Code of Conduct

JDC West upholds all event participants and affiliates to the JDC West Code of Conduct

Code of Conduct Violations: These are against a school or the Organizing Committee (OC). These are sent directly to the Board of Directors (BOD).

- Offensive or harmful language;
- Harassment, discrimination, threats, violence;
- Damage to property.

If you believe a school, volunteer, or the Organizing Committee (OC) has violated the Code of Conduct, please submit your complaint directly to the Board of Directors (BOD) via email at directors@jdcwest.com, including the below information in your submission:

Subject Line: Code of Conduct Violation – [Your School Name] – [Nature of Violation]
Clearly outline the violation, citing the specific section(s) of the Code of Conduct.
Please describe what happened.
If you’d like, please describe the desired resolution or outcome of your complaint.

JDC WEST CODE OF CONDUCT

Last updated: January 2026

At JDC West, we are committed to fostering a culture of diversity, equity, and inclusion (DEI) in our competition. Our mission is to provide the foremost Canadian undergraduate business competition that fosters personal growth and professional development in students. Our vision is to be a catalyst for our participants to achieve their potential in their careers and communities. Our core values of Empowerment, Community, Charity, Excellence, and Energy guide our actions and decisions. To reflect these values, we must ensure that our competition is inclusive and welcoming to all, regardless of their background, identity, or experiences. This training guideline is designed to equip our OC with the knowledge and skills necessary to create an inclusive and equitable environment. This code of conduct (the “Code of Conduct”) outlines the expectations for all participants within the JDC West community, both online and at in-person events affiliated with JDC West, as well as provides a framework for disclosing unacceptable behavior. This includes but is not limited to Student Delegates, Volunteers, Organizing Committee Members, Board Members, Judges, attending Faculty, Sponsors, and Sponsor Presenters. We are committed to providing a welcoming, safe, and inspiring community for all, and expect the Code of Conduct to be honored. Anyone who violates this Code of Conduct may be asked to leave events or face other appropriate discipline.

Purpose

The purpose of this Code of Conduct is to ensure that all JDC West attendees are provided a welcoming, safe, and harassment free environment to participate at JDC West and should have an opportunity equal with other individuals to have their needs accommodated, consistent with their duties and obligations as participants in events organized by JDC West, without being hindered in or prevented from doing so by discriminatory practices based on race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity, or disability, and to be free from harassment and intimidation during their participation in JDC West.

Participation Guidelines

All participants at events hosted by JDC West, whether online or in person, will not engage in any behaviour that will undermine or attack the goals and purposes of JDC West including, but not limited to:

the use of offensive language or behaviour;
making negative or disparaging comments on the basis of race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender, or disability;
discriminate in any way, shape, or form on the basis of race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender, or disability;
harass, threaten, assault or intimidate other participants or participate in any other forms of harassment as defined by Appendix II;
participate in or perpetrate any behaviour that constitutes sexual violence, as defined by Appendix II;
damage or destroy any property that does not belong to them;

We expect participants to work together to create a welcoming, inclusive, and safe environment for people from diverse backgrounds.

Appendix I: Disclosing Violations of the Code of Conduct

If you experience, are a bystander to, or witness unacceptable behavior that breaches the Code of Conduct (or have any other concerns), please make a disclosure using the method described below.

If you experience or witness behavior that violates the code of conduct at any JDC West event, meeting, or online, please submit a disclosure to the JDC West Code of Conduct Committee (a committee of the Board of Directors) via the procedure outlined on the JDC West Website (www.jdcwest.org/code-of-conduct).

If you are more comfortable submitting a disclosure anonymously, please do so using the anonymous form on the website. We will do our best to respond to the situation, and disclosures submitted anonymously are taken seriously; however, submitting anonymously may inhibit the committee’s ability to take specific action. We would like to take the opportunity to remind you that our Board of Directors is an open and safe team to approach, and that you would be protected from retaliation after submitting a disclosure. All disclosures will be handled with discretion by the Code of Conduct Committee.

In your disclosure, please do your best to include:

Your contact information;
Identifying information of the participant who has violated the Code of Conduct;
The specific behavior you believe violated the Code of Conduct;
The approximate time of that behavior (if different than the time the disclosure was made);
Where the Code of Conduct violation occurred;
The circumstances surrounding the incident;
Other people involved in or who witnessed the incident;
If you believe the incident is ongoing or part of a pattern of behaviour, please let us know;
If there is a publicly available record (e.g. mailing list record, video), please include a link, or any relevant documentation; and
Any additional information you think may be useful.

At the JDC West competition and conference, there will be Code of Conduct Committee members on site, including at official evening events, to receive disclosures and help support victims.

If for any reason, you do not feel comfortable disclosing an incident as described above, please contact Josh Puszka, Chair of the Board of Directors at j.puszka@jdcwest.com. If a member of the Organizing Committee or Board of Directors is reported for inappropriate behavior, they will not be allowed to participate in supporting you or assisting with your disclosure. We will make every effort to respect confidentiality requests for the purpose of protecting those who submit Code of Conduct disclosures.

