At Act With Purpose International, the safety of our students, staff, guests, and anyone who interacts with our school and services is our utmost priority. At Act With Purpose International, we do not tolerate harassment or discrimination of any kind. We strive to make our studio, classes, and workshops a safe space for all. This policy states our commitment to the safety of our staff, clients, and guests at Act With Purpose International and to the Ontario Human Rights Act and the Occupational Health and Safety Act (OHSA).
Act With Purpose International does not allow for any harassment of any kind at our studio, such as any unwanted or unwelcome verbal, written, sexual, or physical behaviour. Intimidation, threats, hostility, or bullying of any kind will not be tolerated.
Discrimination based on race/colour, sex, religious beliefs, sexual orientation, gender identity/expression, nationality, disability, and any other characteristics under the law are prohibited.
Employees, students, and guests at our studio, classes, or workshops are expected to adhere to this policy.
At Act With Purpose International, we are dedicated to promptly receiving, addressing, and resolving any complaints. Complaints can be made through email to the Production Coordinator, Director of Marketing & Digital Strategy, or Studio Owner. Complaints are kept confidential, and we commit to investigating complaints in a timely and respectful manner. A complainant will not be penalized or face reprisal for filing a complaint or raising their concerns.
Production Coordinator – Oswald Hunter – support@actwithpurpose.world
Director of Marketing & Digital Strategy – Layla Ahmed – socials@actwithpurpose.world
Studio Owner – John Stevens – john@actwithpurpose.world
Act With Purpose International is committed to being a safe space for all actors, clients, employees, and guests. Here are some resources and organizations in the community:
AACE – Association of Acting Coaches & Educators AACE
ACTRA – Alliance of Canadian Cinema, Television and Radio Artists ACTRA Canada ACTRA Toronto
HAVEN Helpline – Harassment reporting line available to ACTRA, EQUITY and DGC members
ACTRA Toronto – Sexual Harassment Resources
ACTRA Toronto – Mental Health Support
Got Your Back – Canadian Training Institution Policies
Got Your Back – Canadian Theatre and Union Harassment Policies & Codes of Conduct
ACTRA Toronto – Best Practices in Scenes involving Nudity, Simulated Sex and Sexual Violence
Find Your Acting Class – Guidelines for Finding Your Class
Additional Regions:
UK/Ireland
United States (US)
Here is a basic outline of the process that will happen when an actor makes a formal complaint regarding harassment or discrimination about a studio, in accordance with an Anti-Harassment and Discrimination Policy:
Initiation: The actor (complainant) formally reports the complaint to the designated contact person or department.
Documentation: The complaint should be submitted in writing, detailing the nature of the harassment or discrimination, including dates, times, locations, and witnesses.
Receipt Confirmation: The designated contact acknowledges receipt in writing, usually within 48 hours.
Initial Assessment: Steps are taken to ensure the immediate safety and well-being of involved parties.
Immediate Action: If necessary, interim measures are taken (e.g., suspension of the accused, relocation of complainant).
Investigation Planning: Outline investigation scope, timeline, and assign investigators.
Gathering Evidence: Includes interviews, document review, and other relevant communications.
Confidentiality: Maintained to protect privacy and ensure a fair process.
Evaluation: Assess evidence and determine validity of complaint.
Report Preparation: Document process, findings, and conclusions.
Decision Making: Disciplinary or corrective actions may be taken.
Communication: Both complainant and accused are informed of the outcome.
Implementation of Actions: Ensure corrective measures are enacted.
Monitoring: Ongoing checks to prevent retaliation and ensure policy adherence.
Support Services: Counseling or legal support offered if necessary.
Review of Policies: Update the Anti-Harassment and Discrimination Policy as needed.
Case Closure: Formal closure when all steps are complete and issue resolved.
Documentation: All records of complaints, investigations, findings, and actions taken are securely stored in line with policy and legal standards.