DIVERSITY, INCLUSION & ANTI-DISCRIMINATION POLICY
We gratefully acknowledge the Centre for
Social Innovation for permitting us to use and adapt their
policy. This policy was written in accordance with the
Ontario Human Rights Commission and Bill 168.
You are welcome at the Toronto Tool Library at the Center for Social
Innovation, and we ask that you be welcoming too!
Diversity and inclusion is in our DNA. We welcome and advocate for the
presence and contributions of all people regardless of ability, age,
body size, cultural background, education, ethnic origin, gender
expression, gender identity, immigration status, language, marital
status, nationality, physical appearance, political affiliations,
perspective, race, religion, sexual orientation, sexuality, status as a
parent, socioeconomic status, or other such considerations, and
intersectionalities therein. We recognize, embrace and value our
differences. We believe that everyone should be treated with
respect and dignity; our diversity and unique perspectives are integral
to the culture of the Toronto Tool Library at CSI and to our commitment
to putting people and planet first. We also know that everyone needs to
be a part of the solution.
Our staff, volunteers and community are committed to ensuring that
everyone is treated with respect and dignity. We are constantly
learning and ask for your understanding and solutions as we co-create a
model of the just world we want – a place where everyone feels welcome,
comfortable and empowered. To give us feedback or report an issue,
please contact hr@torontotoollibrary.com.
WHO CARES?
Who does this matter to? Who is responsible?
Everyone! We expect everyone who enters our space to treat each other
with respect and dignity. This includes all members, staff, volunteers,
event renters, program participants, productions, guests and service
providers — that’s right: Everyone!
WHO BENEFITS FROM THIS?
You got it… Everyone! A welcoming, inclusive and safe environment is
beneficial to all who enter it. It’s not only a human right, but a road
to success. Diversity provokes discovery and ensures an environment
shaped by unique and varied perspectives — all of which are necessary
and welcome to the culture we curate at CSI.
WHAT IF I MAKE A MISTAKE?
We all make mistakes; we are human. Having said that, we ask that you
treat others with respect and dignity, with the aim to listen, to learn
and to grow. (Please see the “resolving an issue” section below).
BUT, WHAT’S CONSIDERED UNACCEPTABLE BEHAVIOUR?
The Toronto Tool Library at CSI is committed to a culture of diversity,
free of discrimination in which all individuals are treated with
respect, are able to contribute fully, and have equal
opportunities. We do not permit discrimination or harassment of
anyone in our space, such as:
Harassment: deliberate intimidation; stalking; following; harassing
photography or recording; disruption of events; aggressive, derogatory,
or threatening comments; and unwanted physical contact or sexual
attention.
Destructive behaviour: Damaging or altering any part of the building,
inside or out, including furniture, equipment, or other people’s
belongings
Physical violence: intentional or unintentional physical force,
statement, or behavior that is reasonable to interpret as a threat.
Anyone who believes they are at risk of violence including domestic
violence, must advise their employer and/or CSI. No physical aggression
will be tolerated in our space.
Psychological and Emotional Violence: characterized by a person
subjecting, or exposing, another person to behavior that may result in
psychological trauma, including anxiety, chronic depression, or
post-traumatic stress disorder.
Exclusionary actions: denying certain participants opportunities to
share views, skills and other contributions; and creating or reinforcing
an inequitable learning environment.
Oppressive behaviour: any conduct that demeans, marginalizes, rejects,
threatens or harms anyone on the basis of identity, background, race,
gender, socioeconomic status, appearance or ability.
Community Intentions:
Words can hurt and we try to take responsibility for the words that we
use and the harm that they might cause. This is a learning process for
many and we encourage you to be an active listener and seek to
grow. It is important to default to recognizing hierarchy, power
dynamics and privilege when addressing difficult issues. Default to
trusting the lived experiences of those you are speaking with; avoiding
defensive reactions, and remaining respectful when having difficult
conversations is key, and strongly encouraged! You can always ask
staff if you are unsure.
We ask that everyone who is a part of the Toronto Tool Library at CSI
take responsibility for their speech and behaviour and remains mindful
of:
Using words that are inclusive and avoiding exclusive language that is
racist, sexist, homophobic, xenophobic, classist, transphobic, cissexist
or ableist.
Always acting out of respect and concern for the free expression of
others (within the limits of this policy)
Actively listening to others, sharing speaking opportunities and not
dominating discussions.
Respecting physical and emotional boundaries. Always ask before
touching, and be thoughtful about discussing topics that may be
emotionally triggering.
Not making assumptions about identity, experiences, or preferred
pronouns.
Not engaging in favouritism
We invite you to humbly accept respectful correction (or correcting
yourself!), keeping in mind that the impact of your words on other
people is more important than your intent. In this way, we will all
learn and grow while building an inclusive community.
WHAT ARE THE STEPS TO RESOLVE AN ISSUE?
Anyone asked to stop unacceptable behavior is expected to comply
immediately. The Toronto Tool Library Management will investigate and
deal with all complaints or incidents in a fair, respectful and timely
manner. Information provided about an incident or about a complaint will
not be disclosed except as necessary to protect others in the space, to
investigate the complaint or incident, to take corrective action, or as
otherwise required by law.
If any issues or concerns, please be aware of our process:
1. An informal complaint: involves discussing the issues
with staff* to collaboratively understand and resolve the
issue(s).
2. A formal complaint process: must be put in writing and given
to a staff* member. The scope of the ensuing investigation or process
will be determined on a case-by-case basis.
3. Mediation: involves an objective third party. If
mediation is determined to be the appropriate process, a discussion
occurs with someone from the Inclusion, Diversity, Equity and
Accessibility Committee to select an appropriate trained mediator,
either internal or external depending on the nature of the complaint.
*Please note: if the nature of your issue involves a staff member,
please contact hr[at]torontotoollibrary.com.
