The Vancouver Post Alliance Society (The VPA) is committed to fostering a safe environment free of discrimination and harassment, where all individuals are treated with respect and dignity, can contribute fully and have equal opportunities.
The VPA has policy, procedures, education and expectations to create and support a respectful environment for its membership.
The Human Rights Code, RSBC 1996, c 210: 14 (c) protects individuals from discrimination, harassment and disrespectful behaviour based on race, national or ethnic origin, colour, religion, age, sex, sexual orientation, marital status, family status, disability or pardoned conviction.
Harassment, discrimination and disrespectful behaviour will not be tolerated, condoned or ignored at The VPA. If a claim or harassment or discrimination is proven, corrective measures will be applied, up to and including termination of the membership or contract, removal from a position, and/or revocation of access to the VPA meetings and events.
The VPA members, board members, volunteers and contractors are accountable for their own behaviour and are expected to conduct themselves in a respectful and appropriate manner at all times. As the representatives of VPA, we are ambassadors and will behave in accordance with this policy whether in our meetings or events. Examples of respectful behaviour that create a safe space for our members include:
VPA commits to work from a place of anti-oppression and examine the systems in place that may contribute to an imbalance of power between our members. We recognize that an intersectional approach needs to be taken with every single one of our members. We aim to not only be reactive but also proactive and work to tackle the root causes of discrimination and harassment through continued training as well as creating a safe place for open dialogue.
The VPA is committed to a comprehensive strategy to address harassment and discrimination, including:
This policy applies to all current members of The Vancouver Post Alliance Society, including all membership levels, board members, volunteers, sponsors, guests and associates. This policy also applies to member applicants.
Conduct prohibited by this policy can occur directly from person to person and via electronic communications including e-mail, internet and social media, whether used or engaged in at The VPA meetings and events or off-site with personal equipment/devices. Off duty conduct that has an impact at the events of VPA may be subject to this policy.
This policy prohibits discrimination or harassment based on the following grounds, and any combination of these grounds from the Human Rights Code, RSBC 1996, c 210: 14 (c):
The VPA recognizes that we have a duty to accommodate in order for everyone to be treated equally and fairly. Where a protected ground of discrimination is involved — such as a person’s physical disability, age, or marital status — VPA commits to doing what we can to remove barriers or make adjustments to accommodate the member.
Discrimination: means any form of unequal treatment based on a Code ground, whether imposing extra burdens or denying benefits. It may be intentional or unintentional. It may involve direct actions that are discriminatory on their face, or it may involve rules, practices or procedures that appear neutral, but disadvantage certain groups of people. Discrimination may take obvious forms, or it may happen in very subtle ways. Even if there are many factors affecting a decision or action, if discrimination is one factor, that is a violation of this policy. This excludes any reasonable action taken by an employer or supervisor relating to the management and direction of workers or the place of employment. Examples of discrimination can include:
Harassment: means a course of comments or actions that are known, or ought reasonably to be known, to be unwelcome. It can involve words or actions that are known or should be known to be offensive, embarrassing, humiliating, demeaning or unwelcome, based on a ground of discrimination identified by this policy. Harassment can occur based on any of the grounds of discrimination.
Examples of harassment include:
If a person does not explicitly object to harassing behaviour, or appears to be going along with it, this does not mean that the behaviour is okay. The behaviour could still be considered harassment under the Code. VPA recognizes that some marginalized people may be reluctant to report any incidents of harassment or discrimination. We commit to being vigilant of any incidents and resolving issues fairly and to approach from an anti-oppressive intersectional lens
Sexual and gender-based harassment: sexual harassment is a form of harassment that can include:
Bullying: Bullying is a form of aggression where there is a power imbalance; the person doing the bullying has power over the person being victimized. Like harassment, bullying can be physical, psychological, verbal and can happen in person or online.
Bullying and harassment are similar, yet different:
Racism: The inability or refusal to recognize the rights, needs, dignity, or value of people of particular races or geographical origins. More widely, the devaluation of various traits of character or intelligence as ‘typical’ of particular peoples.