How We Respond to Disclosures

At JDC West’s flagship event and online, responses to disclosures are reviewed by the Code of Conduct Committee.

After a disclosure is submitted related to JDC West, the Code of Conduct Committee will be notified, and the individual making the disclosure will be contacted (if possible) to gather more information, and determine how the person making the disclosure can be best supported. All disclosures will be reviewed to the extent the details provided allow. The Code of Conduct Committee will meet to discuss the disclosure and decide what actions to take, in consultation with the person making the disclosure, if known, and in as timely a manner as possible. During this part of the process, we will do our best to protect your confidentiality, if you wish your disclosure to be confidential; however, disclosing an incident anonymously or wishing not to disclose key details (e.g. the name of the person being reported) may inhibit the committee’s ability to take action but will allow the committee to help provide support for the disclosure. Once appropriate actions are determined by the committee, they will be communicated to the person who violated the code of conduct and the person making the report.

Actions in response to reports may range from warnings with instructions on how to correct behavior that violated the code of conduct to immediate removal from JDC West events and future engagement.

The JDC West Code of Conduct Committee will consider the broader implications of all reported and disclosed issues that will be reviewed and used to reflect on the event, its culture, its leadership, and its norms and processes, and lead to changes aimed at strengthening the desired culture.

Sanctions

The following is a list of potential sanctions for anyone who violates the code of conduct, depending on the severity of the violation. The sanctions will be decided by the Code of Conduct Committee:

Warning the accused to cease their behaviour and that further reports may result in sanctions
Ending an accused participation in an event
Immediately ending any participation responsibilities and privileges the accused holds
Requiring that the accused not participate for future events (either indefinitely or for a certain time period)
Requiring that the accused immediately leave the event and not return
Banning the accused from future events (either indefinitely or for a certain time period)
Being banned or blocked on online community platforms
Being reported to the proper authorities

Appendix II: Harassment Definitions

Sexual Violence is an umbrella term that encompasses a broad range of behaviour. It means a sexual act or an act targeting a person’s sexuality, gender identity or gender expression that is committed, threatened or attempted against a person without the person’s Consent. Such behaviour may or may not involve physical contact. It includes but is not limited to: sexual assault, sexual exploitation, sexual harassment, stalking, indecent exposure, voyeurism, stealthing, and the distribution of sexually explicit photographs or videos of a person without their Consent.

Some examples of sexual violence include (but are not limited to):

Unwelcome and repeated flirtations, propositions, advances, or other sexual attention—including gratuitous or off-topic sexual images or behaviour;
Unwelcome physical contact;
Whistling;
Looking at someone in a way that makes them uncomfortable;
Improper gestures;
Use of stereotypes;
Offensive, insulting, derogatory, or degrading remarks;
Unwelcome comments about appearance;
Sexual jokes or use of sexually explicit or offensive language;
Gender- or sex-based pranks;
Display of sexually suggestive objects or pictures; or
Demands for sexual favors in exchange for favourable or preferential treatment.
Offensive comments related to gender, gender identity and expression, or sexual orientation.

Other harassment is defined as verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of their race, color, religion, national origin, sex, age, sexual orientation, gender identity or expression, personal appearance, political affiliation, marital status, family responsibilities, veteran status, matriculation, disability, mental illness, neuro(a)typicality, or any other legally protected status, and that creates an intimidating, hostile, or offensive environment for participation or unreasonably interferes with an individual’s ability to participate in the community.

Some examples of other harassment include (but are not limited to):

Offensive comments relating to someone’s special needs, mental illness, neuro(a)typicality, physical appearance, body size, race, age, regional discrimination, lifestyle, political or religious affiliation;
Using epithets or slurs;
Mocking, ridiculing, or mimicking another’s culture, accent, appearance, or custom;
Deliberate misgendering. This includes deadnaming (referring to someone who has changed their name by their previous name) or persistently using a pronoun that does not correctly reflect a person’s gender identity. Address people by the name on their badges or their chosen name unless they invite you to refer to them by another name;
Threats of violence, both physical and psychological;
Deliberate intimidation;
Incitement of violence towards any individual, including encouraging a person to commit suicide or to engage in self-harm;
Physical contact and simulated physical contact without consent or after a request to stop;
Stalking or following;
Harassing photography or recording, including logging online activity for harassment purposes;
Continued one-on-one communication after requests to cease;
Deliberate “outing” of any aspect of a person’s identity without their consent except as necessary to protect others from intentional abuse; or
Publication of non-harassing private communication.

We will not act on complaints regarding reverse-isms (e.g. reverse racism, reverse sexism), reasonable communication of boundaries (such as “leave me alone”), refusal to explain or debate topics, or criticism of ‘tone’ or oppressive behavior.

