Professional Conduct, Non-Discrimination, and Non-Harassment Policy

Purpose

Conservation International (CI) is committed to ensuring a positive and supportive working environment for everyone, underscoring the fundamental idea that people are at the heart of our conservation work. We support and encourage diverse voices, wisdom, and talents in our work and our workplace and require professional and respectful conduct, free from discrimination and harassment

Scope

This Policy applies to all CI employees, interns, fellows, volunteers, and representatives (jointly, "CI Staff"), as well as CI grantees/awardees, contractors, suppliers, consultants, and their employees, sub-grantees/awardees, and representatives (jointly, "Delivery Partners") engaged by CI. 

Our Principles and Actions

All CI Staff are expected to maintain a working environment that encourages mutual respect, professionalism, and effective working relationships while working for or representing CI. Aligned with our values and Code of Conduct, CI will not tolerate any form of discrimination or harassment by any CI Staff or Delivery Partner.

• Commitment to Non-Discrimination and Equal Opportunity: CI prohibits discrimination based on race, color, national origin or ancestry, caste, religion or creed (including religious dress or grooming), sex (including pregnancy, childbirth, lactation, breastfeeding, and related medical conditions, as well as reproductive health decisions), disability (physical, intellectual, sensory or mental health conditions), citizenship status, marital status (including domestic partnerships and civil unions as defined and recognized by applicable law), familial or caregiver status, genetic information, age, sexual orientation, gender identity or expression, medical condition, military service and/or veteran status, or any status or characteristic protected under applicable law. This includes discrimination based on the perception that an individual has any of these characteristics or others protected by applicable laws, and also includes discrimination based on an individual’s association with others who have or are perceived to have any of these characteristics or others protected by applicable laws. This list is not exhaustive and may be supplemented by local law. CI is committed to promoting equal opportunities based solely on merit and qualification. We attract, recruit, employ, develop, retain, reward, and recognize individuals based solely on the qualifications, experience, capabilities, and performance criteria for each position and level. This covers all areas of employment including, but not limited to, recruitment, hiring, compensation, promotions, transfers, disciplinary action, demotions, terminations, layoffs, access to benefits, and training.
• Commitment to Harassment-Free Workplace: CI will not tolerate any form of harassment based on a person's legally protected status or characteristic(s) that has the effect or purpose of interfering with an individual's work performance or is so severe or pervasive that it creates an intimidating, hostile, or offensive work environment. This includes conduct that may be intended as harmless, benign, or playful but is not perceived as such by the recipient or an onlooker.
• Commitment to Sexual Harassment Free Workplace: Harassment based on sex will not be tolerated. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when the conduct has the purpose or effect of interfering with any employee's work performance or creates an intimidating, degrading, hostile, or offensive working environment. Even if an employee voluntarily participates in activities or discussions of a sexual nature, the actions still constitute sexual harassment if the employee indicates that the conduct was unwelcome. Consensual sexual relationships can constitute sexual harassment if they are so pervasive as to interfere with the work environment or the work performance of others not part of those relationships.
• Compliance in Physical and Virtual Environment: This Policy covers all work locations and in-person or virtual work forums, such as business trips, site visits, conferences, meetings, and work-sponsored social events. This policy applies during or after work hours and may address conduct during non-work forums and through social media if the behavior may negatively impact the working environment or the rights of others.

Implementation

Prohibited Behaviors

Conduct that makes any employee feel degraded or intimidated is forbidden. CI will not tolerate disruptive, bullying, threatening, or violent conduct, even if the conduct is not sufficiently severe or pervasive to constitute unlawful harassment or bullying.

Actions or behavior that could be interpreted or perceived as discrimination or harassment will not be tolerated, including, but not limited to:

• Using slurs, insults, epithets, disparaging remarks, and jokes towards an individual or group based on a legally protected characteristic under applicable law. This includes those that may be intended as harmless, benign, or playful but are not perceived as such by the individual or group.
• Initiating or engaging in hate speech and promoting violence, harassment, and discrimination whether in person, on social media, or through other mediums
• Circulating or posting of written or graphic materials that show hostility or violence toward individuals because of their legally protected status
• Negative stereotyping or commenting on traits or characteristics linked to a legally protected characteristic such as name, cultural dress, accent or manner of speech, and physical characteristics, including hair textures or hairstyles
• Not providing reasonable accommodations for an individual’s religion, religious practices, or disability
• Disclosing or outing of an individual's sexual orientation or gender identity without permission
• Repeated and intentional misgendering

Actions or behavior that could be interpreted or perceived as sexual harassment will not be tolerated, including, but not limited to:

• Making sexually suggestive or explicit statements, questions, insults, jokes or innuendos
• Making comments of a sexual nature about an individual’s appearance or activities
• Engaging in suggestive or offensive unwanted physical contact such as touching, patting, hugging, or physical contact
• Making obscene gestures or suggestive sounds
• Displaying of sexually suggestive or explicit pictures, materials, or objects
• Flirting or pursuing someone persistently against their will
• Sexual bribery or unwelcome pressure for sexual activity