Anti-oppression: Anti-Oppression includes the strategies, theories, actions and practices that actively challenge systems of oppression on an ongoing basis in one’s daily life and in social justice/change work. Anti-oppression work seeks to recognize the oppression that exists in our society and attempts to mitigate its effects and eventually equalize the power imbalance in our communities.
Equity: Equity takes into account the effects of discrimination and aims for an equal outcome. Equity is different to equality. Equality gives everyone the same solutions to a problem. This in turn causes those with privilege to continue to get ahead. Instead, equity examines the individuals needs and provides a solution to balance the power for all.
Intersectionality: Intersectionality coined by the legal scholar Kimberlé Crinshaw in 1989 describes the complex, cumulative way in which the effects of multiple forms of discrimination (such as racism, sexism, and classism) combine, overlap, or intersect especially in the experiences of marginalized individuals or groups. Intersectionality is important in understanding the multiple and layered ways of discrimination and oppression some communities face. The original meaning highlighted the intersections of oppression experienced by Black women. We are grateful to be able to use this term in a broader sense.
Microaggressions: Microaggression is a term used for brief and commonplace daily verbal, behavioural, or environmental indignities, whether intentional or unintentional, that communicate hostile, derogatory, or negative prejudicial slights and insults towards others, typically marginalized people. Microaggressions uphold oppressive power structures and overtime, create significant stress and trauma.
Privilege: Privilege refers to the unquestioned and unearned set of advantages, entitlements, benefits and choices bestowed on people solely because of characteristics like their gender, the colour of their skin or where they come from. Generally people who experience such privilege do so without being conscious of it.
Tone Policing: Tone Policing refers to when a person tries to diminish the validity and importance of a statement by attacking the tone in which it was said or presented, instead of the message itself. It is yet another tool used to protect privilege instead of understanding the structures of oppression that exist in our society.
The VPA Board is responsible for:
The Diversity & Inclusion Committee is responsible for:
Members are responsible for:
Members can expect:
Filing a Complaint
Should an incident occur at a VPA hosted event, a member may file a discrimination or harassment complaint by contacting The Diversity & Inclusion Committee. The complaint may be verbal or in writing. If the complaint is made verbally, The Diversity & Inclusion Committee will record the details provided by the member.
The member should be prepared to provide details such as what happened; when it happened; where it happened; how often and who else was present (if applicable).
Complaints should be made as soon as possible, unless there are circumstances that prevent the member from doing so.
The Diversity & Inclusion Committee will tell the person for whom the discrimination or harassment complaint has been made against, in writing, that a harassment complaint has been filed. The letter will also provide details of the allegations that have been made against them. The VPA commits to using clear, accessible language free from judgment and labels.
Every effort will be made to resolve discrimination or harassment complaints within a reasonable amount of time. The VPA Board will advise both parties of the reasons why, if this is not possible.
If either party to a discrimination or harassment complaint believes that the complaint is not being handled in accordance with this policy, they should contact The VPA Board.
Mediation
Wherever appropriate and possible, the parties to the discrimination or harassment complaint will be offered mediation prior to proceeding with an investigation.
Mediation is voluntary and confidential. It is intended to assist the parties to arrive at a mutually acceptable resolution to the complaint.
The mediator will be a neutral, unbiased, external person, with a background in equity and inclusion, agreed upon by both parties.. The mediator will not be involved in investigating the complaint. The mediator may meet with each person prior to the mediation to gather their own information.
VPA commits to using clear, accessible language, free from judgement and labels.
Each party to the complaint has the right to be accompanied and assisted during mediation sessions by a person of their choosing.
Investigation
If mediation is inappropriate or does not resolve the issue, an investigation will be conducted. All investigations will be handled by an individual who has the necessary training and experience. In some cases, an external consultant may be engaged for this purpose.
The investigator will interview the person who made the complaint, the person the complaint was made against and any witnesses that have been identified. All people who are interviewed will have the right to review their statement, as recorded by the investigator, to ensure its accuracy. During the investigation, information may be gathered by examining sources such as CCTV footage, emails, memos and witness testimonies.