Appendix III: DEI Guidelines

1. Understanding Diversity, Equity, and Inclusion

We empower through knowledge, and understanding and upholding the concepts of diversity, equity, and inclusion is important:

Diversity: Recognizing and valuing differences in race, ethnicity, gender, sexual orientation, religion, abilities, and other characteristics.
Equity: Ensuring fairness and justice by addressing systemic disadvantages and providing equal opportunities.
Inclusion: Creating an environment where everyone feels valued, respected, and that they can be themselves.

2. Promoting Diversity and Inclusion

We build connections. Foster a sense of belonging and inclusion by:

Greeting, engaging with, and seeking out participants from diverse backgrounds.
Encouraging dialogue and open communication.
Avoiding stereotypes and biases in conversations and interactions.

3. Addressing Bias and Stereotypes

We help others grow. Combat biases and stereotypes by:

Recognizing your own biases and committing to challenge them.
Avoiding making assumptions based on appearances.
Promoting respectful discussions that challenge stereotypes.

4. Ensuring Equal Opportunities

We uphold the highest standards. Strive for excellence in DEI by:

Treating all athletes and volunteers equally, regardless of background.
Providing equal access to resources and opportunities.
Addressing any instances of discrimination or unequal treatment promptly.

5. Creating an Inclusive Environment

We bring positive energy. Promote an inclusive atmosphere by:

Being an ally and standing up against discrimination or exclusion.
Using inclusive language and respecting preferred pronouns.
Ensuring accessibility for delegates and non-delegates with disabilities.

6. Handling Discrimination and Harassment

We develop confidence. Empower everyone to speak up by:

Providing clear channels to report discrimination or harassment – the Director, Culture.
Ensuring confidentiality and protection for those who report incidents.
Taking immediate action to address and resolve complaints.

7. Training and Education

We aim for exceptional work. Continuously improve DEI efforts by:

Providing ongoing DEI training for delegates and volunteers.
Staying informed about best practices and emerging issues in DEI.
Encouraging volunteers and athletes to share DEI resources and experiences.

8. Celebrating Diversity

We expand networks. Celebrate diversity by:

Highlighting diverse backgrounds and achievements.
Organizing cultural and awareness events.
Encouraging cross-cultural exchanges and learning, and integrating underrepresented groups’ food, businesses etc where possible.

9. Feedback and Improvement

We give back and respond to the community. Solicit feedback and commit to improvement by:

Collecting feedback from participants on DEI efforts.
Using feedback to make necessary adjustments and enhancements.
Demonstrating our commitment to continuous improvement in DEI.

By adhering to these guidelines, all of us can ensure that our event aligns with the values of JDC West and becomes a beacon of diversity, equity, and inclusion, empowering all participants to succeed and contribute positively to their communities.

Thank you for your dedication to making JDC West a more inclusive and equitable event. Together, we can create an environment where every OC member, volunteer, delegate, non-delegate, sponsor, judge, and all other stakeholders feel valued and respected.

Appendix IV: Participation Guidelines

In following JDC West’s Code of Conduct, you should keep the following expectations about behavior in mind, which are essential for creating a welcoming and safe environment:

Physical, sexual, verbal, and other harassment are unacceptable.
Do not discriminate against people because of their identity (e.g. race, gender, sexuality, age, class background, ability, religion, and more).
We expect participants to work together to create a welcoming, inclusive, and safe(r) environment for people from diverse backgrounds.

You should take the time to read about what constitutes harassment and discrimination in Appendix I. However, here are some rules of thumb to keep in mind when checking whether you are putting the Code of Conduct into practice:

Ask for consent (i.e. permission) and respect people’s boundaries.

Ask for permission before you engage in physical interactions with participants. This applies to everything from friendly interactions, such as asking “Can I hug you?” before you hug someone, to sexual attention and/or sexualized physical contact at conference social events or after hours, off-site. If you ask someone’s permission and they indicate no, respect that and don’t continue. Sexual harassment (including verbal comments or gestures) is unacceptable, including online, at conference social events, and after-hours at the conference.

Be considerate in your interactions with others and careful about the words you use. Is the language that you’re using discriminatory?

There is a lot of everyday language which discriminates against people, and interactions that seem harmless from one perspective may perpetuate bias when viewed from another. We ask that participants be thoughtful in the language you use and avoid using terms or phrases that—overtly or implicitly—discriminate against minorities such as people of color, LGBTQ+ people, or those with disabilities. We also ask that community members are sensitive to microaggressions and unconscious bias. If someone calls you out for using problematic language or microaggressions, please take the time to listen, apologize, and put effort into not using the language again.

Be mindful of how much time and space you’re taking up. Be aware of the dynamics of power and privilege, and whether you’re taking advantage of it.

Are you taking up a disproportionate amount of time for questions or discussion? Are you giving a chance for participants from an underrepresented country or a marginalized group to speak? Are you attempting to engage in a physical or intimate interaction with someone who doesn’t have the capacity to consent (e.g. at an evening social event with alcohol)? Are you taking the time to listen to the perspectives of those who are different from you? We ask that participants be considerate of how their actions shape the community and create space for others to participate fully themselves.