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Here at Pi Theatre, we are committed to fostering a work environment which is safe, healthy, and free from harassment and discrimination. Where people can feel empowered to do their best work, contribute fully, and feel that their seat at the table is important.

We value a workplace which is inclusive and we strive to maintain a supportive space for all. We are committed to actively including all peoples regardless of their age, culture, abilities, ethnic origin, gender, gender identity/expression, sexuality, nationality, race, religion, education, and socioeconomic status.  

Everyone who is employed by Pi Theatre or engages with us is expected to be considerate and respectful of others. Our aim is to set a high standard of communication which will be carried forward to our community, creating a more inclusive and creative environment in which to work, live, and play.
In order to facilitate our ideal work environment, we adhere to a combination of internal and external policies. On this page you'll find two of those policies: our Anti-Harassment Policy, as well as our COVID-19 Health and Safety Guide. Externally, we adhere to Equity's "Not In Our Space", as well as ActSafe's Healthy Workplace guidelines, among others."

Pi Theatre covid-19
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Pi Theatre – COVID-19 Safety Plan for Productions 

This COVID-19 safety plan will be enforced in conjunction with the policies of any venues we occupy, as well as provincial health regulations. 

General guidelines: 

  • All persons must be fully vaccinated against COVID-19 to enter any space where Pi is doing work, and to enter performance venues (as per Provincial Health requirements).
  •  Proof of vaccination must be provided to Pi prior to the commencement of work/rehearsals.
  • Stay home if you are sick, have been a confirmed close contact of someone who has tested positive for COVID-19, or if you are presenting any of the following symptoms: fever, difficulty breathing, sore throat, cough, extreme fatigue, loss of sense of taste or smell,
  •  Perform a self-assessment before arriving at the workspace to ensure you are well enough to enter. The online self-assessment can be found here: https://bc.thrive.health/covid19/en
  • Masks must be worn at all times when indoors, and we encourage you to keep masks on even if chatting outdoors.
  • Medical grade masks are strongly encouraged, and will be supplied by Pi in the work/rehearsal space. Cloth masks, bandanas, scarfs, face shields, etc. are not sufficient for curbing transmission.
  • Unnecessary physical contact is to be avoided at all times.
  • Appropriate physical distancing of at least 6 feet is to be employed whenever possible within the constraints of the rehearsal process.
  • Frequent hand washing and sanitizing is strongly encouraged.
  • We will be strictly adhering to capacity limits in any space we occupy.
    Workspace/Rehearsal Room Sanitation:
  • High-touch areas (doorknobs, taps, etc.) in the work/rehearsal space will be sanitized at the beginning of the day, during the meal break, and at the end of the day by Stage Management.
  • A sanitation station featuring hand sanitizer and disinfectant wipes will be easily accessible.
  • All persons entering the work/rehearsal space are required to sanitize their hands upon entry,
    and if wearing a cloth mask, switch to one of the medical grade masks provided.
    Meal Breaks/Greenroom/Dressing room conduct:

Masks may only be removed when eating or drinking. While doing so, ensure that you are appropriately distanced from others around you, and announce to the room before removing your mask. 

Pi Theatre COVID-19 H&S Policy – Updated January 2022 

  •  Eating meals may only happen outdoors or in designated break areas, respecting posted capacities.
  • No sharing of food or drink at any time.
  • Wipe and disinfect your own workstation frequently.
  • A sanitation station featuring hand sanitizer and disinfectant wipes will be easily accessible in
    break areas.
    Tech/Performance:
  • Masks are to be worn during the entirety of the Tech period, up until Dress Rehearsal.
  • Masks are only to be removed immediately before entering the playing space, and are to be put
    on promptly upon exiting.
  • Equipment such as microphones will not be shared between performers.
  •  Please avoid handling any props used by another actor, and anything regularly handled by the venue crew.
    Reporting:
  •  If you feel unwell, please self-isolate immediately, and seek medical attention if necessary.
  • If you feel unwell (following the above steps), please report as soon as possible to the Stage Manager.
  • In the event of a suspected or confirmed positive case, or if you have been a close contact of someone with a suspected or positive case, please report immediately to the Stage Manager.
  • SM will thoroughly document any and all reports.
  • SM shall report any confirmed or suspected cases to Libby at Pi, who will contact the venue.
  • Next steps will be communicated based on provincial health regulations.

Pi Theatre COVID-19 H&S Policy – Updated January 2022 

Pi Theatre – COVID-19 Safety Guidelines for Audiences 

Pi Theatre is committed to fostering a safe environment for all those who engage with our work. Our guidelines for audience members are informed by BC Public Health Requirements, and are subject to change based on the policies of the venues we work in. 

