In carrying out its mandates of resolution, response and assistance, the HPRO strives to keep information brought to its attention confidential and to protect the identity of the parties concerned. Similarly, it expects that any person involved in resolving a problem or investigating a complaint will act with discretion.
The HPRO undertakes to promote full inclusion of all, regardless of individual differences. The need for equality for all is an important consideration that contributes to making ÉTS an open-minded and respectful work, study and living environment, especially since ÉTS is a male-dominated community and awareness and actions are necessary to guarantee that everyone feels welcome at all times.
The HPRO recognizes that universal commitment and collaboration is important to enabling ÉTS to offer an open-minded and respectful work, study and living environment. This requires the involvement of every member of the community in concerted common actions. The establishment and maintenance of a healthy work and study climate is not the sole responsibility of the institution, but must be borne jointly by all members of the community.
The HPRO commits to ensuring that cases of misconduct and harassment will be handled in complete equity and without favouritism, regardless of the role assumed within ÉTS. As applicable, this equity must be visible during responses to reports and complaints, in particular by:
- Relational equity, which permits a candid discussion that respects the status and the dignity of the parties;
- Equity in information handling, which requires transparent communication on the part of the advisor and which allows the parties to take an informed decision as to their involvement in the process and about the results;
- Procedural equity, which guarantees to the parties that they be heard, considered and involved in the decision-making consequent to the process;
- Decision-making equity, which must manifest itself in the clarity of the criteria used to justify the sanctions or measures, which must enable repairing injury and preventing recidivism.
The HPRO recognizes the importance of intervening rapidly when a problematic situation is brought to its attention. This means that no vexatious behaviour should be tolerated once it is recognized, and that effective intervention must take place quickly in order to stop the behaviour. In addition, the whole community must commit to participate in resolving situations of this nature. The HPRO promotes preventive approaches to problem resolution that allow the search for and implementation of solutions.
The HPRO is committed to transparency and to inform the university community of its operation and its services. Transparency is also manifested by consulting and involving the academic community in the search for solutions.
The HPRO promotes a culture that encourages the reporting of situations that may endanger the physical or psychological safety of people working within ÉTS. It collaborates to put in place appropriate means to prevent or eliminate risky situations identified within the institution.
“Workplace psychological safety is demonstrated when workers feel able to put themselves on the line, ask questions, seek feedback, report mistakes and problems, or propose a new idea without fearing negative consequences to themselves, their job or their career. A psychologically safe and healthy workplace actively promotes emotional well-being among employees, while taking all reasonable steps to minimize threats to employee mental health.”(© 2012 par J. Samra, M. Gilbert, M. Shain & D. Bilsker. ABOUT FP 12: Psychological Protection, Centre for Applied Research in Mental Health and Addiction (CARMHA).(All rights reserved.)