Equal Opportunity Employer Statement


Trans Student Educational Resources is an equal opportunity employer. Trans Student Educational Resources does not discriminate against anyone marginalized on the basis of race, ethnicity, gender identity, gender expression, sexual orientation, sexuality, religion, disability, age, marital status, military status, medical history, immigration status, national origin, police/criminal record, citizenship, genetic information, or language. These activities include, but are not limited to, hiring and firing of staff, selection of volunteers and vendors, and provision of services. We are committed to providing an inclusive and welcoming environment for all members of our staff, clients, volunteers, subcontractors, vendors, and clients.
 
Criminal records
 
Unlike many employers, Trans Student Educational Resources will not look at and will not take into account arrests and convictions. Laws that may have led to arrests or convictions unfairly target queer and trans people ­ particularly queer and trans people of color­ and are not representative of one’s character or ability. Many of these laws were created to criminalize marginalized communities and thus would be unfair to take into consideration. We additionally will never drug test anyone or include drug usage in our evaluations of staff, clients, volunteers, subcontractors, vendors, and clients.
 
Sexual harassment
 
Sexual harassment constitutes discrimination and is illegal under federal, state and local laws. For the purposes of this policy, “sexual harassment” is defined, as in the Equal Employment Opportunity Commission Guidelines, as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when, for example: a) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, b) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or c) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.
 
Title VII of the Civil Rights Act of 1964 recognizes two types of sexual harassment: a) quid pro quo and b) hostile work environment. Sexual harassment may include a range of subtle and not­so­subtle behaviors and may involve individuals of the same or different gender. Depending on the circumstances, these behaviors may include unwanted sexual advances or requests for sexual favors; sexual jokes and innuendo; verbal abuse of a sexual nature; commentary about an individual’s body, sexual prowess or sexual deficiencies; leering, whistling or touching; insulting or obscene comments or gestures; display in the workplace of sexually suggestive objects or pictures; and other physical, verbal or visual conduct of a sexual nature.
 
Harassment
 
Harassment on the basis of any other protected characteristic is also strictly prohibited. Under this policy, harassment is verbal, written or physical conduct that denigrates or shows hostility or aversion toward an individual and: a) has the purpose or effect of creating an intimidating, hostile or offensive work environment, b) has the purpose or effect of unreasonably interfering with an individual’s work performance, or c) otherwise adversely affects an individual’s employment opportunities.
 
Harassing conduct includes epithets, slurs, or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion toward an individual or group that is placed on walls or elsewhere on the employer’s premises or circulated in the workplace, on organization time or using organizational equipment by e­mail, phone (including voice messages), text messages, social networking sites or other means.
 
Individuals and Conduct Covered
 
These policies apply to all current applicants, volunteers, staff, private contractors, consultants, customers, and employees of Trans Student Educational Resources.
 
Conduct prohibited by these policies is unacceptable in the workplace and in any work­-related setting outside the workplace, such as during business trips, business meetings and business-­related social events.
 
Reporting an Incident of Harassment, Discrimination or Retaliation
 
Trans Student Educational Resources encourages reporting of all perceived incidents of discrimination, harassment or retaliation, regardless of the offender’s identity or position. Individuals who believe that they have been the victim of such conduct should discuss their concerns with their immediate supervisor, any member of the personnel practices committee, human resources or any ombudsman. See the complaint procedure described below.
 
In addition, Trans Student Educational Resources encourages individuals who believe they are being subjected to such conduct to promptly advise the offender that their behavior is unwelcome and to request that it be discontinued. Often this action alone will resolve the problem. Trans Student Educational Resources recognizes, however, that an individual may prefer to pursue the matter through complaint procedures.
 
Complaint Procedure
 
Individuals who believe they have been the victims of conduct prohibited by this policy or believe they have witnessed such conduct should discuss their concerns with their immediate supervisor, human resources, any member of the personnel practices committee or any ombudsman.
 
Trans Student Educational Resources encourages the prompt reporting of complaints or concerns so that rapid and constructive action can be taken before relationships become irreparably strained. Therefore, while no fixed reporting period has been established, early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment.
 
Any reported allegations of harassment, discrimination or retaliation will be investigated promptly. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge. Investigations will be carried out by at least 2 board members, staff members, or people in directorial positions.
 
Confidentiality will be maintained throughout the investigatory process to the extent consistent with adequate investigation and appropriate corrective action.
 
Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action. Acts of retaliation should be reported immediately and will be promptly investigated and addressed.
 
Misconduct constituting harassment, discrimination or retaliation will be dealt with appropriately. Responsive action may include, for example, training, referral to counseling or disciplinary action such as a warning, reprimand, withholding of a promotion or pay increase, reassignment, temporary suspension without pay, or termination, as Trans Student Educational Resources believes appropriate under the circumstances. Refer to our restorative justice policy for further procedures.
 
If a party to a complaint does not agree with its resolution, that party may appeal to Trans Student Educational Resources’ director, board, or the Program Director.