The investigator will prepare a report that will include:
This report will be submitted to The VPA Board. Both parties to the complaint will be given a copy.
Investigations will be:
The remedy processes offered by the VPA do not go against a person’s right to lodge a complaint with a body such as the BC Human Rights Tribuna.
The appropriate authorities will only be called as a last resort. We recognize that some marginalized communities have been mistreated by law enforcement in the past. We commit to assess every situation and to only call law enforcement when it is absolutely necessary.
Substantiated Complaint
If a harassment complaint is substantiated, The VPA Board will decide what action is appropriate.
The VPA will provide learning opportunities for the member found to have engaged in the behaviour with suspension and dismissal being the last resort. The VPA commits to fair dismissals or suspensions that are based solely on misconduct and does not discriminate on bases including but not limited to: age, sex, ethnicity, pronouns, sexual orientation and other personal characteristics
Both parties to the complaint will be advised, in writing, of the decision. One month after the resolution, the D&I committee will check-in with the complainant to see:
VPA will take each incident as an opportunity to learn how to prevent any future incidents.
Privacy and Confidentiality
All parties to a complaint are expected to respect the privacy and confidentiality of all other parties involved and to limit the discussion of a discrimination or harassment complaint to those that need to know.
The Vancouver Post Alliance Society and all individuals involved in the discrimination or harassment complaint process, will comply with all requirements of British Columbia’s privacy laws to protect personal information.
Review
The Vancouver Post Alliance Society will review this policy and procedures on an annual basis, or as required, and will make necessary adjustments to ensure that it meets the needs of all members.
Enquiries
Enquiries about this policy and related procedures can be made to The Diversity & Inclusion Committee.
Lindsay Elizabeth Donovan has worked in the film industry in production, on set, in gear houses and for the last decade+ in post production. Her current position as VP, Sales for Company 3 Vancouver has given her the opportunity to focus on the Vancouver industry from a global perspective, promoting our local artists to worldwide audiences while fostering local growth with the support of the international community. She loves supporting artists, especially in the realm of mentorship and EDI efforts, and works to continue finding new ways to allow BC filmmakers’ stories and voices to thrive. When not working, you’re likely to find her at a comedy show, binging series and weird horror movies, or poorly but enthusiastically wailing along to her favorite punk music.
Kelsy, a 20-year veteran of the animation and VFX industry, is a firm believer in doing her part to create a more progressive and diverse professional community and to help pave the way for the next generation of filmmakers. She volunteers her time to several professional organizations and is an active mentor within the community.
Kelsy’s day job is as the Executive Producer at Mr. Wolf Vancouver. While there, she works on all sorts of shows (films such as Guardians of the Galaxy 2, Fast & Furious 7, 50 Shades of Grey, and TV favourites such as Lost in Space, Superman & Lois, Charmed, and The Mist) with all sorts of clients (Netflix, Marvel, EA, HBO, Paramount, Disney, Sinking Ship, Boat Rocker, Apple, and more). Kelsy is a very proud enabler of creative talent and technical innovators.
Eli started his sound career at an independent radio station in Istanbul and forged an international career in 18 years as a multi award-winning Sound Designer. He worked as a Supervising Sound Editor and Re-Recording Mixer on films screened at international festivals such as Cannes, Venice, Berlinale, and Montreal.
Eli holds a Diploma in Sound Engineering from SAE and a Master’s Degree in Sound Technologies from Bahcesehir University. Besides his sound experience, he has been part of grassroots organizations and human rights advocacy groups for over a decade. He is the co-founder of a platform that aims to combat anti-Semitism. He believes in the importance of a collaborative community. He has been volunteering with the VPA for five years and co-chairing D&I Committee for two years.
