Harassment & Anti-Racism Policy

Vancoderm Academy – Harassment & Anti-Racism Policy

1. Purpose

Vancoderm Academy (“the Institution”) is committed to maintaining a respectful, safe, inclusive, and equitable learning and working environment for all students, staff, faculty, contractors, volunteers, and visitors. This policy is intended to:

  • Prevent and address harassment, discrimination, and racism in all forms;

  • Support a culture of dignity, respect, and fairness;

  • Provide clear procedures for reporting, investigating, and resolving concerns;

  • Ensure compliance with the British Columbia Human Rights Code, applicable federal and provincial law, and regulatory expectations for PTIRU-certified private training institutions.

2. Scope

This policy applies to all members of the Academy community, including:

  • Students (full-time, part-time, domestic, and international)

  • Faculty and instructional staff

  • Administrative and support staff

  • Contractors, volunteers, and guests

It covers conduct that occurs:

  • On Academy premises (classrooms, labs, common areas)

  • During Academy-sponsored activities, practicums, and events

  • In online learning and communication environments

  • Off-campus conduct that negatively affects the learning or working environment

3. Definitions

3.1 Harassment

Harassment means any unwelcome conduct (verbal, physical, written, online) that:

  • A person knows, or reasonably ought to know, is offensive, humiliating, intimidating, or demeaning; and

  • Is based on a prohibited ground such as race, ancestry, place of origin, colour, religion, sex, gender identity/expression, sexual orientation, age, family status, disability, or other protected characteristics under the BC Human Rights Code.

Examples include insults, threats, slurs, jokes, gestures, or behaviours that create a hostile learning/working environment.

3.2 Racism

Racism includes:

  • Actions, comments, or practices that express prejudice or discrimination based on a person’s race, ethnicity, colour, place of origin, or cultural background;

  • Systemic, institutional, or individual practices that lead to unequal access, disadvantage, or exclusion.

3.3 Discrimination

Discrimination refers to unequal treatment of an individual or group because of one or more protected characteristics under the BC Human Rights Code.

4. Policy Statement

The Academy strictly prohibits:

  1. Harassment, whether verbal, written, electronic, or physical.

  2. Racist conduct, including stereotyping, slurs, exclusion, or discriminatory practices.

  3. Discrimination based on any protected characteristic under the BC Human Rights Code.

  4. Retaliation against anyone who reports concerns or participates in investigations.

All members of the Academy community are entitled to dignity, respect, and the full and equal enjoyment of educational opportunities.

5. Responsibilities

5.1 Academy Responsibilities

  • Promote respectful, inclusive behaviours and environments;

  • Communicate this policy and related obligations to all community members;

  • Provide training and awareness activities on harassment and anti-racism;

  • Respond promptly, fairly, and confidentially to reports in accordance with this policy;

  • Ensure reporting and investigation procedures meet legal and regulatory requirements.

5.2 Individual Responsibilities

All members must:

  • Treat others with respect and dignity;

  • Refrain from engaging in harassment, discrimination, or racist conduct;

  • Report incidents promptly when experienced or observed;

  • Cooperate in investigations.

6. Reporting Procedures

Individuals who experience or witness harassment or racism are encouraged to report the incident to:

  • Campus Director;

  • Senior Education Administrator (SEA); or

  • Designated institutional contact.

Reports may be written, verbal, or electronic, but written reports are preferred for clarity.

Confidentiality: The Academy will maintain confidentiality to the extent possible, sharing information only with those directly involved in resolving the matter.

7. Investigation Process

  1. A designated investigator or panel will promptly review all credible reports.

  2. The complainant and respondent will be given opportunities to provide information.

  3. Investigations will be impartial, thorough, and timely.

  4. Outcomes and resolutions will be communicated in writing to the parties involved.

Possible outcomes include:

  • Informal resolution (e.g., facilitated dialogue, mediation);

  • Formal corrective measures (warnings, training);

  • Academic or workplace sanctions (suspension, dismissal, expulsion).

8. Protection from Retaliation

Anyone who reports concerns or participates in an investigation in good faith is protected against retaliation. Acts of retaliation will be treated as a serious violation of this policy.

9. Support and Resources

The Academy will offer support services to affected individuals, which may include:

  • Academic accommodations;

  • Referrals to counselling or external support services;

  • Safety planning or interim protective measures.

10. Training and Awareness

The Academy will provide regular training for staff, faculty, and students on:

  • Recognizing harassment and racist conduct;

  • Reporting procedures;

  • Responsibilities under this policy.

11. Review and Updates

This policy will be reviewed annually and updated as needed to remain compliant with:

  • PTIRU regulatory expectations;

  • The BC Human Rights Code;

  • Relevant provincial and federal laws.

12. Related Legislation & Resources

  • British Columbia Human Rights Code

  • Private Training Institutions Regulatory Unit (PTIRU) standards and certification requirements

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