ANTI-HARASSMENT AND ANTI-DISCRIMINATION POLICY

Section 1: Purpose and Application

The Players is a Rhode Island non-profit organization founded in 1909 for the performance of live amateur theatrical productions and the hosting of social events by and for its members, friends and guests. The Players is comprised primarily of volunteers. As a theater club, it aims to provide a nurturing and supportive environment free from any form of harassment or discrimination. Thus, The Players hereby promulgates this “zero-tolerance” Anti-Harassment and Anti-Discrimination Policy, which reinforces its commitment to strictly prohibit all forms of discriminatory and harassing conduct, actions, or behaviors by or against anyone who is affiliated with the organization, including, but not limited to, discriminatory conduct that is sexual in nature or based on one’s race, gender, gender identity, sexual orientation, religion, ethnic origin, color or ability, and as more fully defined within this Policy below. This Policy applies to all individuals who perform work for or on behalf of The Players including, but not limited to, actors, designers, production staff, crew, paid and volunteer staff, contractors, officers, members of the Board of Managers, sponsors, donors, vendors, guests and audience members.

Section 2: Definitions

As used in this policy, the term “Harassment” includes, but is not limited to:

  1. Inappropriate or insulting conduct, remarks, gestures, jokes, innuendoes or taunting about a person's racial or ethnic background, color, place of birth, gender, gender identity, sexual orientation, citizenship, ancestry, creed, or disability,

  2. Unwelcomed questions or comments about an individual’s private life,

  3. The posting, publication or displaying of materials, articles, or graffiti, which is offensive or hostile in nature or designed to cause an individual harm, distress, humiliation, or embarrassment.

    As used in this policy the term “Sexual Harassment” includes, but is not limited to:

  1. Unwelcomed remarks, jokes, innuendoes or taunting about a person's body, attire, gender, or sexual orientation

  2. Unwanted touching or any unwanted or inappropriate physical contact such as touching, kissing, patting, hugging or pinching,

  3. Unwelcome inquiries or comments about a person's sex life or sexual preference,

  4. Leering, whistling, or other suggestive or insulting sounds,

  5. Inappropriate comments about clothing, appearance, physical characteristics or activities,

  6. Posting or displaying of materials, articles, or graphics which is sexually oriented,

  7. Requests or demands for sexual favors which include, or strongly imply, promises of rewards for complying made by a person in a position to confer, grant or deny a benefit or advancement (e.g., job advancement opportunities, and/or threats of punishment for refusal (e.g., denial of job advancement or opportunities).

  8. Reprisal or threat of reprisal for the rejection of a request or demand for sexual favors or advancement where the reprisal is made by a person in a position to grant, confer, or deny a benefit or advancement.

  9. One or a series of comments or conduct of a gender-related or sexual nature that is known or ought to reasonably be known to be unwelcome/unwanted, offensive, intimidating, hostile or inappropriate.

Section 3: Reporting of Perceived Violations and Complaint Procedure

Any person who believes they have been the victim of conduct or actions prohibited by this Policy or any person who is a witness to conduct or actions prohibited under this Policy may follow either the informal or formal complaint resolution processes set forth below, based upon the comfort level of the person(s) reporting.

  • Informal Complaint Resolution:

    1. The affected person or witness may address the party directly to seek resolution one to one if possible and safe to do so.

    2. The affected person or witness may inform a member of the production team, moving up the ladder until an appropriate person(s) can be reported to, for instance, the stage manager, director, producer, production chair or President of the Board of Managers. In that instance, the individuals shall meet informally in an effort to address the conduct giving rise to the complaint and to satisfactorily resolve the complaint.

  • Formal Complaint Resolution:

    • If the complaint cannot be resolved between the affected parties or if the affected person chooses not to resolve the complaint through the informal complaint process, the complaint should be reported to any member of the production team – i.e, stage manager, director or producer, a member of the Board of Managers, or its President unless any of those people is alleged to be the violator. If so, the complaint should be brought to the President of the Board of Managers.

    • Formal complaints will be promptly investigated by the Executive Committee of the Board of Managers who will, within 30 days of receiving the complaint, make findings and recommendations on resolution and consequences and review those findings with both affected parties. Consequences for violations of this Policy can range from written or formal apology to discussion and counseling to ensure the rights and boundaries of all parties are respected, up to and including suspension, revocation, expulsion or removal from a performance, production, season or membership or guest privileges of the violator.

    • The Executive Committee will make its recommendations to the Board of Managers, who will take a vote and be free to accept, reject or modify the Executive Committee’s recommendation which will be final and binding upon all affected parties.

Section 4: Confidentiality

Complaints and investigative material are kept confidential insofar as practicable. Identities of the parties will need to be made known to those involved in the investigation for purposes of gathering information and to protect against the possibility of retaliation.

Section 5: Retaliation

Retaliation against any party to an informal of a formal complaint is unacceptable and strictly prohibited. Any suspicion of any retaliation by any party must be reported to the Executive Committee, and those claims will be investigated under the provisions of the Formal Complaint Resolution process.

Section 6: Communication of Policy

This policy shall be posted on The Players website, playersri.org, and a copy shall be distributed and made available to all individuals who audition for roles on the main stage, Green Room productions, workshops or classes. In addition, it shall be made available to all directors, producers and stage managers and delivered to each show participant at the commencement of rehearsals.