CODE OF CONDUCT FOR PARTICIPATING IN SOUTH COAST WRITERS CENTRE ACTIVITIES  

summary 

So that we can create a safe and welcoming environment for all, the South Coast Writers Centre depends on participants in our activities behaving in a respectful manner towards each other and towards course leaders, event presenters, volunteers, staff, and members of the Committee of Management. 

purpose & scope

This policy outlines the behaviour expected of members and participants in SCWC organised activities.  It applies to all members of the SCWC Community and to all participants (whether paid or unpaid) in one-off or ongoing activities managed by the SCWC such as workshops, seminars and on-going groups.  

policy 

The SCWC is established to be a charity whose purpose is to advance culture by promoting public participation in literature. It does this through presenting a program of activities which support, teach and mentor members of the public in the literary arts.  For these activities to succeed, we need to create and share in a safe, diverse, inclusive and welcoming environment for all those within the SCWC Community.

Part of creating such an environment depends on participants maintaining acceptable standards of behaviour and behaving in a respectful manner to other members, participants, group leaders, presenters, facilitators and the general public. Specifically, participants should: 

  • Demonstrate respect and courtesy to employees, course leaders, event presenters, Committee of Management members, to other members of the SCWC Community and other participants 

  • Comply with any reasonable instructions given by employees, group leaders, Committee of Management members and contracted service providers  

  • Ensure their actions and statements are not discriminatory or harmful to others and do not undermine the SCWC’s commitment to fostering an inclusive and safe community (outlined in our Diversity and Inclusion Policy below) 

  • Ensure their actions do not cause disruption to the SCWC’s programs or other users of its facilities and services  

  • Ensure their actions do not put at risk the safety of staff, contracted service providers or other users of facilities and services 

  • Ensure their actions do not cause damage to the SCWC premises or their contents 

  • Ensure their actions do not harm the operations or reputation of the SCWC or bring the SCWC into disrepute. 

In accordance with the Constitution of the SCWC, failure to comply with any of the conditions in this Code of Conduct may be grounds for expulsion or suspension of membership. 

process 

Where a participant who is not a member of the SCWC and behaves in a way contrary to this code they may be refused permission to participate in other activities at the discretion of the Director.  Where a participant is a member of the SCWC and behaves in a way contrary to this code, their membership may be suspended or withdrawn as determined by the Committee of Management as outlined in the Constitution of the SCWC.   

Diversity and Inclusion Policy  

1.0 Guiding Principles 

The South Coast Writers Centre (SCWC) defines ‘diversity’ as the recognition of the differences between all people in an organisation or community, which includes differences in gender, race, background, beliefs, age, ability, and more. The SCWC defines ‘inclusion’ as recognition of the value of these differences and the purposeful support of, and engagement with, diversity with the intention of strengthening connections and promoting equity within an organisation or community.   

The SCWC is committed to providing a diverse, inclusive and welcoming environment for all those within the SCWC community, including but not limited to: 

  • Course and event participants (whether SCWC members or not) 

  • Members  

  • Interns, volunteers, work experience students and anyone else acting in an unpaid capacity  

  • Employees (including full-time, part-time and casual)  

  • Committee of management members  

  • Course leaders and event presenters 

  • Where appropriate, contractors and their associated workers. 

The SCWC strives for a diverse and inclusive culture, one that is free of discrimination, harassment and bullying. The SCWC will not tolerate discrimination against, harassment or bullying of, any person in any venue or environment in which the SCWC is operating, as this behaviour undermines the professional norms that underpin all literary and intellectual exchanges, and all professional and personal development. Such discrimination, harassment or bullying also undermines equal access to, and enjoyment of, the literary, intellectual and educational activities offered by the SCWC.  

Everyone in the SCWC community, or wishing to join the SCWC community, is entitled to respect and the SCWC works toward improving recognition of, involvement of, and support for those from under-represented groups. The SCWC seeks to remove barriers that prevent people from participating in the SCWC community.   

Across the wide range of SCWC programs, courses and events, we are committed to reflecting the diversity of the communities within all regions of the SCWC’s reach. 

2.0 Purpose 

This policy outlines to the SCWC community the parameters and situations within which decisions and actions regarding diversity and inclusion take place.   

3.0 Scope 

This policy specifically relates, but is not limited to, the inclusion of: 

  • Aboriginal and Torres Strait Islander people 

  • People of all genders 

  • LGBTQI+ people 

  • People of diverse faiths and belief systems 

  • Culturally and linguistically diverse people 

  • People of colour and people of diverse ethnic and national backgrounds 

  • People regardless of citizenship status  

  • People of all ages 

  • People with physical or mental disabilities 

  • People with familial or carer commitments 

  • People of diverse socioeconomic status. 

This policy applies to all people within the SCWC community. 