General guidelines: 

  •  All persons must be fully vaccinated against COVID-19 to enter any space where Pi is doing work, and to enter performance venues (as per Provincial Health requirements). Proof of vaccination and government ID is required for entry.
  • Stay home if you are sick, have been a confirmed close contact of someone who has tested positive for COVID-19, or if you are presenting any of the following symptoms: fever, difficulty breathing, sore throat, cough, extreme fatigue, loss of sense of taste or smell,
  • Perform a self-assessment before leaving your home to ensure you are well enough to attend the Theatre. The online self-assessment can be found here: https://bc.thrive.health/covid19/en
  • Masks must be worn at all times when indoors, and we encourage you to keep masks on even if
    chatting outdoors.
  • Medical grade masks are strongly encouraged. Cloth masks, bandanas, scarfs, face shields, etc.
    are not always effective at preventing the spread of COVID-19.
  • We request that unnecessary physical contact is avoided at all times.
  • Appropriate physical distancing of at least 6 feet is to be employed whenever possible.
  • Frequent hand washing and sanitizing is strongly encouraged.
  • We will be strictly adhering to capacity limits in any space we occupy.
  • Please arrive no more than 10 minutes early for the show.
  • Please vacate the space promptly upon the end of the performance.
  • We request that audience members do not linger to speak to the cast or crew.
    Reporting:

If after attending a Pi event you are feeling unwell, or learn that prior to attending you had been exposed to a confirmed or suspected case of COVID-19, please contact info@pitheatre.com as soon as possible. 

Pi Theatre harrasment policy
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Pink Ink Theatre Productions Association Harassment Policy 2021/22 

Pi Theatre is committed to providing an environment free of discrimination and harassment, where all individuals are treated with respect and dignity, can contribute fully, and have equal opportunities. 

Every person has the right to be free from harassment and discrimination. Harassment and discrimination will not be tolerated, condoned or ignored at Pi Theatre. If a claim of harassment or discrimination is proven, disciplinary measures will be applied, up to and including termination of employment. 

Pi 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 for barriers to participation
  • roviding an effective and fair complaints procedure
  • promoting appropriate standards of conduct at all times.

2. The objectives of this Policy are to:

  1. Make sure that staff, artists, associates, and participants of Pi Theatre are aware that harassment and discrimination are unacceptable practices and are incompatible with the standards of this organization, as well as being a violation of the law.
  2. Set out the types of behaviour that may be considered offensive and are prohibited by this policy.
  3. Outline to procedure for investigation if an incident arises and/or a complaint is made.
  4. Maintain accordance with Equity's "Not In Our Space" Policy.

3. Applying this policy

The right to freedom from discrimination and harassment extends to all employees, including full-time, part-time, temporary, probationary, casual and contract staff, as well as volunteers, co-op students, interns and associates. 

It is also unacceptable for members and associates of Pi Theatre to engage in harassment or discrimination when dealing with audiences, or with others they have professional dealings with. 

This policy applies at every level of the organization and to every aspect of the workplace environment and employment relationship, including recruitment, selection, training, salaries, benefits and termination. 

This policy also applies to events that occur outside of the physical workplace- such as opening night gatherings. 

4. Protections/Protected Groups 

This policy prohibits discrimination or harassment based on the following grounds, and any combination of these grounds: 

  • Age
  • Creed (religion)
  • Sex
  • Pregnancy and breastfeeding
  • Sexual orientation
  • Gender identity
  • Gender expression
  • Family status
  • Marital status
  • Disability (including but not limited to mental, physical, developmental or learning disabilities)
  • Race
  • Ancestry
  • Place of origin
  • Ethnic origin
  • Citizenship
  • Colour
  • Record of offences (criminal conviction for a provincial offence, or for an offence for which a pardon has been received)
  • Having an association or relationship with a person who is a member of one of the groups listed above
  • Perception that one of the above grounds applies
  • 5. Key concepts
    It is important to note that people experiencing harassment may not outwardly object to the harassing comments or conduct. People may feel unable to object. For example, they may be in a vulnerable situation and be afraid of the consequences of speaking out. It doesn’t matter if someone voices objections or not to the person making the unwelcome comments – they can still make a complaint and the behaviour can still be found to be harassment.

The following behaviour is prohibited: 

Discrimination: means any form of unequal treatment based on any of, or a combination of, the above listed grounds, whether imposing extra burdens or denying benefits. It may be intentional or unintentional. It may involve direct actions that are discriminatory on their face, or it may involve rules, practices or procedures that appear neutral, but disadvantage certain groups of people. Discrimination may take obvious forms, or it may happen in very subtle ways. Even if there are many factors affecting a decision or action, if discrimination is one factor, that is a violation of this policy. 

