Heritage BC & BCMA
CODE OF CONDUCT | ACT II JOINT CONFERENCE
Lekwungen Territory | Victoria, BC
November 2 – 4
The BCMA and Heritage BC promote an environment that is characterised by professionalism, collegiality, respect, dignity, and cooperation. Conference delegates are expected to uphold the commitment to diversity, equity, and inclusion by maintaining an environment that respects diverse traditions, heritages, and experiences. We ask delegates to contribute to the creation of a Brave Space during our event, including any virtual and social activities associated with the 2022 Conference.
If you have questions about our Conference Code of Conduct, please contact us at email@example.com.
What is a Brave space?
In spaces where people have different experiences of oppression, power and privilege due to various aspects of their identity and group membership, feelings of safety and trust vary (Arao & Clemens, 2013). A brave space encourages dialogue that requires a level of discomfort and vulnerability, and focuses on “holding each person accountable to do the work of sharing experiences and coming to new understandings – a feat that’s often hard, and typically uncomfortable” (Break Away, 2017).
Interested in learning more about brave spaces? Watch Regan Shrumm’s webinar where they introduce “brave” spaces, focusing on personal stories from the experience of being a queer museum worker with disabilities, as well as lessons learned from completing an accessibility audit at the Art Gallery of Greater Victoria.
Personal harassment or discriminatory conduct will not be tolerated. If you experience or witness harassment or discriminatory conduct, we encourage you to reach out to firstname.lastname@example.org or fill out this form anonymously. The BCMA and Heritage BC will carefully review all reports and take appropriate action.
Examples of Harassment and Discriminatory Conduct:
- Threats, acts, or the endorsement of violence, specifically:
- Threats, acts, or the endorsement of racism, sexism, homophobia, transphobia, xenophobia, etc.
- Unwanted physical contact or sexual attention
- Purposefully intimidating, isolating, or destabilizing an individual
- Slander/gossip with the intent of discrediting or embarrassing
- Intentionally devaluing an individual based on their identity
- Intentional outing and/or deliberate disregard for aspects of an individual’s identity. This includes but is not limited to:
- Sustained misgendering
- Use of a rejected or deadname
- Sharing private details of a person’s lived experience without their consent.
Unwanted physical contact
Unwanted physical contact may include continued unwanted close physical proximity if an individual expresses a desire to retain a specific distance due to the ongoing threat of the COVID-19 pandemic.
A person’s identity includes but is not limited to: race, ethnicity, gender, sexual orientation, religion, socioeconomic status.
A deadname is the birth name of a transgender person no longer in use if they have changed their name as part of their gender transition. A rejected name is any name an individual no longer uses. This includes European names that have been rejected in favour of traditional names.
Examples that are NOT Harassment and Discriminatory Conduct:
- “Reverse Racism”
- Reasonable levels of stress, conflict, or disagreements that may arise from the exploration of challenging ideas and perspectives
- Having problematic or oppressive behaviours challenged
- Physical contact between consenting individuals
- Communication of boundaries, including but not limited to:
- An individual’s desire to retain a physical distance due to COVID-19.
- An individual’s refusal to hold space for ignorance and/or refusal to educate.
Explore the phrase “Reverse Racism” and why it doesn’t exist in this blog post from the Canadian Centre for Diversity and Inclusion:
“It’s not my job to educate you.”
Explore the phrase “It’s not my job to educate you” and how you can approach questions and learning with care and consideration.
The Government of Canada provides detailed information on harassment and a tool to guide conference delegates here.
Cultural Safety & Support Liaison
In an effort to provide a brave space for our delegates, the BCMA will introduce designated and identifiable Cultural Safety & Support Liaisons before and throughout the in-person events. These individuals will be available to hold space and talk with delegates at any point to process sensitive situations and difficult emotions that may arise during the conference. Cultural Safety & Support Liaisons will be introduced to conference attendees at the start of each day and they will be included on the conference website with a photo.
We’re all in this together. Explore this resource from LinkedIn for tips on how to appropriately intervene if you witness harassment or discriminatory conduct.
In any given situation involving harassment, bullying, or discrimination, there is a multitude of ways to respond or react. As a bystander, you have the power to create real-deal change.
All reports may be submitted anonymously. The individual issuing the complaint can fill out an online form containing the following information:
- The name of the perpetrator;
- The date, or approximate dates, that the situation that forms the basis of the complaint occurred;
- A description of the complaint and how the situation breaches the Code of Conduct;
- Any information that might substantiate the complaint;
- (OPTIONAL) The name and contact information of the complainant.
Note: Regardless if your report is submitted anonymously, your private information will only be accessible to the designated BCMA safety coordinator and won’t be shared without your express permission.
If you would like to discuss an incident directly with a BCMA team member, please contact us at email@example.com or leave us a voicemail at 250-356-5700.
What to expect after reporting an incident:
Acknowledgement of Receipt, Internal Review:
- BCMA staff will monitor the online form and the firstname.lastname@example.org inbox for incident reports and will review all reports within 24 hours of being submitted.
- Note: if you are in an unsafe situation, please reach out to an on-site BCMA Staff member or Cultural Safety & Support Liaison for immediate assistance.
- If your report is not submitted anonymously you may be contacted to acknowledge receipt and/or to request additional information.
- The Cultural Safety & Support Liaison may be contacted to provide swift on-site support as deemed appropriate.
- If an incident is time-sensitive, the BCMA team and Cultural Safety & Support Liaison may take immediate action to remove the perpetrator from the conference venue. If they are deemed an unsafe individual, they will not be granted re-entry into the remaining sessions. An Advisory Review will take place following the event to determine what additional action will be taken.
- If an incident is not time-sensitive, the BCMA will respond to the incident after the conference has concluded and will enter into a dialogue with an Advisory Committee, and the perpetrator to provide resources and education materials. If this does not contribute to a resolution, additional action will be taken.
Advisory Review (As needed):
- After an internal review of the situation, the BCMA may seek guidance from advisory committees and Council to best respond with care and in a manner that reduces harm.
- The BCMA will prioritise education where possible. If this does not contribute to a resolution, action will be taken.
If a conference delegate has been deemed to have violated the Code of Conduct, the following disciplinary action may be taken:
- The delegate may have their conference registration revoked and would not be reimbursed for any registration fees that have already been paid.
- The delegate may be prohibited from participating in BCMA online and/or in-person events for a period of time or indefinitely.
The BCMA Member Code of Conduct is available to provide additional information for delegates who are members of the Association.