Bridging Cultures Non-Discrimination Policy
Bridging Cultures has a nondiscrimination policy in place and does not discriminate against staff, volunteers, or the people we serve based on race, color, national origin, religion, sex, sexual orientation, gender identity, age, disability, or any other legally protected status.
Puentes Entre Culturas tiene una política de no discriminación y no discrimina contra el personal, los voluntarios o las personas a las que prestamos servicios por motivos de raza, color, nacionalidad, religión, sexo, orientación sexual, identidad de género, edad, discapacidad o cualquier otro estatus legal protegido.
Unlawful Discrimination: BC is committed to providing an environment free of discrimination. It is our policy to treat all employees and volunteers fairly, equitably, and with courtesy and to apply policies and procedures uniformly. Discrimination is an act that makes a difference in treatment in favor of one person over another; which creates an intimidating, hostile, or offensive environment for work, including conduct which insults, ridicules; or demeans individuals or groups on the basis of race, national origin, ethnic or cultural background, sex, disability, or any other consideration made unlawful by federal, state or local laws. It also includes creating differences in compensation, working conditions or other job factors based on membership in a protected class.
Employees and volunteers are entitled to freedom from discrimination and are expected to conduct themselves in their relationships with other members of the BC community so as to avoid discrimination. Persons found to be in violation of these policies are subject to appropriate discipline up to dismissal for flagrant and/or repeated violations.
Unlawful Harassment: It is BC’s policy to maintain a work environment free of harassment: an environment in which we work with each other in ways that respect and encourage full acceptance of all persons. Harassment can occur between or among peers and co-workers, or between supervisors and subordinates. Employees, volunteers, and students of BC’s partners may also initiate or be victims of unlawful harassment. This policy is applicable to the workplace as well as at any BC initiated or sponsored activity, (social, recreational and travel) outside the workplace. Harassment of employees, volunteers and those we serve will not be tolerated. All reports of harassment will be taken seriously, promptly investigated and addressed.
Definition of Sexual Harassment: Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal, visual, or physical conduct of a sexual nature when:
Examples of harassment include, but are not limited to:
Procedure:
If you feel you have been harassed or discriminated against, or have witnessed harassment or discrimination, you can raise allegations without fear of retaliation or reprisal by taking the following steps:
Discipline: Substantiated acts of harassment or discrimination will be met with appropriate corrective action, up to and including termination of employment or volunteerism. The discipline will vary depending on the nature, the number and severity of the acts and the position held by the harasser or person discriminating relative to the victim. An individual may be terminated for a first offense if the proven offense is sufficiently serious, using the factors listed above.
Responsibility: You are responsible for conducting yourself in a manner consistent with this policy and in assuring that the policy is adhered to within your workgroup. Any acts of harassment or discrimination should be reported accordingly. Such acts are often best dealt with promptly, informally and discreetly, but circumstances vary and there is no time limit for reporting alleged discrimination or harassment.
Recordkeeping
The board shall maintain records of each investigation, including emails related to the allegation, records from meetings and investigations and any disciplinary actions taken.
Reconciliation
Whether or not an accusation of harassment or discrimination meets the legal standard or requires disciplinary action, it is evidence of a relational problem. The executive committee and investigator are encouraged, where possible and where desired by both parties, to encourage and seek restoration of healthy working relationships and appropriate professional and personal boundaries with mutual respect and tolerance for each person in their individuality.
Prevention and Training
The organization can provide training for a safe work environment, against harassment, bullying, and violence in the workplace. For example, sexual harassment prevention, diversity and inclusion, and conflict resolution. Training can include guidance on how to safely intervene when witnessing inappropriate behavior.
Creating a Respectful Workplace
A respectful workplace is one that values:
• diversity and the human rights of others regardless of their race, national or ethnic origin, color, religion, age, sex, marital status, family status, any physical or mental disability and sexual orientation
• the dignity of the person
• courteous conduct
• mutual respect, fairness and equality
• positive communication between people
• collaborative working relationships
Employee Responsibilities
Executive Director, Program Leader, and Supervisor Responsibilities:
Discipline: Lack of adherence to the above creates a hostile work environment. Disruption to or continued negative impact on the respectful workplace will be met with appropriate corrective action, up to and including corrective action and/or termination of employment or volunteerism. The discipline will vary depending on the nature, the number and severity of the acts and the position held by the harasser, relative to the victim. An individual may be terminated for a first offense if the proven offense is sufficiently serious, using the factors listed above.
