Safe(r) Space Policies

Intrepid Theatre is dedicated to creating a safe, fun and creative space for everyone. We are devoted to providing an environment free of discrimination, violence and harassment, where all individuals (volunteers, audience, artists, board and staff) are treated with respect and dignity, can contribute fully and have equal opportunities. We are committed to do all we can to make our festivals and events an inclusive environment for everyone. Read our full policies below.

Safe(r) Spaces: Intrepid Theatre’s Anti-Discrimination + Harassment Policy + Procedure

Intrepid Theatre is committed to a healthy, respectful, inclusive, harassment-free work environment for all individuals. We build and promote a climate of understanding and mutual respect where all individuals are equal in dignity and rights. Under the BC Human Rights Code, every person has the right to be free from harassment and discrimination. Harassment in any form will not be tolerated. This policy is intended to prevent harassment, and to deal quickly and effectively with any incident that may occur.

Intrepid Theatre is committed to a comprehensive strategy to address harassment and discrimination, including:
– providing training and education to make sure everyone knows their rights and responsibilities
– regularly monitoring organizational systems and this policy to ensure they are up to date
– providing an effective and fair complaints procedure
– promoting appropriate standards of conduct and a culture of inclusivity at all times.

The Managing Director ( and the Producer ( will be responsible for making decisions related to this policy.

This policy applies to all current employees of Intrepid Theatre including full and part-time, casual, contract, permanent and temporary employees, and to all persons who attend any of Intrepid Theatre’s workspaces (including without limitation, festival offices, theatre venues, special event spaces and outdoor spaces), including without limitation, patrons, volunteers, artists and other third party participants, independent contractors, and members of the Board of Directors.

Grounds of Discrimination
The BC Human Rights Code defines discrimination as when an individual, or a group of individuals, have been singled out and treated adversely or differently than others due to characteristics such as race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex, sexual orientation, gender identity or expression, or age.

Discrimination can take the form of harassment, discriminatory publications or hate propaganda, or negative differential treatment.

Definition of Harassment

  1. Harassment based on Grounds of Discrimination is behaviour directed to an individual that
  • is abusive or demeaning; and
  • includes a direct or indirect reference to a Ground of Discrimination; and
  • would be viewed by a reasonable person experiencing the behaviour as creating an intimidating, humiliating or hostile environment.
  1. The BC Human Rights Code defines harassment to include:

    • verbal abuse or threats;
    • unwanted touching, patting or other physical contact;
    • persistent unwelcome invitations or requests, whether direct or indirect;
    • conduct or comment which is intended to, or has the effect of, creating an intimidating, hostile, or offensive environment.

    3. WorkSafeBC further defines bullying and harassment:

    • to include any inappropriate conduct or comment by a person towards a worker that the person knew or reasonably ought to have known would cause that worker to be humiliated or intimidated, but
    • excludes any reasonable action taken by Intrepid Theatre or a supervisor relating to the management and direction of workers or the place of employment.

    Additional examples include: micro aggressions; displaying offensive signs or images; practical jokes that result in awkwardness or embarrassment; derogatory remarks, jokes, innuendo or taunts; condescension or paternalism which undermines self-respect. The behaviour need not be intentional to be considered harassment.

Sexual Harassment Definition

Is defined as behaviour of a sexual nature by an individual

  • who knows or ought reasonably to know that the behaviour is unwanted or unwelcome; and
  • leads to or implies job-related consequences for the person harassed; or
  • would be viewed by a reasonable person experiencing the behaviour as creating an intimidating, humiliating or hostile environment.

Examples of sexual harassment can include any form of sexualised violence including unwelcome sexual advances whether verbal or physical or any form of unwelcome non-consensual behaviour; ‘dirty’ jokes; comments, suggestions, innuendoes, requests or demands of a sexual nature or that objectify another person. The behaviour need not be intentional to be considered sexual harassment.

Personal Harassment

Behaviour directed towards individuals that would be characterized by a reasonable person as:

  • abusive and demeaning; and
  • threatening or intimidating; and
  • creating an intimidating, humiliating or hostile environment.

In addition, Personal Harassment must either abuse the power one individual holds over another or misuse authority or constitute a pattern of mistreatment.

Personal Harassment is not:

  • interpersonal conflict or disagreement;
  • the use of appropriate evaluation or discipline; or
  • action where the harm by any objective standard is fleeting.

Procedures For Filing A Harassment Complaint 

  1. A person may file a harassment complaint by contacting the Producer or Managing Director
  2. The complaint may be verbal or in writing
  3. If the complaint is made verbally, the Producer or Managing Director will record the details provided by the person
  4. The person should be prepared to provide details such as what happened; when it happened; where it happened; how often and who else was present (if applicable). Complaints should be made as soon as possible but no later than within one year of the last incident of perceived harassment, unless there are circumstances that prevented the person from doing so.
  5. The complaint will be acknowledged by the staff member within 2 days.
  6. The Producer or Managing Director will tell the person that the harassment complaint has been made against, either in writing or in person, that a harassment complaint has been filed. Where applicable, they will also provide details of the allegations that have been made against them.
  7. The Producer or Managing Director will advise both parties of the timeframe within which the complaint will be addressed and/or resolved. If either party to a harassment complaint believes that the complaint is not being handled in a timely manner, they should contact the Producer or Managing Director.

Responsibility of Management

It is the responsibility of any person within this company in a supervisory capacity of one or more people to take immediate and appropriate action to report or deal with incidents of harassment of any type whether brought to their attention or personally observed. Under no circumstances should a legitimate complaint be dismissed or downplayed nor should the complainant be told to deal with it personally.

Further redress

Anyone who is not satisfied with the outcome of the harassment complaint process may file a discrimination complaint with the BC Human Rights Tribunal.

Enquiries about this policy and related procedures can be made to Producer, Emmett MacMillen ( or to Julie Haddow, Managing Director (

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Intrepid Theatre is located on the lands of the Lekwungen People, now known as the Songhees and Esquimalt Nations. We give our thanks and respect to the stewards of these lands, and to elders, past, present and future.