STATEMENT
DISCRIMINATION, HARASSMENT and ABUSE
Other Voices, Inc.
OTHER VOICES, Inc. values our volunteers, students, patrons, artists, and staff as they pursue artistic knowledge and expression. We are committed to providing a safe and nurturing environment for all.
Therefore, the Board of Directors and the Executive and Artistic Directors are committed to working with all staff, volunteers, and students to maintain an environment free from any and all forms of physical, verbal, and sexual harassment and abuse. Included are all forms of harassment and discrimination based on race, sex, color, ancestry or national origin, age, religion, marital status, sexual orientation, genetic identity, gender identity, disability, or genetic information.
To this end, Other Voices, Inc. has adopted a zero-tolerance policy against all forms of discrimination, harassment, and abuse.
- This policy applies to all board and staff members of Other Voices, Inc. – paid or volunteer.
- This policy applies to any and all participants and members of Other Voices Theatre and Dance Unlimited Repertory Company.
- This policy applies to any and all events off campus, such as performances, competitions, and social gatherings.
- This policy also applies to any and all third parties entering the building such as workers hired by either Company, vendors, contractors, visitors, and all others coming in contact with Other Voices work and business.
POLICY
DISCRIMINATION, HARASSMENT and ABUSE
Other Voices, Inc.
DISCRIMINATION – Other Voices, Inc. believes a diverse, inclusive, and equitable workplace is one where all employees, students, and volunteers feel valued and respected. We are committed to a nondiscriminatory approach and provide equal opportunity for employment and advancement in all of our departments, programs, and worksites. We respect and value diverse life experiences and heritages and ensure that all voices are valued and heard.
Maryland law prohibits discrimination based on race, sex, color, ancestry or national origin, age, religion, marital status, sexual orientation, genetic identity, gender identity, disability, or genetic information. Other Voices, Inc. does not tolerate discrimination toward anyone – in any form.
PHYSICAL and VERBAL HARASSMENT and ABUSE – Harassment of any sort, be it verbal, physical, or other, will not be tolerated. Harassment can take many forms. It may be, but is not limited to words, signs, jokes, pranks, intimidation, bullying, physical contact, or violence. Harassment and abuse is not necessarily sexual in nature.
SEXUAL HARASSMENT and ABUSE – Sexually harassing conduct may include unwelcome sexual advances, requests for sexual favors, or any other verbal or physical contact of a sexual nature that creates an intimidating, hostile or offensive working environment, or when such conduct is made a condition of employment, compensation, or participation either implicitly or explicitly.
Harassment of any kind, nature, or extent will not be tolerated. Violation of this policy will result
in disciplinary action or termination or expulsion. Employees have a responsibility for keeping the work environment free of harassment. Employees, who become aware of an incident of harassment, whether by witnessing an incident or being told of it, must report it to one of the directors or a member of the board.
Once a director or board member becomes aware of claimed harassment, he/she is obligated to take prompt and appropriate action.
ABUSE OF A MINOR (in Maryland – under 18 unless married or a parent)
In the case of a minor, it is especially important to be aware of inappropriate conduct, sexual or otherwise, and report the incident immediately on behalf of the minor if he or she is unaware of the ability to do so due to age and maturity level. We all must work together to create and protect a learning/performing environment that enables the minor to grow and flourish without fear or harm.
This policy also applies outside of The Performing Arts Factory. When the dance or theatre companies are performing, competing, or socializing off campus, all aspects of this policy remain in place.
REPORTING PROCEDURE –
We strongly encourage all members of Other Voices Inc. to report any incident of discrimination or harassment and abuse immediately (in person or an email) to one of the directors or the Executive Director. If, for any reason, you are uncomfortable reporting to one of the directors, you may also contact the Board of Directors.
Executive Director, Other Voices Inc. – Donna Grim: donna.ovt@gmail.com
Board of Directors, Other Voices, Inc. – othervoicesinc@gmail.com
Whoever receives the complaint is obligated to immediately share it with the director(s) and board to initiate a timely investigation. Should one or more of the above persons be the accused in any such complaint, they will be excluded from investigating the complaint. In such case, additional board members may be enlisted to maintain an investigating committee of three.
All reports will be investigated promptly and thoroughly.
If deemed necessary, appropriate disciplinary action, up to and including discharge, will be taken if it is determined that a staff member, volunteer, or student has violated the Studio’s policy on harassment.
Further, any incident deemed or suspected to be a crime in the state of Maryland will be promptly referred to the proper authorities.
All information regarding any specific incident will be kept confidential within the necessary boundaries of the fact-finding process. Once an investigation is in progress, the involved parties should not be in contact. The staff member, volunteer, student, or parent/guardian reporting the allegation of harassment will be kept updated as to the investigative process and the final outcome.
NON-RETALIATION – Other Voices prohibits any form of retaliation against any employee, student, volunteer, or parent/guardian for filing a complaint under this policy or for assisting in a complaint investigation. We want this process to be as supportive as possible, and will not allow further victimization of anyone.
Please note that if, after investigating any complaint of harassment or discrimination, Other Voices determines that the complaint is intentionally false or that an individual has provided false information regarding the complaint, disciplinary action may be taken against the individual who filed the complaint or gave false information. This is important in maintaining the integrity and effectiveness of this policy.
Our Strategy
Regarding this Policy
Prevention – In addition to the implementation of a strong and effective policy, we want to promote a culture of non-threatening behavior as we work together. Creating an environment where we can discuss and educate one another on these subject matters that far too often remain taboo. We believe that an atmosphere of education and accountability keeps us all on top of and sensitive to this important issue.
Additionally, staff, along with board support when required, will regularly monitor for signs of insensitivity, oppressive or bias behaviors, and implement a course of action to improve conduct.
It is our hope that this policy will also serve as a tool for education and prevention by increasing awareness and self-evaluation.
The dance studio also housed in the building, Dance Unlimited, Inc. has also implemented this policy. Both organizations will work together to further enhance our efforts in awareness and prevention.
Training – All staff and volunteer leaders or teachers are required to attend an annual training course on workplace discrimination and abuse. Occasional webinars may also supplement in person coursework.
Reporting Procedure – Our procedure for reporting incidents of discrimination, harassment and abuse is explained in the policy above. Other Voices monitors and reviews this policy and procedure to insure that is as efficient and effective as possible.
If you have a question concerning this policy, please contact any of the directors or the board.
ADDITIONAL RESOURCES: