complaints of discrimination. Parties also have recourse to the Ontario Human Rights Commission. However, once a grievance is filed to OHRC, the internal procedure is not an option.