6.0 What To Do If You Experience Discrimination at Work: For Arts Sector Workers
This resource is for anyone working in the arts sector in Nova Scotia, including:
The information here applies to all types of work relationships, including full-time, part-time, temporary, and contract work. This means that even if you are hired for a short time or for a specific project, you still have the same rights as someone with a permanent job.
Knowing your rights arms you with the tools needed to fight against unfair treatment, while finding the support you are entitled to. It explains your rights under the Nova Scotia Human Rights Act, what discrimination is, and provides you with some clear steps on how to address this through direct communication or through a mediation process.
- Venue staff
- Artists
- Musicians
- Performers
- Consultants
- Workshop facilitators
- Anyone working in arts and music-related businesses
The information here applies to all types of work relationships, including full-time, part-time, temporary, and contract work. This means that even if you are hired for a short time or for a specific project, you still have the same rights as someone with a permanent job.
Knowing your rights arms you with the tools needed to fight against unfair treatment, while finding the support you are entitled to. It explains your rights under the Nova Scotia Human Rights Act, what discrimination is, and provides you with some clear steps on how to address this through direct communication or through a mediation process.
Have you been the target of workplace discrimination?
Experiencing discrimination can be very upsetting, and it can be scary to stand up for yourself, especially if you don’t know your rights or where to start. Here are clear steps you can take if you think you’ve been discriminated against at work.
Know your Rights
- Talk to someone you trust
- Reach out to someone you feel comfortable with, like a friend, family member, colleague, or union representative.
- They can offer support and help you decide what to do next.
Contact the Person Responsible (optional)
- If you feel safe doing so, try talking to the person who you believe is discriminating against you.
- Explain what’s happening, how it makes you feel, and what you’d like them to do to fix it.
- Writing down any agreement you come to and having everyone sign it can be helpful.
Filing an Inquiry with the Nova Scotia Human Rights Commission
If talking to the person is not an option or unsuccessful, you can contact the Nova Scotia Human Rights Commission. An inquiry is not a formal complaint. Your employer does not need to know about this. It’s a way to tell the Commission about what happened and see if your situation qualifies as a formal complaint.
Filling Out An Inquiry Form Online
The Commission staff will look at your situation and tell you if it meets the requirements to become a formal complaint. For example, it must involve a protected characteristic and have happened in the last 12 months.
You Can Use This Free Self-Assessment Tool To Help Determine If Your Complaint Is Eligible
You Can Download The Inquiry Form Here
You Can Use This Free Self-Assessment Tool To Help Determine If Your Complaint Is Eligible
You Can Download The Inquiry Form Here
What happens during the complaint process?
- If the Commission thinks your inquiry can be a formal complaint, they’ll help you file one.
- The Commission might try to help you and the other person resolve the issue through mediation.
- If that doesn’t work, your complaint could go to a Board of Inquiry, which is like a legal process that decides if discrimination happened.
You have legally protected rights.
- It’s against the law for anyone to retaliate against you for making a complaint.
- This means your employer or co-workers can’t punish you for speaking up about discrimination. If they do, you can report it to the Commission.
- Remember, you’re not alone and there are resources to support you.
Steps For Employers
As an employer in the arts sector, you have a legal responsibility to create a workplace free of discrimination and harassment. Some steps you can take:
- Work with your team to create clear policies and guidelines to address discrimination and harassment
- Make space for your staff who are part of marginalized communities to share their experiences to help guide you
- Inform your staff on the Human Rights Act, including the duty to accommodate.
- Take steps to make your workplace accessible to disabled people.
- Be proactive in addressing any concerns about discrimination or harassment.
Handling Concerns and Complaints
Not all uncomfortable or negative situations are discrimination. Sometimes, people may have disagreements or personality clashes that are not related to protected characteristics. No matter what the situation, if you receive a complaint, you must take it seriously.
- Listen to the person’s concerns.
- Investigate the matter thoroughly.
- Take appropriate action
It is illegal to retaliate against someone for making a complaint of discrimination or harassment.
Resources:
If you have questions about the Nova Scotia Human Rights Act, the duty to accommodate, or what constitutes as undue hardship, you can contact the Nova Scotia Human Rights Commission:
Website: https://humanrights.novascotia.ca
Phone: (902) 424-4111
Email: [email protected]
If you have questions about the Nova Scotia Human Rights Act, the duty to accommodate, or what constitutes as undue hardship, you can contact the Nova Scotia Human Rights Commission:
Website: https://humanrights.novascotia.ca
Phone: (902) 424-4111
Email: [email protected]
