Contributor Anti-Harassment & Anti-Discrimination Policy
Purpose and Scope.
IICLE® is committed to ensuring an environment that is free from all forms of harassment and discrimination. Harassment or discrimination based on race, color, religion, gender, gender expression, sexual orientation, marital status, order of protection status, age, national origin, ancestry, physical or mental disability, genetic information, familial status, pregnancy, service in the military or veteran status or any other characteristic protected by federal, state, or local law is not allowed (collectively, “Protected Characteristics”). All IICLE® Contributors, (collectively, “Contributors”), must be aware that IICLE® will not tolerate such behavior toward others involved in the work of IICLE®, including, but not limited to, other Contributors and IICLE® staff.
Oversight.
The Chair of the Board of Directors and the Co-Executive Directors shall have responsibility for the enforcement of this Policy. The Co-Executive Directors will ensure that this Policy is presented to new Contributors. The Board Development Committee will review this policy from time to time and make appropriate adjustments. Policy Statement.
- 1.All Contributors, regardless of their position, are covered by and expected to comply with this policy, and to take appropriate measures to ensure that prohibited conduct does not occur. For purposes of this policy, Contributors include:
- a. Individual speakers and authors participating in IICLE® via contributions to programs, publications, or other products or services produced by IICLE® staff; and
- b. Members of the IICLE® Board of Directors.
- c. Representatives of organizations sponsoring IICLE® programs, publications, or other products or services; and
- d. Third-party contractors hired by IICLE®.
- 2. For purposes of this policy, sexual harassment includes, but is not limited to the following examples:
- a. Sexually suggestive or vulgar comments or jokes, inappropriate comments about one’s own or another’s sexual behavior or body, or insulting or ridiculing another individual because of that individual’s gender; or
- b. Improper or intrusive questions or comments about one’s own or another individual’s romantic or sexual experiences or preferences, or unwelcome or offensive sexual flirtations, propositions, advances, or requests; or
- c. Use, display, or communication of sexually suggestive or offensive material; or
- d. Offering or providing benefits in return for sexual favors or another individual’s agreement to provide sexual favors or taking or threatening to take adverse action against another individual because the individual rejects a request for sexual favors.
- 3. For purposes of this policy, discriminatory harassment includes, but is not limited to the following:
- a. Comments or jokes that denigrate, insult, offend, or ridicule based on a Protected Characteristic; or
- b. Creating a hostile environment or otherwise singling out an individual for abuse conduct based on that individual’s Protected Characteristic; or
- c. Using, displaying, or communicating material that denigrates, insults, offends, or ridicules an individual based on a Protected Characteristic.
- 4. Contributors understand that the IICLE® Employee Handbook includes an Anti-Harassment and Anti-Discrimination Policy for IICLE® Employees.
Reporting & Enforcement.
Any individual who believes that they have been the subject of or that they have witnessed conduct prohibited by this Policy is urged to report the same directly to one of the Co-Executive Directors. If either or both Co-Executive Directors is/are the subject of such a report, the report may be made to the Chair of the IICLE® Board of Directors. Reports must be submitted in writing either via U.S. mail or via email. Contact information for the Co-Executive Directors and for the Chair of the IICLE® Board of Directors can be found within the Board of Directors Page.
IICLE® will not tolerate any harassment or discrimination and IICLE® will take seriously all complaints made under this Policy, and all reported allegations of harassment, discrimination, or retaliation will be investigated promptly. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge. IICLE® will maintain confidentiality throughout the investigatory process to the extent possible while performing adequate investigation and corrective action. Where required by law, IICLE® will report the complaint to appropriate legal authorities. Consequences for Violation of This Policy. Appropriate action, as well as the effective date of the action, for violations of this Policy, may be impacted by the seriousness of the offense. Any action taken will be communicated to the Contributor in writing (via U.S. Mail or email) and may include permanent excusal of the Contributor from their current and/or any future Contributor position(s) with IICLE®.
If a party to a complaint does not agree with the determination or resolution following the investigation, that party may notify either or both Co-Executive Directors (or the Chair of the IICLE® Board of Directors if that is to whom the initial complaint was made). The party in disagreement with the determination or resolution may submit a written statement regarding their disagreement and IICLE® will append the statement to the investigation file. IICLE® will not tolerate retaliation against any Contributor who seeks support to participate in IICLE® activities in an environment free from harassment and discrimination or who makes a good faith report under this Policy or through any other process.
Adopted by the IICLE Board of Directors on September 15, 2023.