Human Rights and Sports Obligations of Coaches On and Off the Field

Human Rights in Context The purpose of this session is to ensure that all managers and coaches: –Understand the definition of discrimination and harassment –Are familiar with instances of discrimination and harassment –Understand their responsibilities in ensuring the playing field is free from discrimination and harassment –Know where to go for further information or support

What is Discrimination? The Human Rights Code (the "Code") states that it is public policy in Ontario to recognize the inherent dignity and worth of every person and to provide for equal rights and opportunities without discrimination. The Code aims at creating a climate of understanding and mutual respect for the dignity and worth of each person so that each person feels a part of the community and feels able to contribute to the community. The Human Rights Code recognizes that discrimination occurs most often because of a person's membership in a particular group in society.

What is Discrimination? If a person faces discrimination on any of the prohibited grounds, then she or he will be protected by the Code. Some of the prohibited grounds are:  Race or colour  Ancestry  Place of origin  Ethnic Origin  Citizenship  Creed (religion or faith)  Sex or gender  Sexual orientation  Handicap (mental or physical disabilities)  Family status

What is Harassment? Unacceptable conduct or comment that might reasonably be expected to cause offence or humiliation to another person or might be viewed by an individual as placing an improper condition on their involvement or participation

What is Harassment? Harassment may take various forms but can be grouped into two broad categories: 1.Harassment of an individual or group based on any of the prohibited grounds of discrimination under the Ontario Human Rights Code. 2.Sexual harassment which is any conduct, comment, gesture or contact of a sexual nature (a) that is likely to cause offence or humiliation to any person or child; or (b) that might, on reasonable grounds, be perceived by that person or child as placing a condition of a sexual nature on participation or on any opportunity for training or promotion.

Examples of Harassment –Consistently calling team members names like four-eyes, sissy, cripple, fatso –Telling ethnic jokes –Patting a team member’s buttocks –Displaying pin-up posters in an office or the change room –Telling a racial or sexually suggestive joke

What Constitutes Harassment? –Harassment may include actions or behaviours such as: verbal or practical jokes, insults, threats, comments posters, pictures touching, stroking, pinching, pushing unwelcome sexual acts, propositions or innuendo offensive behaviours, such as leering physical assault, including sexual assault –Harassment can consist of a single incident or several incidents over a period of time. –Harassment is considered to have taken place if a reasonable person ought to have known that the behaviour was inappropriate and/or unwelcome

Why Be Concerned About Harassment? 1. Results-oriented reasons –Teammates who are subjected to such actions are not able to contribute their best to the team. –A negative or hostile playing environment impacts morale, productivity, results.

Why Be Concerned About Harassment? 2. Ethical Responsibility Values that govern our conduct: –respect for every individual –respect for the team –encouragement of creativity and excellence in everything we do

Why Be Concerned About Harassment? 3.Legal Responsibility The Ontario Human Rights Code applies to: –services, goods and facilities—including sports and recreation organizations and facilities

Liabilities –Damages may be assessed against: the individual harasser any member of the coaching staff who was aware of the harassment or might reasonably have been expected to be aware the organization

Team’s Responsibilities Provide a playing environment where team members can do their best work… –Three principles to guide or assist organizations in attaining due diligence are: Education  Policies or guidelines in place  Information sessions  Coaches or supporting adults as role models Investigation  Upon receiving a complaint, coaches must either undertake or proactively support a thorough and complete investigation Corrective action  Stop the behaviour  Discipline the behaviour if appropriate  Prevent its repetition

Coaches’ Responsibilities –Provide a playing environment where team members can do their best work –Educate your coaches and team members –Lead by example –Refuse to tolerate any actions or behaviours which could be construed as harassment –Take immediate action if you suspect or are made aware of any incident involving harassment –DOCUMENT !!!!

What if you become aware of discrimination or harassment?  Take action immediately to stop the harassment  Be considerate of their feelings  Ensure the discussion takes place in a private setting  Let the individual do the talking  Find out what happened  Document all discussions in detail  Remain neutral and impartial  Maintain confidentiality  Treat all allegations of harassment seriously and respectfully  Ensure that the investigation process protects the child

If Someone Approaches You About Your Behaviour Listen to the concern Take it seriously Stop the behaviour Seek education and advice to prevent recurrence Participate in an investigation if one should take place

Other Factors In addition to prohibitions on discrimination and harassment, coaches should be aware of other issues: –Bullying, intimidation –Racial slurs, sexual innuendos, inappropriate comments –Sexual harassment, sexual touching, moral corruption of minors –Obligation to accommodate (religious requirements, disabilities) –Need to provide inclusive environments and prevent poisoned environments

What to do on the Field - DON’Ts -make derogatory remarks about individuals or groups -allow discriminatory behaviour to occur -underestimate or pre-judge the contributions that different individuals can make -tolerate bullying or intimidating behaviour - DO’s - foster an inclusive environment that embraces differences and characteristics of individual team members - discourage racial slurs, sexual innuendos, inappropriate comments that will undermine an individual’s self worth - be fair in selection processes and involvement of all team members - consider the contributions that each team member can make - allow people to prove themselves and give them the chance to do so

…but above all... HAVE FUN!