Our Commitments

Geordie Theatre is dedicated to upholding and implementing an impactful Inclusion, Diversity, Equity, Accessibility and Reconciliation (IDEA-R) policy. This policy informs the core values of our organization and represents our unwavering commitment to fostering a more equitable, diverse, and inclusive theatre industry. Through our IDEA-R policy, we aim to achieve several key objectives:

Code of Conduct

This Code of Conduct does not specifically address every potential form of unacceptable conduct, and it is expected that all employees, artists, staff, contractors, volunteers, and Board members (collectively referred to as Personnel) will exercise good judgment to ensure compliance with the principles set out in this Code of Conduct. It is everyone’s responsibility to challenge objectionable actions or behaviours. 

Geordie has a zero-tolerance policy for any kind of discrimination, harassment, violence, intimidation, threats, or any other unsafe behaviour demonstrated in-person, digitally, or via phone. As a theatre company, Geordie is deeply committed to fostering inclusivity, embracing individuals of all races, ages, gender expressions, sexes, sexualities, religions, sizes, abilities, and neurodiverse backgrounds. Our utmost priority is to cultivate a positive, respectful, safe, accessible, and welcoming environment for all artists, audiences, board, staff, volunteers, and supporters. Geordie reserves the right to terminate an interaction or refuse services with any person who is in violation of this policy.  

Community Commitment

At Geordie Theatre, we are deeply committed to fostering a diverse and inclusive environment where IBPOC artists, audiences, and communities are celebrated, amplified, and feel safe. As an organization, we acknowledge our historical foundation and actively engage in self-reflection to identify and dismantle systemic racism and oppressive systems. We are engaged in fundamental discussions about our identity and aspirations, actively listening and taking decisive action.

Transparency is a core value at Geordie Theatre. In the spirit of openness, we are dedicated to sharing our plans and ensuring ethical, equitable, and anti-racist practices within our company. We approach this journey with humility, understanding that missteps may occur as we navigate this path of growth. We welcome questions, criticisms, and opportunities for growth as we strive to engage in this essential work.

We continuously assess the impact of our decisions and actions on artists and audiences, holding ourselves accountable. We express our gratitude to the artistic community for sharing their perspectives, questions, and concerns. We sincerely apologize for any past actions that have caused turmoil or harm, and we have carefully considered all feedback. Geordie Theatre is committed to being a positive force amidst ongoing change.

Through our dedication to transparency, introspection, and meaningful action, Geordie Theatre is resolute in our commitment to creating an inclusive and anti-racist environment within the theatre industry. We are eager to learn, grow, and contribute to a future where equity and justice prevail.

Environmental Commitment

Geordie is committed to taking action to combat climate change and its impacts. We are conscious of our carbon footprint, especially as a touring company. We strive to reduce our environmental impact and are committed to offsetting that which remains by contributing to organizations like Compensation CO2 Québec (https://www.compensationco2.ca) who work to reduce the quantity of greenhouse gases in the atmosphere.

Our carbon emissions offset in 2022-2023:

  • 10,000 km of travel by airplane, which includes our 2Play Tour flights in the Lower North Shore of Quebec, and our Artistic and Executive Directors’ flights to Kamloops for the Professional Association of Canadian Theatre (PACT)’s annual conference): Offset by a donation towards environmental education projects.
  • 38,000 km of travel by car for our 2Play Tour and our production of Celestial Bodies at Young People’s Theatre in Toronto: Offset by a donation towards environmental education projects.
  • 1 tree planted to offset 1300+ hours of videoconferencing.
  • 1 tree planted to offset printing scripts and other materials for our Mainstage production, 2Play Tour, readings, and workshops.
  • 26 trees planted, one for each Mainstage, Geordie Theatre Fest, and Geordie Theatre School performance.

Freedom from Harassment and Workplace Violence

Creating a Respectful Workplace

GEORDIE THEATRE values the diversity of its workforce, its patrons and visitors and is committed to providing a work environment supportive of human dignity and respect. It is the policy of GEORDIE THEATRE to ensure that every employee and artist is entitled to a workplace free of intimidation, discrimination, harassment, and workplace violence. Such acts in any form will not be tolerated on our premises, while conducting our regular course of business, functions, or events. We acknowledge our responsibility to support and assist persons’ subject to violence and harassment and to take appropriate action to stop such conduct. This policy pertains to all Geordie board members, employees, part-time staff, and volunteers (hereinafter referred to with the collective term “worker”) and extends to all GEORDIE THEATRE activities.

Points to remember about harassment.

  • Harassment can be present in every job level and occupation.
  • Harassment is defined by the perceptions of the recipients of the behavior, not by those of the harasser.
  • Harassment is about power and control.

Workplace harassment ranges from subtle to blatant behaviour and can be expressed in several ways which includes, but is not limited to, the following examples:


Sexual Harassment:

Sexual harassment may be broadly categorized into two main components:

  1. Where a person in a position to confer, grant, or deny a benefit or advancement to a person:
    • makes employment or benefits from employment, such as promotions, good performance ratings, etc. conditional upon the worker’s acceptance of sexual advances.
    • threatens to or makes reprisals when a worker rejects a sexual advance.

2. Where the work environment becomes “poisoned” when the conduct or comments of the supervisors or fellow employees/artists create a hostile work environment.

Sexual harassment may include, but is not limited to:

  1. Unwelcome remarks, jokes, innuendos, or taunting about a person’s body, attire, or gender identity.
  2. Practical jokes of a sexual nature which cause awkwardness or embarrassment.
  3. Displaying pornographic pictures or other offensive material.
  4. Leering (suggestive staring) or other gestures.
  5. Unnecessary physical contact such as touch, patting or pinching.
  6. Suggestive or offensive remarks or unwelcome questions or discussions about sexual activities.
  7. Sexual propositioning.
  8. Sexual assault.


Racial or Ethnic Harassment

  1. Displaying of racist, derogatory, or offensive pictures or materials.
  2. Unwelcome remarks, jokes, innuendoes or taunting about a person’s racial or ethnic background, colour, place of birth, gender identity, citizenship, or ancestry.
  3. Refusing to converse or work with a worker because of their racial or ethnic background.
  4. Insulting gestures or practical jokes based on racial or ethnic grounds, which cause embarrassment or awkwardness.

Any acts of violence or threats of violence in the workplace are unacceptable, whether they be physical, verbal or otherwise. It is the responsibility of staff/board/artists/audiences/volunteers to show respect for others both in the workplace and at any GEORDIE THEATRE initiated event or gathering. They are responsible for their actions and are expected to change their conduct when advised that their behaviour is not acceptable to others.


GEORDIE THEATRE’S management will ensure that complaints are handled with sensitivity and incidents of violence, discrimination, intimidation, or harassment are discontinued as quickly as possible upon Geordie Theatre’s awareness of it and to ensure protection from retaliation for any worker who has made a complaint in good faith. Confidentiality will be maintained wherever possible. Exceptions will only be made where disclosure is necessary for the purposes of conducting a proper investigation, taking appropriate disciplinary/corrective measures, or where required by law.

There shall be no reprisal or negative job consequences from GEORDIE THEATRE against any individual who, in good faith, reports an incident of harassment, discrimination or workplace violence or who participates in an investigation.