At Act With Purpose Inc., the safety of our students, staff, guests, and anyone who interacts with our school and services is our utmost priority. At Act With Purpose Inc. we do not tolerate harassment or discrimination of any kind. We strive to make our studio, classes, and workshops a safe space for all. This policy states our commitment to the safety of our staff, clients, and guests at Act With Purpose Inc. and to the Ontario Human Rights Code (“Code”) and the Occupational Health and Safety Act (“OHSA”).

Harassment and Discrimination

Act with Purpose Inc. does not allow for any harassment of any kind at our studio such as any unwanted or unwelcome verbal, written, sexual, or physical behaviour. Intimidation, threats, hostility, or bullying of any kind will not be tolerated.

Discrimination based on race/colour, sex, religious beliefs, sexual orientation, gender identity/expression, nationality, disability, and any other characteristics under the law are prohibited.

Employees, students, and guests at our studio, classes, or workshops are expected to adhere to this policy.

Reporting & Confidentiality

At Act with Purpose Inc., we are dedicated to promptly receiving, addressing, and resolving any complaints. Complaints can be made through email to the Production Assistant, Director of Operations, or Studio Owner. Complaints are kept confidential and we commit to investigating complaints in a timely and respectful manner. A complainant will not be penalized or face reprisal for filing a complaint or raising their concerns.

Executive Assistant- Layla Ahmed –

Director of Operations – Oscar Garcia –

Studio Owner – John Stevens –


Act With Purpose Inc. is committed to being a safe space for all actors, clients, employees, and guests. Here are some resources and organizations in the community.

  • ACTRA – Alliance of Canadian Cinema, Television and Radio Artists

What the process looks like:

Here is a basic outline of the process that will happen when an actor makes a formal complaint regarding harassment or discrimination about a studio, in accordance with an Anti Harassment and Discrimination Policy:

1. Reporting the Complaint

  • Initiation: The actor (complainant) formally reports the complaint to the designated contact person or department, such as Human Resources (HR) or a designated compliance officer.
  • Documentation: The complaint should be documented in writing, detailing the nature of the harassment or discrimination, including dates, times, locations, and any witnesses.

2. Acknowledgment of the Complaint

  • Receipt Confirmation: The designated contact person acknowledges receipt of the complaint in writing, usually within a specified timeframe 48 hours.
  • Initial Assessment: An initial assessment to determine the immediate steps to ensure the safety and well-being of the complainant and others involved.

3. Preliminary Investigation

  • Immediate Action: If necessary, immediate actions are taken to prevent further harassment or discrimination, which may include temporary suspension of the accused or relocation of the complainant.
  • Investigation Planning: A detailed plan for the investigation is developed, including timelines, the scope of the investigation, and identifying the investigating officer(s).

4. Formal Investigation

  • Gathering Evidence: The investigator(s) collect evidence, including interviews with the complainant, the accused, and any witnesses, as well as reviewing relevant documents, emails, and other communications.
  • Confidentiality: Ensure the confidentiality of all parties involved, as much as possible, to protect their privacy and the integrity of the investigation.

5. Analysis and Findings

  • Evaluation: The evidence is analyzed, and findings are documented. This includes determining whether the complaint is substantiated based on the evidence.
  • Report Preparation: A detailed report is prepared outlining the investigation process, findings, and any conclusions drawn.

6. Outcome and Actions

  • Decision Making: Based on the findings, appropriate actions are decided. This could include disciplinary actions against the accused, changes in policies or practices, and any remedial actions to support the complainant.
  • Communication: The complainant and the accused are informed of the investigation’s outcome and any actions to be taken.

7. Follow-Up

  • Implementation of Actions: Ensure that any disciplinary or corrective actions are implemented promptly.
  • Monitoring: Continued monitoring of the situation to ensure no retaliation occurs and that the work environment remains free from harassment and discrimination.
  • Support Services: Provide resources for ongoing support services to the complainant, for counseling or legal assistance, if necessary.

8. Review and Closure

  • Review of Policies: Review and, if necessary, update the Anti Harassment and Discrimination Policy based on the findings of the investigation.
  • Case Closure: Officially close the case once all actions have been implemented and the situation has been resolved satisfactorily.

9. Record Keeping

  • Documentation: Maintain detailed records of the complaint, investigation, findings, actions taken, and any follow-up measures, in accordance with company policy and legal requirements.

This process ensures a thorough, fair, and timely response to complaints of harassment or discrimination, fostering a safe and respectful workplace environment.