Bridging Cultures has a nondiscrimination policy in place and does not discriminate against staff, volunteers, or the people we serve based on race, color, national origin, religion, sex, sexual orientation, gender identity, age, disability, or any other legally protected status.
Puentes Entre Culturas tiene una política de no discriminación y no discrimina contra el personal, los voluntarios o las personas a las que prestamos servicios por motivos de raza, color, nacionalidad, religión, sexo, orientación sexual, identidad de género, edad, discapacidad o cualquier otro estatus legal protegido.
Unlawful Discrimination: BC is committed to providing an environment free of discrimination. It is our policy to treat all employees and volunteers fairly, equitably, and with courtesy and to apply policies and procedures uniformly. Discrimination is an act that makes a difference in treatment in favor of one person over another; which creates an intimidating, hostile, or offensive environment for work, including conduct which insults, ridicules; or demeans individuals or groups on the basis of race, national origin, ethnic or cultural background, sex, disability, or any other consideration made unlawful by federal, state or local laws. It also includes creating differences in compensation, working conditions or other job factors based on membership in a protected class.
Employees and volunteers are entitled to freedom from discrimination and are expected to conduct themselves in their relationships with other members of the BC community so as to avoid discrimination. Persons found to be in violation of these policies are subject to appropriate discipline up to dismissal for flagrant and/or repeated violations.
Unlawful Harassment: It is BC’s policy to maintain a work environment free of harassment: an environment in which we work with each other in ways that respect and encourage full acceptance of all persons. Harassment can occur between or among peers and co-workers, or between supervisors and subordinates. Employees, volunteers, and students of BC’s partners may also initiate or be victims of unlawful harassment. This policy is applicable to the workplace as well as at any BC initiated or sponsored activity, (social, recreational and travel) outside the workplace. Harassment of employees, volunteers and those we serve will not be tolerated. All reports of harassment will be taken seriously, promptly investigated and addressed.
Definition of Sexual Harassment: Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal, visual, or physical conduct of a sexual nature when:
- Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or volunteerism,
- Submission to or rejection of such conduct by an individual is used as a basis for a performance evaluation affecting an individual,
- Or when conduct has the purpose or effect of unreasonably interfering with an individual’s performance or creating a hostile, intimidating, or offensive working environment.
Examples of harassment include, but are not limited to:
- Repeated unwanted invitations.
- Unwanted sexual advances.
- Offering benefits in exchange for sexual favors.
- Visual conduct: leering, staring at a person’s body, making sexual gestures, displaying sexually suggestive objects or pictures, cartoons or posters.
- Verbal conduct: making or using derogatory comments, epithets, slurs, and jokes.
- Verbal sexual advances or propositions.
- Verbal abuse of a sexual nature, graphic verbal commentaries about an individual body, sexually degrading words used to describe an individual, suggestive or obscene letter, note, email or invitation.
- Physical conduct: touching, assault, impeding or blocking movements, encroaching on another’s personal space.
- Requests for sexual favors
- Other verbal or physical contact of a sexual nature
- Offering/giving gifts that implies favoritism or are of a personal nature such as, but not limited to: clothing, perfume, romantic items, items of a large value, any items implying a sexual or suggestive message or repeated unwanted items.
Procedure:
If you feel you have been harassed or discriminated against, or have witnessed harassment or discrimination, you can raise allegations without fear of retaliation or reprisal by taking the following steps:
- Clearly inform the alleged harasser that his/her behavior is offensive and unwelcome and to stop such behavior. If you feel you cannot talk to the alleged harasser, inform the alleged harasser’s supervisor or your supervisor. If you are not comfortable raising it with the person or their supervisor, you may also contact a member of BC’s leadership team or Board of Directors.
