All those participating in the Growclass sessions and community—including, but not limited to, the course, bootcamps, online platform, Facebook community and Slack channel—are required to agree to the following Code of Conduct. This includes, but is not limited to, all students, observers, paid and unpaid guest instructors, speakers, contractors, coaches, mentors, sponsors, clients, partners, contributors, and staff.
Growclass is dedicated to providing a harassment-free experience for everyone, regardless of gender, gender identity and expression, sexual orientation, disability, mental illness, neurotype, physical appearance, body, age, race, ethnicity, nationality, language, or religion. We are committed to fostering an inclusive and respectful environment for all individuals involved in our community.
We do not tolerate harassment of participants in any form. As a business, employer, and virtual community hub, our responsibility is to uphold the principles of dignity, equality, and respect, as outlined in the Canadian Human Rights Act (CHRA) and the Canada Labour Code, when convening people in person and virtually. It encompasses all work-related interactions, whether occurring on-site, off-site, or through virtual platforms.
Anyone who violates this Code of Conduct may be subject to sanctions or expulsion from these in-person and online spaces at the discretion of Growclass leadership.
All members of our community are expected to:
Unacceptable behaviors include, but are not limited to:
Growclass prioritizes marginalized individuals' safety over privileged individuals' comfort. We reserve the right not to act on complaints regarding:
Management and Supervisors:
Employees and Participants:
We understand it can be hard to speak up. If someone says or does something that makes you uncomfortable in a Growclass community space, whether it’s a pattern of behaviour or a single incident, in-person, virtually, or through one of our platforms, our intention is to support you. Here’s what to do, and what happens next.
If you feel safe and able, you can let the person know directly that what they’ve said or done isn’t okay with you. You don’t have to do this—it’s totally your choice. But sometimes, a heads-up can stop the behavior from continuing.
If you believe it can be resolved, please consider maintaining this exchange cordially and confidentially so that it does not become hearsay or gossip. If you feel the need to discuss it with others, proceed to option 2.
If that doesn’t feel safe, or if the behaviour keeps happening, or you believe that Growclass staff should know to protect the community first, and also consider brand and product implications, take option 2.
You can report something formally at any time—no need to try the informal route first.
To file a formal report, please reach out to ADMIN@GROWCLASS.CO. If you are contacting Growclass about a Staff member, you can go directly to the CEO. We’ll make sure you’re heard.
You can speak to us in whatever way is comfortable for you—over email, in a call, or in writing, we just ask that you give us a heads up about the topic of conversation when requesting a call (more on that below).. If you report something verbally, we’ll write down what you tell us (and you’ll have the chance to review it). You can also use our Harassment Complaint Form if that’s helpful.
When you report, it’s useful if you can share:
How to file: Send an email first to request a call or file a report directly.
If you’d like to report an incident verbally, please ensure that you schedule the time through the admin email to ensure that the person who will be delegated the request, including the CEO, enters the conversation prepared to go through the process.
Casual, in-group settings, and off-hand comments or reports can create stressful and out-of-policy responses. You will be pointed to the process in this policy document.
We know that coming forward isn’t easy, and we’re here to support you through it.
While sooner is generally better (because it helps us take action), we’ll accept reports for up to six months after something happened—unless something serious makes that timeline impossible.
We take every report seriously. We’ll review what’s been shared, and—if needed—take temporary action while we investigate (like pausing someone’s participation in a program). Our goal is to keep folks safe, not to escalate conflict or make things harder for anyone.
An investigation will be carried out by a team member or contractor delegated by the CEO. If the situation calls for it, we might bring in a neutral third-party investigator to ensure fairness and impartiality.
Here’s what an investigation typically includes:
Everyone who’s interviewed will be able to review their own statement to ensure accuracy.
Once the investigation is done, a report will be prepared that includes:
Within 10 days of receiving this report, we’ll decide what action to take. We’ll inform everyone involved—especially the person who reported the issue—about the outcome and what’s being done. If things are complex, this timeline might shift slightly, but we’ll keep you updated.
Possible outcomes include:
If a report is found to be unsubstantiated, we’ll still review whether any follow-up or support is needed to ensure everyone feels safe and respected.
Let’s be very clear: you will not be punished for reporting something in good faith, even if the report doesn’t lead to disciplinary action.
Retaliation (like exclusion, intimidation, or any form of backlash) is not okay, and anyone who engages in it will be held accountable. On the flip side, we also take false or malicious reporting seriously. Weaponizing this policy undermines its purpose and harms the community. Any abuse of this process may lead to consequences.
We’ll keep what you share as private as we can. Sometimes, we might need to share limited information (for example, to interview a witness or take steps to prevent further harm), but we’ll always do so thoughtfully and only as necessary.
Everyone involved—including the person reporting, the person being reported, and any witnesses—should avoid discussing the matter, including with other staff while the investigation is ongoing, unless you’re speaking with a support person or legal representative.
All investigation materials and related records will be kept securely and confidentially.
To keep our process accountable and consistent, we’ll maintain records that include:
These records are confidential and will only be shared when absolutely necessary—for example, to address further concerns, respond to legal obligations, or prevent future harm.
We’ll retain records for at least one year.
This policy will be reviewed annually and updated as necessary to ensure compliance with legal requirements and the evolving needs of our community.
