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. IBPOC folks, LGBTQIA2S+ folks, and persons with a disability have been historically excluded from our industry, and we strive to be part of a force which dismantles these systemic inequalities.
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 and live.
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 Race, Equity, and Diversity Action Plan, our Anti-Harassment Policy, and our Accessibility Plan. Externally, we adhere to Equity's "Not In Our Space", as well as ActSafe's Healthy Workplace guidelines, among others.
Updated: July 2024
Preamble
It is widely understood that systemic discrimination exists in Canada, intentionally aimed at IBPOC and LGBTQIA2S+ individuals, folks with disabilities, and others. The colonial institutions our country is built on were designed to erase identities, voices, as well as practices which do not align with their standards. At Pi, our goal is to be part of a force which seeks to dismantle these systemic inequalities.
This policy is designed to help us craft the future we want to see by opening up dialogue around sensitive issues, providing opportunities, challenging stereotypes, honoring peoples lived experience and intersectionality, and addressing discrimination head-on. We want all of our artists, staff, and associates to have access to an environment where they can grow, develop, and do their best work free from the barriers often faced by people who are categorized as “other” by the dominant paradigm.
As we are constantly learning, growing, and responding to the evolving needs of our community- this will be a living document which receives regular updates. If you have any feedback about what you see in this document, or other thoughts you’d like us to hear, please feel free to reach out to Pi’s General Manager, Libby Willoughby, via email at libby@pitheatre.com. We are always happy to connect with you.
Contents
This action plan lays out several actions/goals that Pi Theatre will work toward in the comingtwo years. Included in the breakdown of each year’s actions (if applicable) are: key objectives,component tasks, responsible personnel, as well as any success criteria for each action. As partof this plan, we have prioritized what we feel are the most pressing objectives, but weacknowledge that there is always more work to do.
The contents of this action plan come from several places:
A key objective for Pi Theatre is to ensure that our productions, programs, employment, and volunteer opportunities are accessible to all individuals, including people with disabilities.
Building on a firm foundation of commitment to accessibility, we continue to identify, prevent, and remove barriers to participation on an ongoing basis. We work in partnership with staff, volunteers, visitors, and the community at large to meet, and where possible exceed, the requirements of folks with barriers to access; and to demonstrate Pi’s commitment to access and inclusion. The limitations imposed upon us by budget constraints mean we cannot provide all the services we would like to at all times, but we are continuing to work on methods to better serve patrons with all manner of disabilities and special needs.
At this time, Pi Theatre strives to identity and remove barriers to access in the following ways:
ASL Interpretation
American Sign Language Interpreted Performances are available at select performances for Deaf or hard-of-hearing audiences. For in-person performances, reserved seats are available for audience members who will be using the services of the interpreters.
Closed Captions
Closed captioning is available at selected Pi Theatre’s digital shows for Deaf or hard-of-hearing audiences. Captions are displayed in English and can be toggled on and off by audience members in the media player. We’re also investigating the possibilities of surtitles for live performances.
Vocal Eye
Vocal Eye is designed to make the arts more accessible for persons who are blind or partially sighted. Vocal eye is available at select performances to help serve this community.
Relaxed Performances
Relaxed performances are designed to welcome patrons who may benefit from a less restricted audience environment. Patrons of all abilities are welcome, including those with sensory processing conditions, autism, social anxiety, Alzheimer’s, PTSD or dementia. There will be a relaxed attitude to noise and movement within the auditorium, and some minor production changes may be made to reduce the intensity of light and startling effects. During the performance, patrons may leave and re-enter the theatre as required, and quiet spaces are provided in our lobbies.
These shows are for anyone. Many other people may choose to attend a relaxed performance, either as an access requirement or because they like the inclusive environment. We work a relaxed performance in to our runs where appropriate.
Wheelchair Accessibility & Mobility
Pi theatre is committed to working exclusively in venues which are accessible to wheelchairs and other mobility devices. Our offices are also fully accessible.
Pi Theatre encourages the use of personal assistive devices such as Patron-Owned Electrical Equipment and Mobility Devices whenever necessary or possible in order to improve access to Pi Theatre programs and services.
Service Animals
All service animals are welcome at Pi Theatre- but there may be constraints placed by individual venues.
Support Persons
Support persons are welcome to provide services or assistance with communication, mobility, personal care, medical needs or access to our facilities. Support persons will receive a complimentary ticket to our performances.
Cultural Safety
Pi Theatre strives to be culturally safe for audiences and participants, and we acknowledge that culture can, and often does, encompass a broad range of things including ethnicity, race, gender, socio-economic status, age, sexuality, and disability.
Pi staff and associates are responsible for:
We engage in ongoing conversations with the people and companies we work with in order to understand their individual needs in terms of cultural safety. We acknowledge that this is not a one-size-fits-all situation, and are always open to learn and receive feedback.
We incorporate Indigenous land acknowledgements at the beginning of every show and event.
Financial Barriers
We offer partially or entirely discounted tickets to those requiring financial assistance to view our work. Patrons requiring this assistance are encouraged to reach out to us via email, and we will help them arrange their tickets. We also offer student discounts for many of our productions, as well as low cost performances on specific days.
We are committed to paying all of our staff and associates a living wage, and providing adequate paid time off, healthcare for permanent staff, as well as a flexible work environment that serves the needs of the staff and allows for them to have multiple revenue streams by taking on projects outside their work at Pi.
Geographic Barriers
We strive to work in places which are highly accessible by transit so as to foster ease of access for our audiences and participants. We also strive to work outside metro Vancouver whenever the opportunity becomes available so as to bring our work to folks where they live.
We’ve also been finding ways to embrace digital performance, even with the return to live theatre. When possible, we intend to offer live streams of our performances so that audiences can engage with us remotely.
Social Barriers
We distribute a “Letter of Inclusivity” to any contractors and volunteers at the beginning of their engagement with Pi. This letter will speak to the conduct we expect from those participating in our activities with respect to anti-racism, anti-harassment, anti-bullying, et cetera. We believe it will help to set a positive tone and expectation for those working with us, and help to create an environment in which it feels safe to create and explore.
We have comprehensive healthy workplace policies to help protect our staff, associates, volunteers, and participants.
Our use of non-traditional spaces in our Pi Provocateurs presentation series is partially designed to encourage folks who may not feel comfortable or welcome in traditional theatre spaces to come out and enjoy live performance. Examples of spaces we have performed in being parks, parking lots, bars, and cafés.
Updated: July 2024
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:
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.
This policy prohibits discrimination or harassment based on the following grounds, and any combination of these grounds:
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:
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.
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
3. Reporting and Decision-Making
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
