Harassment Policy

The Kadiwaku Foundation USA maintains a strict, zero-tolerance policy against all forms of harassment. We are resolutely committed to providing a safe, respectful, and inclusive environment for all employees, volunteers, beneficiaries, contractors, and partners.

Actions, words, jokes, or comments based on an individual's sex, race, ethnicity, age, religion, sexual orientation, gender identity, disability, or any other legally protected characteristic will not be tolerated under any circumstances. This policy applies to all foundation-related activities, whether they occur in the workplace, during fieldwork, at foundation-sponsored events, or online.

Harassment is unwelcome conduct that demeans, marginalizes, or creates an intimidating, hostile, or abusive environment. It can take many forms, including but not limited to:

• Verbal Harassment: Derogatory comments, slurs, inappropriate jokes, threats, unwanted romantic advances, or persistent questioning about an individual's personal life or identity.
• Physical Harassment: Unwelcome touching, assault, impeding or blocking movement, or any physical interference with normal work or movement.
• Digital/Cyber Harassment: Sending abusive emails, text messages, or direct messages; posting offensive content on social media regarding a colleague or beneficiary; or sharing inappropriate images/content via digital channels.
• Sexual Harassment: Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when it affects employment decisions, interferes with work performance, or creates a hostile environment.

Maintaining a harassment-free environment is a collective responsibility. All individuals associated with the Foundation share in the obligation to uphold this standard of conduct.

• Staff and Volunteers: Are expected to conduct themselves professionally, treat others with respect, and proactively ensure their behavior does not violate this policy.
• Management and Leadership: Are held to a higher standard and must model appropriate behavior, actively monitor the work environment, and take immediate action if they observe or are informed of potential harassment.
• Partners and Contractors: Are required to adhere to these same standards while engaged in business or collaborative efforts with the Foundation.

We have established a clear, step-by-step process to ensure that all complaints are handled swiftly and thoroughly. Individuals can report issues using our contact channels outlined in Section 7.

• Step 1: Direct Communication (Optional): If comfortable, the individual may firmly inform the offender that their behavior is unwelcome and must stop. However, individuals are never required to confront their harasser directly.
• Step 2: Reporting: Individuals should promptly report the incident to their direct supervisor. If the supervisor is the alleged harasser or if the individual prefers not to speak with them, the report should be made directly to Human Resources, the Executive Director, or by utilizing the contact information provided below.
• Step 3: Timeline & Investigation: Upon receiving a complaint, the Foundation will initiate an impartial investigation within 48 hours. The investigation will include interviews with the complainant, the accused, and any witnesses.
• Step 4: Resolution: A determination will be made based on the findings, and appropriate disciplinary or corrective action will be taken promptly. Both the complainant and the accused will be notified of the conclusion.

The Foundation recognizes the sensitive nature of harassment complaints and the critical need to protect the privacy of all involved parties.

All complaints, reports, and subsequent investigations will be handled with the highest degree of confidentiality possible. Information will be disclosed strictly on a "need-to-know" basis to facilitate a thorough and fair investigation. While complete anonymity cannot always be guaranteed due to the requirements of a proper investigation, we implement strong safeguards to protect the identities and statements of complainants and witnesses from unnecessary exposure.

The Foundation strictly prohibits any form of retaliation against an individual who, in good faith, reports a suspected incident of harassment, opposes harassment, or participates in an investigation regarding a harassment complaint.

Retaliation is considered a separate and severe violation of this policy. Examples of retaliation include demotion, exclusion, hostile behavior, or unwarranted negative performance reviews. Any person—regardless of their position or seniority—found to have engaged in retaliatory behavior will face immediate disciplinary action, up to and including termination of employment, termination of volunteer status, or permanent removal from Foundation programs.

To file a complaint or request guidance regarding harassment, you may securely and confidentially reach out through the following channels: