Hi James S., this is a lovely comment. Please keep me updated on how GWWC’s safeguarding, whistleblowing and harassment policies support and encourage things like seeking accountability and sharing courageously/honestly. I can’t find them on the website very easily anymore, but I’m sure I just misplaced the link.
Could you let all of us know whether GWWC currently participates in any practises like:
external mediation or investigation of discrimination/harassment complaints
transparently discussing any suspected or alleged discrimination/harassment separately with each party to the issue before decisions
discussions with employees from experiences of trauma/marginalization/neurodivergence about how to proactively support them
as well as during any conflicts, asking whether experience with trauma/marginalization/neurodivergence is affecting their experience/communication and what equity would look like from their perspective
trauma-informed external training of supervisors on recognizing signs of mental health crises and referring exclusively to qualified, external support
a policy to flag and prevent internal conflicts of interest, including but not limited to coworkers also being each other’s:
roommates
partners
family members
1-1 peer support providers
an internal policy against NDAs, or at least ones that
prevent a person from bringing forth claim’s with their country’s human rights tribunals
prevent a person from discussing any and all particulars of their situation with a licensed clinical counsellor, doctor, nurse, victim service provider, etc. in their region
never expire
(All of these NDA “not-best practises” are just taken from this proposed bill that I helped petition for at Vancouver Pride a couple of years ago when I was volunteering with the BC Greens under their leader at the time, the sponsor of this bill, Sonia Furstenau.)
(Also inspired by this resolution from the Canadian Bar Association which was carried, overwhelmingly, back in 2023.)
It would be great if you could address these potential strategies for preventing harassment and discrimination in our community.
James, you and Sjir were particularly supportive to me when I left GWWC, and I am very grateful for you both. I continue to structure my giving around the GWWC principles, even though I ended my pledge.
For good measure of course, it would be great to hear from CEA, AIM, and any other large orgs in our community about their policies regarding discrimination/harassment, training and support from external experts in supporting members of marginalized communities, COIs, and NDAs. But just seeing your supportive comment here, I am especially interested in all of us being able to hear about how GWWC models this.
I would appreciate if people downvoting this could leave a comment about whether you disagree that these are potentially helpful policies, or if you are under the impression that I am choosing the most visibly supportive people to put on the hot-seat, or something else.
Hi James S., this is a lovely comment. Please keep me updated on how GWWC’s safeguarding, whistleblowing and harassment policies support and encourage things like seeking accountability and sharing courageously/honestly. I can’t find them on the website very easily anymore, but I’m sure I just misplaced the link.
Could you let all of us know whether GWWC currently participates in any practises like:
external mediation or investigation of discrimination/harassment complaints
transparently discussing any suspected or alleged discrimination/harassment separately with each party to the issue before decisions
discussions with employees from experiences of trauma/marginalization/neurodivergence about how to proactively support them
as well as during any conflicts, asking whether experience with trauma/marginalization/neurodivergence is affecting their experience/communication and what equity would look like from their perspective
trauma-informed external training of supervisors on recognizing signs of mental health crises and referring exclusively to qualified, external support
a policy to flag and prevent internal conflicts of interest, including but not limited to coworkers also being each other’s:
roommates
partners
family members
1-1 peer support providers
an internal policy against NDAs, or at least ones that
prevent a person from bringing forth claim’s with their country’s human rights tribunals
prevent a person from discussing any and all particulars of their situation with a licensed clinical counsellor, doctor, nurse, victim service provider, etc. in their region
never expire
(All of these NDA “not-best practises” are just taken from this proposed bill that I helped petition for at Vancouver Pride a couple of years ago when I was volunteering with the BC Greens under their leader at the time, the sponsor of this bill, Sonia Furstenau.)
(Also inspired by this resolution from the Canadian Bar Association which was carried, overwhelmingly, back in 2023.)
It would be great if you could address these potential strategies for preventing harassment and discrimination in our community.
James, you and Sjir were particularly supportive to me when I left GWWC, and I am very grateful for you both. I continue to structure my giving around the GWWC principles, even though I ended my pledge.
For good measure of course, it would be great to hear from CEA, AIM, and any other large orgs in our community about their policies regarding discrimination/harassment, training and support from external experts in supporting members of marginalized communities, COIs, and NDAs. But just seeing your supportive comment here, I am especially interested in all of us being able to hear about how GWWC models this.
Thanks so much!
I would appreciate if people downvoting this could leave a comment about whether you disagree that these are potentially helpful policies, or if you are under the impression that I am choosing the most visibly supportive people to put on the hot-seat, or something else.