1. PURPOSE
The purpose of this document is to set expectations for appropriate behaviour at Eastern Edge (EE) and applies to: staff, volunteers, board members, artists, renters, members, and event attendees. This applies to anyone using EE’s space (located at 72 Harbour Drive) or attending an EE event at an off-site location.
This Code of Conduct will be included in all formal agreements with artists, renters, and partner organizations, and will be made publicly available on our website.
In addition to setting expectations, the Code of Conduct can be leaned upon in instances of oppression, discrimination, and harassment to guide appropriate action forward. It should be reviewed annually and updated as needed by the Board of Directors. EE recognizes that policies of this nature are inherently incomplete and that updates must coincide with ongoing dialogue and education.
EE recognizes the oppressive systems in which many arts organizations in Canada operate, and is committed to prioritizing intersectional and anti-oppression practices in all aspects of its operations to combat these systems.
2. DEFINITIONS
Representatives: Representatives of Eastern Edge refer to all employees, short and long-term contractors, exhibiting/participating artists, workshop facilitators, board members, committee members, and short and long-term volunteers.
Stakeholders: Stakeholders of Eastern Edge include members, facility users/renters, audience and event attendees, and organizational partners.
Personal Harassment: offending or humiliating someone physically or verbally; threatening or intimidating someone; or making unwelcome jokes or comments about someone’s race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability or pardoned conviction. (Source: the Canadian Human Rights Commission)
Sexual Harassment: offensive or humiliating behaviour that is related to a person’s sex; behaviour of a sexual nature that creates an intimidating, unwelcome, hostile or offensive environment; or behaviour of a sexual nature that could reasonably be thought to put sexual conditions on a person’s professional opportunities. (Source: the Canadian Human Rights Commission)
3. SCOPE
This Code of Conduct applies to all representatives and stakeholders of Eastern Edge.
EE acknowledges that representatives of EE hold a relative position of power within the arts community that must not be exploited or leveraged at the expense of others. EE representatives are responsible for adhering to this Code of Conduct within the broader arts community, within their professional lives, and at all on and off-site EE events.
Representatives and stakeholders alleged to be in violation of this Code of Conduct are subject to applicable investigation and disciplinary review processes, as outlined below.
4. SAFER SPACE
Use of EE’s facilities and participation in all public EE events is a privilege. EE will not tolerate any instance of discrimination or violent acts, which include but are not limited to: racism, white supremacy, sexism, heterosexism, cissexism/transmisogyny, ableism, ageism, sizeism, sexualized and all acts of violence and harassment. EE believes and prioritizes the voices of survivors and victims of sexualized violence.
EE affirms its commitment to anti-oppression in its practices and operations, and we expect the same commitment from our representatives and stakeholders. Involvement with Eastern Edge as a member, facility renter, programmed artist, staff person, volunteer, or partner implies collaborative support for Eastern Edge, and we expect these people to work with us to create a safer and more caring community. Harm and oppression towards others, presented verbally, in action, through online discourse, or represented in the content of artworks produced and/or exhibited at EE, will not be tolerated.
5. PERSONAL AND SEXUAL HARASSMENT/ASSAULT
Eastern Edge is committed to fostering a harassment-free space where everyone is treated with respect and dignity. EE has a zero-tolerance policy for any form of workplace harassment or assault.
The Canadian Human Rights Act protects employees from harassment based on race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, disability, genetic characteristics, and convicted offences for which a pardon has been granted.
Representatives and stakeholders accused of harassing another individual may be subject to disciplinary action. This includes anyone who interferes with the resolution of a harassment complaint or retaliates against an individual for filing a harassment complaint.
EE acknowledges that sexualized violence and harassment can be experienced by all people(s) but disproportionately affects: women, two-spirited individuals, and non-binary folk. EE realizes these issues do not exist in a vacuum and hopes to uphold an intersectional approach to all racialized and sexualized issues.
6. CONFIDENTIALITY
Stakeholders and representatives of EE shall respect and maintain the confidentiality of information gained while working here, including but not limited to door codes and passwords, all computer software and files, EE business documents and printouts, and all personal, donor, and supporter records. Stakeholders and representatives will also respect and maintain the confidentiality of individual personal information about persons involved with EE, as well as confidential information pertaining to the organization itself and any collaborator and partner organizations.
7. IMPLEMENTATION
Strict observance of the Code of Conduct is fundamental to EE’s activity, reputation and mandate. Adherence to the Code of Conduct is agreed upon implicitly by involvement with the centre; it is also included in all agreements to participating artists, renters, and employees.
Representatives or stakeholders of Eastern Edge are expected to report any violation of the Code of Conduct that they witness or are made aware of. A representative or stakeholder is not required to report an instance of harassment to which they are personally subject, or which is communicated to them through confidential disclosure.
If you witness or experience a violation of the Code of Conduct, please reach out to Eastern Edge’s Executive Director directoreasternedge@gmail.com. If your concern is about an Eastern Edge staff member and/or you do not feel comfortable communicating it to the director, you can reach out to Eastern Edge’s Board at easternedgeboard@gmail.com.
EE recognizes that not all people have had equal access to or understanding of the structure of its policies and procedures. EE upholds the responsibility to make these documents clear to those who may require or request further explanation or clarification. In order to increase public transparency, all EE policies can be found on our website under “About” and “Policies”.
Accountability and respect for safer spaces and anti-oppression policies fall on the individual. Poor judgment will first result in constructive feedback from the staff or the Board of Directors (whichever is more appropriate). If an ongoing problem is identified, more severe consequences will follow, such as removal or restriction from participating in EE events and using EE facilities, revocation of membership, and, in the case of representatives of EE, dismissal from the individual’s position.
EE reserves the right for its senior-level employees or Board members to identify or respond to an incident where an individual does not feel safe or has been made to feel unsafe within EE’s operations or within an event space that EE is operating. EE is committed, to the best of its ability, to creating an environment free of oppression in any space where EE activities or programming may be operating.
Approved by the Board of Directors on February 5, 2026.