This policy applies at all times, including: 

  • When working at the SCWC premises or off-site, at all types of SCWC events, courses or functions, promotional activities, conferences, seminars or training sessions or any other activities connected to the SCWC in any way 

  • In all uses of social media, electronic and printed communications 

  • In all interactions with the broader public and media 

  • In all aspects of employment, recruitment and selection, conditions and benefits, training and promotions, task allocation, shifts, hours, timetabling, leave arrangements, workload, equipment and transport.  

4.0 Building a culture of respect  

SCWC encourages all employees, members, volunteers and others to undertake appropriate cultural awareness training to support diversity and inclusive practices.  

In addition to adherence to the terms of this diversity and inclusion policy, the SCWC requires that SCWC associates and participants at all venues and in all environments proactively undertake to establish a culture of respect in which all feel welcomed and included. The SCWC believes that an overriding culture of respect will not only help to ensure that all feel welcome but will also provide the best possible environment for sharing and exchange.  

Further, the SCWC requires all SCWC associates and participants in all venues and in all environments to be aware of situations, actions or language that may have the effect of making others feel unwelcome or disrespected and, if appropriate, bring attention to such behaviour as and when these situations, actions or language are observed.  

The SCWC encourages all associates and participants to be reflective about their language and attitudes and to strive to ensure that their biases, both explicit and implicit, do not contribute to an environment that may be perceived by some as contrary to supporting diversity and inclusion.  

5.0 Legislative context  

In Australia it is unlawful to discriminate in certain areas of public life based on a number of protected attributes, including age, disability, race, sex, intersex status, gender identity and sexual orientation. Australia’s anti-discrimination laws are outlined in the Australian Government Guidelines on the Recognition of Sex and Gender (https://www.ag.gov.au/rights-and-protections/publications/australian-government-guidelines-recognition-sex-and-gender) as well as the following Australian Government legislation: 

  • Age Discrimination Act 2004 

  • Disability Discrimination Act 1992 

  • Racial Discrimination Act 1975 

  • Sex Discrimination Act 1984. 
     

In New South Wales anti-discrimination legislation is contained in the Anti-Discrimination Act 1977 https://legislation.nsw.gov.au/view/html/inforce/current/act-1977-048. 

Discrimination occurs when someone is treated unfairly because of a particular personal characteristic. It can be direct or indirect. Indirect discrimination is treatment which appears to be equal but is in fact unfair for certain people. To be considered unlawful, discrimination must also be unreasonable. Further information on discrimination is available on the Australian Human Rights Commission website(https://humanrights.gov.au).  

Discrimination associated with one of the groups specified in 3.0 above is unlawful and can expose both individuals and the organisation to legal liability. 

6.0 Promoting diversity and inclusion 

We encourage and support the SCWC community to: 

  • Contribute to an inclusive, supportive and productive workplace and program culture. Consequently, the SCWC community is expected to always demonstrate respectful behaviour. Discrimination, harassment, bullying or victimisation will not be tolerated. 

  • Where appropriate, participate in training which assists in creating a strong, diverse and inclusive work and community culture, and integrate this learning into all SCWC activities. 

  • Collaborate and communicate within the SCWC community as relevant to ensure a mutual understanding of diversity and inclusion within the community. 

  • Share SCWC’s discrimination and inclusion values and ethos across the workplace and community. 

  • Create a supportive culture where we can educate ourselves and grow together within the SCWC community. 

7.0 Responsibilities of the SCWC management team 

The SCWC management team (comprising the Director, and the Committee of Management) endeavours to: 

  • Provide opportunities for staff and Committee of Management diversity and inclusion training  

  • Demonstrate the above principles  

  • Support employees and the SCWC community to embrace policy principles 

  • Consider diversity and inclusion principles in all decision-making situations, including adhering to Australian Standards relating to physical accessibility when making decisions about buildings and infrastructure(including offices and venues used by the SCWC) 

  • Provide the diversity and inclusion policy to all group leaders, facilitators and contractors with links to appropriate training. 

7.1 Complaints 

Bullying, harassment, discrimination, vilification and coercive speech to insight discrimination or vilification are acts of misconduct. This conduct is unacceptable regardless of intention.  

The SCWC management team will investigate claims of misconduct, and will seek external oversight wherever possible. If the SCWC determines that misconduct has occurred, all reasonable steps will be taken to ensure the misconduct ceases and the complaint is resolved in a satisfactory way. If appropriate, the person or persons responsible will be disciplined in accordance with the SCWC Complaints Policy. 

7.2 Review of policy 

The SCWC management team will review this policy as needed and subject to changes in legislation.  

We welcome feedback on this policy and will endeavour to make any changes to bring the SCWC as close as possible to realising a more diverse and inclusive environment free from discrimination and harassment.