Saeed is an Iranian-Canadian filmmaker, editor, and educator based in Vancouver. He studied filmmaking in Iran and further pursued his studies in film editing at the Film and Television Institute of India. With over 20 years of experience, his career spans various roles in the independent and professional film industry, including directing documentaries and short films and working in countless editing rooms. Through these experiences, he has gained valuable insights into the creative process and developed a nuanced approach to his work.
Saeed’s last short film, “We Were There” (2019), received accolades such as the Best Genre Award at the McMinnville Short Film Festival 2020, the Gold Remi Award at the Worldfest Houston Short Film Festival 2020, and the Best Drama award at the Southern Shorts Awards 2020, among others. When Saeed is not immersed in filmmaking or editing projects, he dedicates his time to mentoring young editors and filmmakers, supporting them on their journey in the industry.
Saeed’s aspirations include utilizing his position as a member of the VPA board to assist emerging creatives and immigrants in kickstarting their careers. He hopes to provide guidance and opportunities to those seeking to establish themselves in the industry, ensuring they have the necessary support to thrive and succeed.
Sepideh began her Post Production career after finishing her Motion Picture Arts Bachelor’s Degree at Capilano University. Sepideh’s passion for film started at a young age and after completing internships on high profile movie sets, she knew film and television production was the career path she wanted to pursue.
Sepideh has been working in the film and television industry in the Post Production sector in British Columbia for more than 10 years. She has supervised Post Production and Delivery of 100+ productions for different platforms, including feature films and TV movies for Warner Brothers, Universal, Paramount, Disney, Lifetime and Hallmark. Her TV series work includes both scripted and unscripted episodic productions for eOne, DirecTV and Corus, amongst others. The productions she has supervised have won Emmy awards and numerous Leo awards.
As Sepideh continues her career, she hopes to contribute as one of the board members of the VPA and help the new generation of talent find a rewarding path forward.
Arlein is a Mexican Canadian Filmmaker who has been an Editor for almost 20 years. Inspired by Mexican folklore, tall tales, and surrealism, Arlein credits her love of stories to her Grandfather.
Not long after she graduated university, she rose through the ranks at the National Mexican television network, where she quickly became the youngest senior editor within the company. After accepting an opportunity to study in Canada, Arlein moved to Vancouver, where she spent the next 13 years working in various Film and TV shows inside the Post Production field, along with teaching Post Production.
Arlein’s vast editorial experience in the Film and Television industry has inspired her to continue shaping her craft and share her knowledge. Her bigger focus in the Vancouver Post Production community is to find equal ground for everyone who desires to enter the Editorial department; guiding people and training them to find better opportunities within their careers.
When she isn’t working, Arlein enjoys boxing, cooking traditional Mexican food, and barbecuing with her wife. She is the crazy aunt to her niece & nephews, and doting mom to two spoiled cats.
Cindy Au Yeung is a Chinese-Canadian editor and filmmaker based in Vancouver, BC. She has worked in post production for the past 7 years and has been a 1st Assistant Editor on various documentaries such as I AM JOHNNY CASH and scripted television series such as DATE MY DAD, HIT THE ROAD, LOUDERMILK S3, and DAY OF THE DEAD.
Most recently, she has edited an APTN Lumi webseries SHADOW OF THE ROUGAROU, produced and edited a stand-up comedy series COMEDY INVASION, and is currently editing her first feature-length film, JONAH. On the side, Cindy also makes her own documentaries involved with #Elimin8hate, an organization dedicated to eliminating anti-Asian racism through the power of film, arts, and media. Nevertheless, documentaries will always remain as Cindy’s first love into filmmaking!
Originally from Nova Scotia, Gregor moved west with music as his main passion.
Following a BA in jazz studies from Capilano University, playing and touring with bands segued into composing which eventually lead to an interest in sound design and post production for film.
In 2010 Gregor started Cinescope Sound, a boutique facility that serviced a broad array of feature films, TV series and documentaries.
In 2020 his company merged with Bionic Audio to form Maverick Post Group, a new facility built from the ground up to serve the needs of the Vancouver industry and beyond.
As a re-recording mixer and supervising sound editor Gregor is also involved in the day to day operations of running a full service post facility.
