The Clean Energy Leadership Institute Anti-Discrimination and Harassment Policy

Introduction

The mission of the Clean Energy Leadership Institute (CELI) is to develop the next generation of pragmatic clean energy leaders. Because CELI is an education-focused organization dedicated to the promotion of young professionals, we believe it is essential to provide a safe, tolerant, and welcoming community for our Fellows.

The CELI community is defined by a shared set of values and a culture that embodies integrity, honesty, respect, and inclusion for all members of the community, regardless of their background or role within the organization.

In order to deliver on this promise, CELI has adopted a zero-tolerance policy towards discrimination and all forms of unlawful harassment, including sexual harassment, sexual assault, and acts of unprofessionalism or discrimination on the basis of race, ethnicity, religion, gender, gender identity, sexual orientation, and/or disability. CELI’s zero-tolerance policy means that no form of unlawful discriminatory or harassing conduct by or towards any employee, volunteer, member (Fellow or professionals network) or Director.

CELI strives to provide a community embodying integrity, honesty, respect, and inclusion, as well as a safe and supportive space for members to address harassment and discrimination issues. We expect all community members – including the Board of Directors, Staff, Leadership Team, Fellows, and Professionals Network, to abide by the organization’s harassment policy.

The following sections provide details about CELI’s anti-discrimination and harassment policy, as well as implementation procedures.

Policy Implementation

CELI is committed to taking all reasonable steps to prevent harassment, and will make every reasonable effort promptly and completely to address and correct any harassment that may occur. However, CELI cannot take prompt and effective remedial action unless members assume the responsibility of reporting incidents immediately to an appropriate supervisory leadership team member.  As a matter of principle, all individuals have the right to be heard and believed.

Any report of harassment will be investigated promptly and impartially, with every effort to maintain confidentiality. The individuals involved will be informed of the results of the investigation. If the Organization finds that its policy has been violated, it will take appropriate corrective and remedial action, up to and including discharge of offending officers or employees, and/or similarly appropriate action towards offending vendors, contractors, or members.

In order to help facilitate an open and transparent process, CELI has designated a small governing committee to review situations, and “advocates” within its leadership team to listen and advocate on behalf of the individual who is bringing an incident forward. Individuals are more than welcome to raise any issues with any member of the organizational leadership team.

Designated CELI Advocates Include:

  • Katie Theiss, DC Fellowship Training Coordinator (katie @ cleanenergyleaders.org)

  • James Hewett, DC Fellowship Training Coordinator (james @ cleanenergyleaders.org)

  • Leah Fisher, DC Events Coordinator (leah @ cleanenergyleaders.org)

  • Laura Wang, SF Fellowship Training Coordinator (laura @ cleanenergyleaders.org)

Official Anti-Discrimination and Harassment Policy

The Clean Energy Leadership Institute (CELI) has adopted a zero-tolerance policy toward discrimination and all forms of unlawful harassment, including but not limited to, sexual harassment. This zero-tolerance policy means that no form of unlawful discriminatory or harassing conduct by or towards any CELI member (employee, member, volunteer, Director) will be tolerated.

CELI is committed to enforcing its policy at all levels within the organization for CELI-sanctioned events (including fellowship sessions, hosted private or public events, and happy hours). Any member of the community who violates this policy in prohibited discrimination or harassment may be discharged from employment or removed from leadership and participation in the program for a first offense.

Where this Policy Applies: Any incidents that occur between CELI Directors, employees, and volunteer leadership team are subject to review. Incidents that occur between event attendees at CELI-sanctioned events are also subject to review.  For incidents that occur between CELI members outside of a CELI-sanctioned event, CELI will help find resources to resolve these incidents. These can include workplace human resource, mediation, or legal remedies.

Conduct Covered by this Policy:  This policy applies to and prohibits all forms of harassment and discrimination. Accordingly, the Organization absolutely prohibits harassment or discrimination based on sex, age, disability, perceived disability, marital status, personal appearance, sexual orientation, race, color, religion, national origin, veteran status or any other legally protected characteristic.

Harassment includes, but is not limited to:

  • Verbal or written comments, including jokes, innuendos, slurs, name-calling, and insults that discriminate or intimidate an individual based on gender, gender identity and expression, sexual orientation, disability, physical appearance, body size, race, age, or religion;

  • Intentional and/or persistent intimidation, verbal or physical, stalking, or following;

  • Discrediting the person by spreading malicious gossip or rumors, or publicly ridiculing him/her, humiliating him/her, calling into question his/her private life;

  • Unwelcomed photography or recording;

  • Inappropriate physical contact such as touching or pinching; and

  • Advocating for, or encouraging, any of the above behavior.

Sexual harassment may take many forms, including the following:

Unwelcome sexual advances constitute “sexual harassment” when either explicitly or implicitly:

  • Makes acceptance a condition of employment or continued employment

  • Unreasonably interferes with job performance, or

  • Creates intimidating/hostile/offensive work environment

Sexual harassment includes, but is not limited to, the following behavior:

  • Unwelcome sexual advances;

  • Requests for sexual favors;

  • Obscene gestures;

  • Repeated requests for romantic or personal engagement;

  • Sending sexually implicit or explicit e-mails, call, texts messages, voice mails, or other contact through social media; and

  • Other verbal or physical conduct of a sexual nature, such as uninvited touching.

Computer Messaging and Information Systems:  Individuals are particularly cautioned that the use of e-mail, voice mail, or other electronic messaging systems, or the Internet, may give rise to liability for harassment. Individuals may not generate, should not receive, and must not forward, any message or graphic that might be taken as offensive based on sex, gender, or other protected characteristic. This includes, for example, the generation or forwarding of offensive “humor” which contains offensive terms.  Individuals receiving offensive messages over CELI computer equipment, or receiving other unlawfully offensive messages or graphics over CELI computer equipment, should report those messages to a member of the leadership team, as indicated below. Individuals are reminded that CELI’s computers and the data generated on, stored in, or transmitted to or from the CELI’s computers remain the property of the CELI for all purposes. The Organization retains the right to monitor its computers, computer systems, and networks to ensure compliance with this requirement.

Procedures in Cases of Harassment:  Any CELI member who believes that she or he has been subjected to unlawful harassment of any kind has the responsibility to report the harassment immediately to a designated CELI “advocate” within CELI’s leadership team, whose role is to listen and advocate on behalf of CELI members. If the individual is uncomfortable reporting the harassment to a CELI “advocate” for any reason, the individuals may report incidents directly to CELI’s Executive Director. CELI is committed to taking all reasonable steps to prevent harassment, and will make every reasonable effort to promptly and completely address and correct any harassment that may occur. However, CELI cannot take prompt and effective remedial action unless individuals assume the responsibility of reporting any incident of harassment immediately to an appropriate “advocate” on member of the leadership team.

Every report of harassment will be investigated promptly and impartially, with every effort to maintain confidentiality. All individuals involved have a right to be heard, and they will be informed of the results of the investigation.

If CELI finds that its organizational policy has been violated, it will take appropriate corrective and remedial action, up to and including discharge of offending officers or employees, and/or similarly appropriate action towards offending vendors, contractors, or members.

Reporting Without Fear of Retaliation:  No CELI member will be retaliated against for reporting harassment. This no-retaliation policy applies whether a good faith complaint of harassment is well founded or ultimately determined to be unfounded.  No officer, director, manager or supervisor is authorized, or permitted, to retaliate or to take any adverse employment action whatsoever against anyone for reporting unlawful harassment, or for opposing any other discriminatory practice in the workplace.

If you have any questions about this policy, please contact our Executive Director, Liz Dalton (liz@cleanenergyleaders.org)