Safe Space Agreement, Non-discrimination and Non Harassment Policies and Procedures
Everyone participating in the Oregon Contemporary community—including, but not limited to exhibitions, events, performances, and social media channels—is expected to agree to the following Space Agreement. This includes all visitors, volunteers, board members, and staff.
Oregon Contemporary is dedicated to providing a safe and harassment-free experience for everyone, regardless of gender, gender identity and expression, sexual orientation, disability, mental illness, neurotype, physical appearance, body, age, race, ethnicity, nationality, language, or religion. This includes the physical space, digital spaces, and the property and parking lot of Oregon Contemporary. We do not tolerate harassment of participants in any form.
We agree to the following:
Not be violent or deliberately threaten or intimidate.
Not damage or steal property or artwork, including disrupting performance.
Not be intoxicated by alcohol or engage in drug use.
Align with the organization’s mission and objectives with no sustained disruption.
Monitor young children and pets so as to not be disruptive or harmful.
Violation of these guidelines may result in being asked to leave.
Grievance Procedure:
If you witness or experience harassment, a violation of these guidelines, or have any other concerns, please approach a staff member or email info@oregoncontemporary.org. If the person who you have a concern with is a staff or board member, we will provide an alternative grievance point of contact.
Non-Discrimination Policy
Oregon Contemporary does not and shall not discriminate on the basis of race, color, religion, gender, gender expression, sexual orientation, national origin (ancestry), age, disability, genetic information, disability, military or veterans status, marital status, or any other status protected by applicable federal, Oregon, or local law. These activities include, but are not limited to, hiring and firing of staff, independent contractors, selection of volunteers and vendors, and provision of services. Oregon Contemporary is committed to providing an inclusive and welcoming environment for all members of our staff, participating artists, board of directors, committee members, volunteers, vendors and those served by Oregon Contemporary.
Oregon Contemporary is an equal opportunity organization. We will not discriminate and will take affirmative action measures to ensure against discrimination in employment, recruitment, advertisements for employment, compensation, termination, upgrading, promotions, and other conditions of employment against any employee, independent contractor, job applicant, or volunteer on the basis of race, color, religion, gender, gender expression, sexual orientation, national origin (ancestry), age, disability, genetic information, disability, military or veterans status, marital status, or any other status protected by applicable federal, Oregon, or local law.
Non-Harassment Policy
Oregon Contemporary prohibits harassment of any kind in the workplace, or harassment outside of the workplace that violates its employees’, independent contractors’, or volunteers’ right to work in a harassment-free workplace.
This policy applies to and prohibits sexual or other forms of harassment that occur during working hours, during organization-related or sponsored trips (such as conferences or work-related travel), and during off-hours when that off-duty conduct creates an unlawful hostile environment for any of Oregon Contemporary’s employees, independent contractors, or volunteers. This policy also provides protection to Oregon Contemporary employees, independent contractors, and volunteers who are unlawfully harassed by individuals not employed by Oregon Contemporary such as elected officials, members of the community and vendors.
Sexual Harassment
Sexual harassment has been defined as unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature (regardless of whether such conduct is “welcome”), when:
Submission to such conduct is made either implicitly or explicitly a term or condition of employment, service or volunteering;
Submission to or rejection of such conduct by an individual is used as the basis for employment, service, or volunteering decisions affecting such individual;
Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment.
Such examples of conduct that could give rise to sexual harassment are unwanted sexual advances; demands for sexual favors in exchange for favorable treatment or continued employment; sexual jokes; flirtations; advances or propositions; verbal abuse of a sexual nature; graphic, verbal commentary about an individual’s body, sexual prowess, or deficiency; leering, whistling touching, assault, sexually suggestive, insulting, or obscene comments or gestures; display in the workplace of sexually suggestive objects or pictures; or discriminatory treatment based on sex. This is not a complete list.
Other Forms of Prohibited Harassment
Other forms of prohibited harassment under Oregon Contemporary policy and Federal and Oregon law include harassment against an individual based on the individual’s race, color, religion (creed). Gender, gender expression, sexual orientation, national origin (ancestry), age, disability, genetic information, disability, military or veterans status, marital status, and any other status protected by applicable law.
Such harassment may include verbal or physical conduct that denigrates or shows hostility towards an individual because of any protected status, such as jokes, pictures (including drawings), epithets, slurs, negative stereotyping, or threatening, intimidating, or hostile acts that relate to a protected class, or written or graphic material that denigrates or shows hostility or aversion toward an individual or group because of the protected status.
Complaint Procedure
Each member of the board of directors is responsible for creating an atmosphere free of discrimination and harassment. Further, all employees, independent contractors and volunteers are responsible for respecting the rights of their co-workers and co-volunteers and strictly adhering to the letter and spirit of this Policy. All employees, independent contractors and volunteers are encouraged to discuss this policy with their supervisor or the Oregon Contemporary Board President at any time if they have questions relating to the issues of discrimination and harassment.
If you believe you have experienced any harassment or discrimination, you are expected and required to bring the matter to the attention of your supervisor or the Board President as soon as possible. If you believe it would be inappropriate to discuss the matter with your supervisor, you may bypass your supervisor and report the matter directly to the Board President.
In addition, any employee, independent contractor, or volunteers who observes any conduct that he or she believes constitutes harassment or discrimination, or who receives information about these types of incidents that may have occurred, must immediately report the matter to the Oregon Contemporary Board President.
Investigation
All complaints and reports will be promptly and impartially investigated and will be kept confidential to the extent possible, consistent with Oregon Contemporary’s need to investigate the complaint and address the situation. If conduct in violation of this Policy is found to have occurred, Oregon Contemporary will take prompt, appropriate corrective action, and any employee, independent contractor, or volunteer found to have violated this Policy will be subject to disciplinary action, up to and including termination of employment or service.
Protection against Retaliation
Oregon Contemporary prohibits retaliation in any way against any employee, independent contractor or volunteer because the employee, individual contractor or volunteer has made a good-faith complaint pursuant to this Policy, has reported (in good faith) harassing or discriminatory conduct directed at others, or has participated in an investigation of such conduct. Any employee, independent contractor or volunteer who is found to have retaliated against another employee, independent contractor, or volunteer in violation of this Policy will be subject to disciplinary action up to and including termination of employment or service.
Confidentiality
All complaints under this policy will be treated as confidentially as it is possible under the circumstances and as is consistent with the organization’s need to investigate and respond to the complaint.