SEXUAL HARASSMENT POLICY
Purpose
IMAGES FOR INCLUSION INC hereinafter referred as the “Corporation” is committed to maintaining an environment free from sexual harassment, and encourages appropriate conduct among board members, directors, officers, employees, volunteers, advisors and persons served by the Corporation (“Covered Persons”). Accordingly, the corporation is committed to taking action and stopping sexual harassment. All women have the rights to be free from all form of gender based discrimination and to organize in a comfortable, safe, and free from harassment of any kind. Any type of sexual harassment is a violation of this policy and may be illegal.
DEFINITION
Sexual harassment can take many forms. It may be, but it is not limited to, the following: words, signs, jokes, pranks, intimidation, physical contact, or violence. Sexual harassment does not have to be sexual in nature. Sexual harassment may include unwelcome sexual advances; request for sexual favors; or other verbal or physical contact of a sexual nature when such conduct creates an intimidating environment or prevents an individual from effectively performing the duties of his, her or their position, or when such conduct is made a condition of employment or compensation, either implicitly or explicitly. Repeatedly asking someone out can be sexual harassment.
Sexual desire is not necessary for it to be sexual harassment. Forcing, pressuring or threatening someone to do a sexual act is illegal (even if you go along with it). Jokes about masculinity, sex life, and sexual orientation often make people uncomfortable, and that is sexual harassment. Offensive comments about a person’s body is sexual harassment even if they are meant as compliments.
Sexual harassment can overlap with other forms of discrimination such as race, national origin, religion and sexual orientation; Offensive or degrading remarks, verbal abuse, or other hostile behavior such as insulting, teasing, mocking, degrading or ridiculing another person or group; Racial slurs, derogatory remarks about a person's accent, or display of racially offensive symbols; Unwelcome or inappropriate physical contact, comments, questions, advances, jokes, epithets or demands; Physical assault or stalking. It is not the intent of the behavior by the offender that determines if harassment has occurred but whether the behavior is welcome by the receiver.
RESPONSIBILITY
A covered person is responsible for helping keep our organization environment free of harassment, including the work environment of the Corporation’s clients with whom you have contact. If you become aware of an incident of harassment, whether by witnessing the incident, or being told of it, you must repport it to Lidia Pilar Arriagada Garcia, Founder & President, Contact office who has the power and duty to have general supervision of the affairs of the Corporation and shall keep the Board fully informed about the activities of the Corporation. When the Corporation becomes aware of harassment, it is obligated by law to take prompt and appropriate action regardless of whether the victim wants the company to do so.
COMPLAINT PROCEDURE
Any Covered Person, who believes that he, she or they has suffered harassment in violation of the Sexual Harassment Policy, should take the following action:
(a) If you are able to do so without conflict or danger, tell the harasser as clearly as possible that the behavior is unwelcome;
(b) If you feel that your supervisor or person to whom you report is not taking the complaint seriously, the Covered Person may report to Lidia Pilar Arriagada Garcia, Founder & President, Contact office.
Upon receiving such Complaing or repport Person or Department will investigate the complaint or repport and recommend to A.Richard Barber and John Scott-Richardson, both Officers of the Corporation, appropriate steps, including corrective disciplinary action, that should be taken to secure and maintain an environment free of any form of harassment. Such person will report to the Corporation’s Board of Directors and the person filing the complaint or concern, the action that has been taken, and if no action has been taken, the reason for no action.
RETALIATION
The Corporation, or any director, officer, or employee may not retaliate against any victim, or witness, who reports a violation of this Sexual Harassment Policy. Any person who believes that he or she has been retaliated against should consult a Corporation official.