About This Event

Dive deep into various social media platforms and strategies through hands on, actionable sessions on Instagram accounts.  Each session will be led by experts, offering hands-on guidance and actionable advice.

Learn from their experiences, challenges, and triumphs.

Explore funding possibilities through the government’s digital adoption strategy, helping you access resources to enhance your digital capabilities.

Join us for this comprehensive event and take your social media skills to the next level. Network with fellow entrepreners, learn from industry experts, and discover new strategies to grow your business online.

Don’t miss out on this opportunity to enhance your social media strategy and connect with the vibrant Cape Breton business community!

Participant Code of Conduct

CEED is committed to a healthy, safe and supportive workplace and is committed to providing an environment that values diversity and where all persons are treated with respect and dignity. It is the right of all employees, facilitators, participants and visitors to work in an environment free from harassment, sexual harassment, discrimination and other offensive behavior.

Harassment is defined as any unsolicited or unwelcome behaviour that is disrespectful or offensive that reasonably ought to be known to be unwelcome or objectionable and that is likely to cause offence or humiliation. This behaviour may be discriminatory, but may also simply be disrespectful or offensive behaviour that demeans, embarrasses, intimidates or injures an individual. Harassment may include but is not limited to:

• unwelcome remarks, taunting, suggestive comments;
• racist behaviour or language;
• rude or aggressive behaviour or language, including uses of profanity;
• show of disrespect or an act designed to undermine.

Sexual harassment is defined as any sexually oriented comment or conduct, whether verbal or physical, that reasonably ought to be known to be unwelcome or objectionable and/or might reasonably be perceived by the individual as placing a sexual condition on the provision of services, employment, training or promotion. Sexual harassment may include, but is not limited to, the following behaviour:

• An implied or expressed threat of reprisal for refusal to comply with a sexually-oriented request;
• A demand for sexual favour in return for services, employment, continued employment, or more favourable employment conditions;
• An unwelcome remark, joke, innuendo, proposition, or taunt about a person’s body, attire, sexual orientation or sexual behaviour;
• A display of a sexist or suggestive picture or material;
• Suggestive, persistent staring or leering;
• Physical contact such as touching, petting, pinching, etc. with a sexual undercurrent; and/or
• Sexual assault.

A person discriminates when the person makes a distinction, whether intentional or not, based on a characteristic, or perceived characteristic, protected by the Human Rights Act, which includes, but may not be limited to, characteristics such as a person’s age, race, colour, religion, sex, sexual orientation, disability, ethnic, national or aboriginal origin, family or marital status, etc.

Any display of such behaviour, as identified above, negatively impacts the working and learning environments, as well as the overall well-being of individuals; and will not be accepted or tolerated under any circumstances.

Upon investigation of a reported incident, CEED Management will determine the nature and severity of the infraction, as well as the appropriate penalty. As such, a participant may be dismissed from the SE program for a 1st offence if the nature of the offence warrants such a penalty.

If you fail to meet your obligations as outlined in this agreement, you may be dismissed from the program.