- Allegations of harassment brought to the attention of BC management or board members will be investigated in a timely and thorough manner. Managers or board members who become aware of a complaint should immediately bring it to the attention of one of the board officers (President, Secretary, Treasurer), who will immediately call an executive committee to begin an investigation. Any person who is a target of a complaint will recuse themselves from any portion of a meeting where the accusation is discussed. The executive committee will ensure that any investigation will be conducted confidentially to the extent that only those parties who have a definite need to be involved to investigate and rectify the issue will be included, and the executive committee may meet in executive session to accomplish a confidential investigation. The executive committee may hire an independent consultant or investigator if appropriate.
- Retaliation or reprisal towards anyone for bringing the complaint is strictly prohibited. Proven retaliation will result in disciplinary action up to termination against the employee or director who retaliated. It is the organization’s responsibility to make sure employees are assured that they will be protected from retaliation, if they report incidents of harassment or discrimination.
Discipline: Substantiated acts of harassment or discrimination will be met with appropriate corrective action, up to and including termination of employment or volunteerism. The discipline will vary depending on the nature, the number and severity of the acts and the position held by the harasser or person discriminating relative to the victim. An individual may be terminated for a first offense if the proven offense is sufficiently serious, using the factors listed above.
Responsibility: You are responsible for conducting yourself in a manner consistent with this policy and in assuring that the policy is adhered to within your workgroup. Any acts of harassment or discrimination should be reported accordingly. Such acts are often best dealt with promptly, informally and discreetly, but circumstances vary and there is no time limit for reporting alleged discrimination or harassment.
Recordkeeping
The board shall maintain records of each investigation, including emails related to the allegation, records from meetings and investigations and any disciplinary actions taken.
Reconciliation
Whether or not an accusation of harassment or discrimination meets the legal standard or requires disciplinary action, it is evidence of a relational problem. The executive committee and investigator are encouraged, where possible and where desired by both parties, to encourage and seek restoration of healthy working relationships and appropriate professional and personal boundaries with mutual respect and tolerance for each person in their individuality.
Prevention and Training
The organization can provide training for a safe work environment, against harassment, bullying, and violence in the workplace. For example, sexual harassment prevention, diversity and inclusion, and conflict resolution. Training can include guidance on how to safely intervene when witnessing inappropriate behavior.
Creating a Respectful Workplace
A respectful workplace is one that values:
• diversity and the human rights of others regardless of their race, national or ethnic origin, color, religion, age, sex, marital status, family status, any physical or mental disability and sexual orientation
• the dignity of the person
• courteous conduct
• mutual respect, fairness and equality
• positive communication between people
• collaborative working relationships
Employee Responsibilities
- Respectful communication, cooperation, and teamwork.
- Expected to refrain from participating in behavior that can be considered disrespectful. Example can be, but are not limited to:
- Offensive or inappropriate remarks, gestures, material or behavior
- Inappropriate jokes or cartoon including racial or ethnic slurs
- Grouping or isolating
- Yelling
- Belittling
- Reprimanding in the presence of others
- aggressive or patronizing behavior
- embarrassing or humiliating behavior
- discrimination as defined under human rights legislation
- sexual harassment
- intimidation and/or coercion
- undermining legitimate business interest
- spreading malicious information that have no foundation in fact
- damaging gossip or rumors
- unwarranted physical contact
- covert behavior, i.e. inappropriately withholding information, undermining, underhandedness, manipulation (?)passive aggressiveness (?)
- Anything that is hurtful or harmful to the staff, board ro group cohesion.
- Offensive or inappropriate remarks, gestures, material or behavior
Executive Director, Program Leader, and Supervisor Responsibilities:
- Make employees aware of these policies
- Provide appropriate assistance, interpretations to employees regarding potential breaches of the policy
- Lead by example
- Prevent development, escalation, or recurrence of incidents that violate the policy
- Maintain confidentiality and a safe environment for employees to come forward with incidents.
- Address concerns of the staff
Discipline: Lack of adherence to the above creates a hostile work environment. Disruption to or continued negative impact on the respectful workplace will be met with appropriate corrective action, up to and including corrective action and/or termination of employment or volunteerism. The discipline will vary depending on the nature, the number and severity of the acts and the position held by the harasser, relative to the victim. An individual may be terminated for a first offense if the proven offense is sufficiently serious, using the factors listed above.