1. CWY will not tolerate any form of harassment and/or sexual assault within the programs context. By sexual harassment is understood: comments, propositions and contacts of a sexual nature repeated and not desired which any person may find unacceptable or offensive and which is a hindrance in carrying out the roles in the CWY programs. By sexual assault is understood: any aggression on the integrity of a person with sexual intention accompanied or not by physical violence.

  2. Any complaints related to such a form of harassment or assault will be treated with the utmost confidentiality possible. Settling of the complaint will lean towards removing the aggressor rather than the person being harassed. The participant communicates with the Project Supervisor accompanying his or her group and the Project Supervisor communicates with his or her supervisor.
Policy concerning sexual harassment

It is the Program Manager's responsibility to present this policy to exchange country and Canadian field staff at the session they attend together which is intended to inform exchange country field staff re life in Canada. Field staff (Canadian and exchange country) must then discuss together in order to identify their perceptions as regards harassment and to agree on the steps to take regarding harassment cases (within the policies and procedures set forth by CWY). In addition, they must agree on a way of presenting the harassment issue to participants, by integrating this in a study of female-male role issues, one of the themes of the Canada World Youth programs.

Implementing and enforcing the CWY policy against sexual harassment

a) Preventive steps

  1. Partner organization(s): CWY undertakes, through discussion with our partner(s), to raise their awareness of harassment, its prevalence, and its pernicious effects.

  2. Documentation from CWY for the preparation of EC FS: CWY undertakes to incorporate the Policy and
    Procedures against harassment into the appropriate program documents, copies of which are routinely furnished each year to our EC partners for the use particularly of their staff in preparing for their role.

  3. Field staff training: The Research and Programming Department will inform field staff of this policy during
    the national orientation. Training will be carried out by the PM during RPT.

  4. Role of the Program Managers (PM): CWY undertakes to continue the practice whereby the PM presents the anti-harassment policy to the Canadian and EC FS together, in the greater context of a presentation on entry to life in Canada and working in the CWY programs. The presentation will be more focused in terms of enforcement procedures and the PM will ask for a report a) on previous discussions and conclusions from the FS on this question and b) on the way that this matter was presented to the participants. In addition, the PM will be involved in the resolution of certain types of harassment situations (see below).

  5. Role of Project Supervisors: The Canadian PS must take the lead in working with their counterpart to arrive at a mutual understanding concerning the harassment issue, even if it is only to agree to disagree: the crux is that the counterpart understands the definition of harassment agreed upon, and is aware of the potential consequences to an alleged aggressor; and, further, that the PS make an appropriate presentation to the participants.
  1. CWY will not tolerate any form of harassment and/or sexual assault within the programs context. By sexual harassment is understood: comments, propositions and contacts of a sexual nature repeated and not desired which any person may find unacceptable or offensive and which is a hindrance in carrying out the roles in the CWY programs. By sexual assault is understood: any aggression on the integrity of a person with sexual intention accompanied or not by physical violence.

  2. Any complaints related to such a form of harassment or assault will be treated with the utmost confidentiality possible. Settling of the complaint will lean towards removing the aggressor rather than the person being harassed. The participant communicates with the Project Supervisor accompanying his or her group and the Project Supervisor communicates with his or her supervisor.