Actions or behavior that could be interpreted or perceived as bullying, unprofessional or inappropriate workplace conduct will not be tolerated, including, but not limited to:

• Yelling, shouting, using profanity or vulgarity, or any speech inciting or threatening violence or intimidation
• Intimidating physical behavior (e.g. moving closer aggressively), physical assault, or violent behavior
• Making inappropriate demands for time or attention, or making unreasonable demands for action that create a risk to health and safety
• Withholding resources or information needed to do the job, including intentionally excluding an individual from work-related emails or meetings
• Sabotaging or taking credit for another's work
• Making malicious, false, and harmful statements about others
• Publicly disclosing information about another’s private life, including health conditions and other legally protected personal information
• Possessing a weapon or firearm in the workplace
• Engaging in safety violations that present the risk of serious injury
• Any conduct adverse to the interests of CI or that interferes improperly with the rights of other persons, their property, or the property of CI.

Reasonable Accommodations

Because CI believes that individuals should have full access to equal employment opportunities, we provide qualified employees with disabilities with reasonable accommodations to enable them to perform the essential functions of their jobs, so long as the accommodation is reasonable and does not place an undue hardship on CI. CI will also reasonably accommodate the religious observances and practices of CI Staff, unless the requested accommodation causes undue hardship on the conduct of our business.

Reporting Concerns

Any employee who experiences, observes, or becomes aware of conduct that they believe in good faith violates CI's policies prohibiting discrimination and harassment, must immediately report the possible violation. CI will promptly and thoroughly investigate all complaints following established investigation procedures. Every effort will be made to protect the privacy of all complainants, reporters, and subjects of a complaint. While CI cannot guarantee complete confidentiality, information about the complaint and investigation will be limited to individuals on a need-to-know basis. Retaliation against any individual who submits a report in good faith is strictly prohibited.

Consequences of policy violations

If an investigation confirms that a policy violation by CI Staff has occurred, CI will take disciplinary action, up to and including termination as appropriate in accordance with its policies and applicable law.

Definitions

• Bullying: Persistent, malicious, unwelcome, severe, and pervasive mistreatment that harms, intimidates, offends, degrades, or humiliates an employee, whether verbal, physical, or otherwise, at the place of work and/or in the course of employment. A single act shall not constitute abusive conduct, unless especially severe and egregious.
• Caste: An individual’s perceived position in a social hierarchy structure that divides people at birth into unequal social classes. This structure is often based on the notions of purity and pollution and may be characterized by distinctions in rank, occupation, economic position, and social status. Factors may include status inability or restricted ability to alter inherited status and restrictions in social interactions and occupational choices.
• Discrimination: Race, color, national origin or ancestry, caste, religion or creed (including religious dress or grooming), sex (including pregnancy, childbirth, lactation, breastfeeding, and related medical conditions, as well as reproductive health decisions), disability (physical, sensory or mental), citizenship status, marital status (including domestic partnerships and civil unions as defined and recognized by applicable law), familial or caregiver status, genetic information, age, sexual orientation, gender identity or expression, medical condition, military service and/or veteran status, or any status or characteristic protected under applicable law. This includes discrimination based on the perception that an individual has any of these characteristics or others protected by applicable laws, and also includes discrimination based on an individual’s association with others who have or are perceived to have any of these characteristics or others protected by applicable laws.
• Hate Speech: Any kind of expression or communication in speech, writing, or behavior, that attacks, degrades, vilifies, or dehumanizes an individual or group of individuals or incites hostility, hatred, or harm towards an individual or group of individuals based on legally protected characteristics or the perception of legally protected characteristics.
• Legally Protected Characteristics: Specific aspects, characteristics, or any other status protected by applicable national, state, or local law
• Reasonable Accommodation: Necessary and appropriate modifications or adjustments or support, not imposing a disproportionate or undue burden, to ensure the enjoyment or exercise, on an equal basis with others, of human rights and fundamental freedoms and equal participation in any area of life regulated by law.
• Retaliation: Adverse action taken by CI or CI Staff as the result of good faith reporting of an incident that may violate the law, CI’s policies, core values, or the Code of Conduct to CI or a relevant government agency, court, or regulatory body.
• Sexual Harassment: Any unwelcome sexual advance, request for sexual favor, or other verbal, non-verbal, or physical conduct of a sexual nature, that interferes with work, is made a condition of employment, or creates an intimidating, hostile, or offensive environment in connection with the delivery of CI business and projects. Sexual harassment may occur between or amongst persons of different sexes or genders or the same sex or gender and may be initiated by any gender or sex. Even if an individual voluntarily participates in activities or discussions of a sexual nature, the actions may constitute sexual harassment if the individual indicates that the conduct was unwelcome. Moreover, even consensual sexual relations can constitute sexual harassment if they are so pervasive in the office as to interfere with the work environment or the work performance of others not part of these consensual relationships.