Harassment: means a course of comments or actions that are known, or ought reasonably to be known, to be unwelcome. It can involve words or actions that are known or should be known to be offensive, embarrassing, humiliating, demeaning or unwelcome, based on a ground of discrimination identified by this policy. Harassment can occur based on any of the grounds of discrimination. 

Examples of harassment include: 

  • Epithets, remarks, jokes or innuendos related to a person’s race, gender identity, gender expression, sex, disability, sexual orientation, creed, age, or any other ground
  • Posting or circulating offensive pictures, graffiti or materials, whether in print form or via e-mail or other electronic means
  • Singling out a person for humiliating or demeaning “teasing” or jokes because they are a member of a protected group
  •  Comments ridiculing a person because of characteristics that are related to a ground of discrimination. For example, this could include comments about a person’s dress, speech or other practices that may be related to their sex, race, gender identity or creed.
    If a person does not explicitly object to harassing behaviour, or appears to be going along with it, this does not mean that the behaviour is okay. The behaviour could still be considered harassment. 


6. Handing disputes, making complaints


If you witness or are on the receiving end of any form of inappropriate behaviour or speech (including but not limited to the examples discussed above), please feel free to address the situation directly if you are comfortable doing so. If not, please reach out to any Pi staff member by speaking to us directly, or by emailing libby@pitheatre.com or richard@pitheatre.com. 

  • If you feel uncomfortable taking your concern to a Pi staff member for any reason, please contact our board President Darren Mercer (darrenmercer@me.com). 
  • We ask that you refrain from any kind of public shaming in person or through social media, as this has the potential to shut down necessary dialogue.
    All complaints will be addressed in a timely manner, investigated thoroughly, and dealt with accordingly. 


7. The Investigation Process


Any complaint of harassment and/or discrimination must and will be investigated. If Pi staff learn that harassment or discrimination is taking place, whether a report has been made or not, we still have a legal obligation investigate. It is important to note that this legal obligation to investigate remains even if it is stated by the individual that they do not want the issue investigated. 

Each investigation will look different based on the nature of the complaint, but all investigations will prioritize confidentiality, privacy, fairness, sensitivity, and consistency. All investigations will be handled by a neutral party, including external investigators if necessary. There will always be two individuals conducting meetings; one to interview and the other to take notes. 

The general structure of the investigation process can be found below. This is informed by “Respectful Workplaces in the Arts”, as well as the “CHRC HR Management Toolkit”. 

1. Preparation 

  • The receiver of the complaint (Pi Staff or board member) plus a note-taker will meet with
    the concerned party about the nature of their complaint. Together the two parties will identify the issue, discuss any complications, identify goals for the investigation as well as the scope and scale of the investigation, and determine whether an outside investigator is necessary.
  • This stage also involves discussion of any legal requirements, and/or union requirements pertinent to the investigation.
  • Given that we are a small organization and typically work in small teams- the complainant or respondent may [if legally permissible] be placed on paid administrative leave until such a time as a determination is made upon the completion of the investigation. 
  • 2. Fact-Gathering
  • Interviews will be conducted by the investigator (with a note-taker present). The
    investigator will interview the complainant, and any relevant witnesses. Only relevant
    information will be disclosed to witnesses.
  • A summary of allegations will be supplied to the respondent at least 24 hours before their
    meeting with the investigator so that they may reflect and consider their response.
  • After the interview with the respondent, witness statements will be crafted using the notes
    gathered in interviews. Witnesses will then review these statements to ensure their
    accuracy.
  • Any relevant documents (emails, texts, social media posts) will be collected and reviewed by
    the investigator.
  • Investigator will identify if there is any missing information, and conduct additional
    interviews or follow-ups as necessary.

3. Reporting and Decision-Making 

  • Using the information gathered in the last stage, the investigator will craft a report using the
    facts available to them. This report will include a summary of the allegations, a summary of the evidence, and if there is conflicting evidence- whether and why they prefer one version of events over the other.
  • The investigators findings will be delivered to Pi’s Board President, or to the Vice-President (should the President not be a neutral party).

Involved parties will be informed of the outcome of the investigation in writing, with an explanation of how the outcome was reached. 

4. Moving forwards 

  • If the complaint is substantiated, the negative impact of the event on the complainant will  be addressed, along with disciplinary measures for the respondent.
  • Pi will take steps to prevent future wrongful acts, such as making revisions to policies, workplace training, etc
  • If necessary; Pi will support relationship rehabilitation between the complainant and the respondent.
  • If you have any questions or concerns about the process of reporting and investigating, please reach out
    to info@pitheatre.com.