Vancouver has an incredible wealth of talent and Gregor welcomes the opportunity to play a role in advocating for this community as we continue to grow and push for new opportunities.
Caleb is a composer and musician. With an aptitude to create music that reaches diverse audiences, his range of work spans from independent projects and short films, to televised series and theatrical features. Frequently writing with his brother Brian, their work has been featured on many notable animated and live-action projects, including recent series with DreamWorks and Netflix.
Caleb has called Vancouver home since immigrating from Hong Kong in 1997 and holds a Master of Music Composition degree from the University of Toronto. He is pleased to join the VPA board to serve the growing industry in the city.
Don’s Post Production experience includes work as a Facility Owner/Executive, Post Supervisor and Editor for over 30 years with Finale Post (Picture Shop Vancouver) and its related companies. His credits include a wide range of feature, television, commercials, music videos, and cutting-edge documentaries.
He is actively involved in the Production and Post Production community in Vancouver, and frequently travels to LA for industry relations, marketing and sales initiatives with the major studios, networks and production companies.
Don currently sits on the Board of the Motion Picture Production Industry Association (MPPIA), the Motion Picture Arts & Sciences Foundation of British Columbia (Leo Awards), is a Founding Director of the Vancouver Post Alliance (VPA), Founder of the Vancouver Creative Lounge, and past Chair of the Whistler Film Festival.
He is also proud of the recent work he is doing as a member of the BC Motion Picture Industry COVID-19 Best Practices Coalition and as Chair of the BC Post Production Health & Safety Task Force.
Don is passionate about seeing Vancouver’s post production community reach its full potential, and looks forward to continuing to contribute to the success of its workforce and facilities.
Buket is a Post Coordinator/Supervisor who draws on her experience from working across multiple departments of Post Production for over 15 years.
Her interest in post started in the first year of university, when she followed her passion in picture and sound editing as well as post supervising. After freelancing and managing an award-winning sound studio in her hometown of Istanbul, she moved to Vancouver in 2013, where she has since worked on a wide range of projects both in management and editorial teams. Her most recent work is the first season of Snowpiercer.
Buket’s journey with the VPA began in 2015 when she volunteered for the Events Committee and joined the VPA board in 2018. During her time as a director, she continued to work with events, support the Membership Committee, and was an integral forming member of the Mentorship Committee as well as the Diversity and Inclusion Committee.
Buket understands that the VPA provides a much-needed platform for our community to stay connected. As our growing community is becoming more and more diverse every day, she believes it is important to create equal opportunities for all genders, ages, ethnicities and abilities. She has a passion for promoting engagement with a more diverse community and giving voice to those who deserve greater representation.
When Trevor isn’t finding the magic in film footage from other film projects, he’s filming his own. Trevor is an award winning filmmaker who has vast editing experience in both feature films and television. He continues to shape his editing style through genre, action and drama films. Wherever you are located, Trevor can execute your project while keeping collaboration intact. Among his many career highlights Trevor has worked with editor Dede Allen (Breakfast Club, Dog Day Afternoon, Bonnie and Clyde). In addition to working on the membership committee with the Vancouver Post Alliance, Trevor also serves as the British Columbia chair for CCE (Canadian Cinema Editors).
A native of Toronto, Sabrina moved out to Vancouver to attend UBC’s film production program. After earning her BFA, she landed her first job in the industry working in Post Production back in 2006 and has since risen to become an established, award-winning Picture Editor within the film community.
When she’s not glued to her computer, she sidelines as a voice actor for cartoons as well!
Kerry McDowall has been involved in Vancouver’s post-production sector for almost 20 years, working closely with Netflix, Disney, CBC, AMC Studios and NBCUniversal. As an Associate Producer, she leads post production departments on both series television and feature length movies, overseeing everything from budgets to final deliveries (and everything that occurs in between).
She currently dedicates her time and energy at the VPA to uniting and promoting our talented post production community and advocating for equity and inclusion in the broader film industry.