This draft of the non-discrimination policy was created on Sunday, April 22, 2023.
This nondiscrimination policy is influenced by and reflective of codes of ethics enacted by regulatory bodies, such as British Columbia Association of Clinical Counsellors (BCACC); British Columbia Art Therapy Association; Canadian Art Therapy Association; and Canadian Counsellor and Psychotherapy Association (CCPA). You’ll find links to these documents in the references section of this page.
Clayre Sessoms (she/they)
Email: info[at]clayresessoms[dot]com
I am committed to a clinical practice environment in which all individuals are treated with respect and dignity. Each individual has the right to be present in a professional atmosphere that promotes equality and equity, as well as prohibits unlawful discriminatory practices, including harassment. Therefore, I expect that all relationships among persons in the practice will be professional and free of bias, prejudice, and harassment.
I have developed this policy to ensure that all counsellors, art therapists, clients, and public visitors can be present in an environment free from unlawful harassment, discrimination, and retaliation. I will make every reasonable effort to ensure that all concerned are familiar with these policies and are aware that any complaint in violation of such policies will be investigated and resolved appropriately.
Any individual who has questions or concerns about these policies should talk with someone they know and trust.
These policies should not, and may not, be used as a basis for excluding or separating individuals of a particular gender, or any other protected characteristic, from participating in counselling, art therapy, or clinic-related social activities or discussions. In other words, no one should make the mistake of engaging in discrimination or exclusion to avoid allegations of harassment.
It is my long-held personal belief that everyone should be treated fairly, kindly, and respectfully with an ongoing commitment to awareness of power differentiation, unknown bias, and best practices to make a correction if an error in judgement has been made. It is my practice policy to provide equitable clinical counselling, art therapy, and other mental health services without discrimination against any individual, partnership, or family on the basis of ability, age, citizenship, cultural heritage or practices, disability, gender expression, gender identity, language, national origin, pronouns, race, relationship status, religion, skin colour, sex, sexual orientation, source of payment, or other non-clinically relevant factor or any other characteristic protected by provincial or federal law. Any such discrimination is prohibited and will not be tolerated. This applies to all parties that interact with the business during the initial consult, intake, interview, treatment, transition, follow-up, and any other time of engagement or interaction.
This policy applies to all practice individuals, whether related to conduct engaged in by fellow practitioners or an outside vendor, consultant, or client. Conduct prohibited by this non-discrimination policy is unacceptable in the practice and in any practice-related setting outside the office, such as during conference trips, practice meetings, and practice-related social events.
I encourage individuals who believe they are being subjected to such conduct to promptly advise the offender that his or her behaviour is unwelcome and to request that it be discontinued. Often this action alone will resolve the problem. I recognize, however, that an individual may prefer to pursue the matter through complaint procedures. I encourage reporting all perceived incidents of discrimination, regardless of the offender’s identity or position. Individuals who believe that they have been the victim of such conduct should discuss their concerns with someone they know, any member of the practice, or an ombudsman.
Individuals who believe they have been the victims of conduct prohibited by this policy or believe they have witnessed such conduct should discuss their concerns. As someone committed to anti-oppression work and creating a safe and secure place for everyone, I encourage the prompt reporting of complaints or concerns so that rapid and constructive action can be taken before relationships become irreparably strained. Therefore, while no fixed reporting period has been established, early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of discrimination.
Any reported allegations of discrimination will be addressed promptly. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge.
I will maintain confidentiality throughout the process to the extent consistent with adequate investigation and appropriate corrective action.
Retaliation against an individual for reporting discrimination or for participating in an investigation of a claim of discrimination is a serious violation of this policy and, like discrimination itself, will be subject to disciplinary action. Acts of retaliation should be reported immediately and will be promptly investigated and addressed.
Misconduct constituting discrimination will be dealt with appropriately. Responsive action may include, for example, training, referral to counselling, or disciplinary action such as a warning, reprimand, reassignment, or termination, as I believe appropriate under the circumstances.
If a party to a complaint does not agree with its resolution, that party may appeal to my regulatory bodies, such as BCACC, BCATA, CCPA, CATA, and CRPO.
False and malicious complaints of discrimination or retaliation (as opposed to complaints that, even if erroneous, are made in good faith) may be the subject of appropriate legal action.
Canadian Human Rights Commission. (n.d.). Guide to Canada’s Human Rights Acts. Retrieved from: https://www.chrc-ccdp.gc.ca/eng/content/guide-canadas-human-rights-acts
Government of Canada. (n.d.). Canadian Human Rights Act. Retrieved from: https://laws-lois.justice.gc.ca/eng/acts/h-6/
British Columbia Human Rights Tribunal. (n.d.). British Columbia Human Rights Code. Retrieved from: http://www.bchrt.bc.ca/human-rights-duties/index.htm
Ontario Human Rights Commission. (n.d.). Ontario Human Rights Code. Retrieved from: http://www.ohrc.on.ca/en/ontario-human-rights-code
Canadian Centre for Diversity and Inclusion. (n.d.). Diversity and Inclusion Resources. Retrieved from: https://ccdi.ca/resources/
British Columbia Association of Clinical Counsellors (2018). Code of Ethical Conduct and Standards of Clinical Practice. Retrieved from: https://bc-counsellors.org/code-of-ethical-conduct-and-standards-of-clinical-practice/
Canadian Counselling and Psychotherapy Association. (2007). Code of Ethics. Retrieved from: https://www.ccpa-accp.ca/wp-content/uploads/2014/10/CodeofEthics_en.pdf