The Industry’s Anti-Racist, Anti-Sexual Harassment, Anti-Discrimination Policy

Purpose

It is the goal of The Industry to produce operas and advance our mission in a workplace that is free of racist behavior, sexual harassment and any other type of discriminatory harassment or retaliation. While the production of opera often necessarily touches on social-justice, sensitive, or controversial material, our intent is to approach such matter in a manner and environment that is safe and respectful of everyone involved in the production and organization.

Scope

This policy applies to the actions of everyone at The Industry, including employees, supervisors, managers, contractors (artists, musicians, etc.), vendors, customers, board members and volunteers. This policy applies in all work-related settings and activities, including virtual spaces.

Nothing in this policy shall prevent The Industry from at any time, without advance notice, subject to the terms of a contract, cancelling the assignment of a contractor. Further, nothing in this policy changes or is intended to change the fact that board members, volunteers and contractors are not employees of The Industry.

Policy

The Industry will not tolerate racist, sexual or other types of discriminatory harassment and will take all steps necessary to prevent its occurrence. While this policy sets forth The Industry’s goals of promoting a workplace that is free from sexual and/or discriminatory harassment, the policy is not designed or intended to limit The Industry’s authority to take remedial action for workplace conduct that The Industry deems unacceptable, regardless of whether that conduct satisfies the definition of unlawful sexual and/or discriminatory harassment.

Anti-Racist Work

The Industry is in the ongoing process of becoming a truly Anti-Racist organization. We will continue to unpack our institutional privileges: prioritize anti-racism in our work; create opportunities for BIPOC in every part of our organization; hold ourselves accountable for the structural change that needs to take place to dismantle white supremacy in art making and in the world. The Industry pledges to do the continuous work of understanding our own complicity in upholding injustice and finding meaningful actions for change. The Industry is committed to building an organization and hiring people who are committed to their own Anti-Racist work. For us this means that people we work with believe that racism is everyone’s problem and that everyone takes action to work towards a solution instead of being part of the problem.

For more on becoming anti-racist read this handout from Racial Healing Handbook: Practical Activities to Help You Challenge Privilege, Confront Systemic Racism, and Engage in Collective Healing by Anneliese A. Singh, PhD, LPC. (Credit: The National Museum of African American History and Culture)

Additional Resources/Support During Productions

To create a safe and respectful environment for Everyone, The Industry will make best efforts to provide support and resources for dealing with any sensitive material in our productions. This may include anti-racism, sexual harassment and sensitivity training and professional psychological support before, during and after a production. Additionally, we will provide extra time to explore, discuss, and change activities (words, movements, costumes, etc.) that may cause any questions/distress/re-lived trauma. The need for resources and support will be assessed throughout the development and production processes in dialogue with the artistic leadership, cast, crew, and Executive Director.

Prohibition of any discriminatory harassment

The Industry prohibits verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of their race, color, religion, gender, sexual orientation, age, national origin, disability or other protected classification and that:

has the purpose of creating an intimidating, hostile, humiliating or offensive working environment;
has the purpose or effect of interfering with an individual’s work performance; or
otherwise adversely affects an individual’s employment or fulfillment of their contract or voluntary duties.

Again, while it is not possible to list all circumstances that may constitute discriminatory harassment, the following are some examples that may constitute discriminatory harassment depending on the totality of the circumstances, including the severity of the conduct and/or its pervasiveness:

epithets, slurs, jokes or threatening, intimidating or hostile acts that relate to race or other protected classification; or
written or graphic material circulated within the workplace that denigrates or shows hostility toward an individual or group because of race or other protected classification.

Prohibition of Sexual Harassment

The Industry’s policy against sexual harassment prohibits unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when:

submission to or rejection of such conduct is an explicit or implicit term or condition of employment or performance of a contract;
the individual’s submission to or rejection of such conduct is used as the basis for employment or contracting decisions affecting that or another individual; or
such conduct has the purpose or effect of interfering with an individual’s work performance or creating an intimidating, hostile, humiliating or offensive working environment.

While it is not possible to list all circumstances that may constitute sexual harassment, the following are some examples of conduct that, if unwelcome, may constitute harassment, depending on the totality of circumstances, including the severity of the conduct and/or its pervasiveness:

unwelcome sexual advances, whether they involve physical touching or not;
sexual epithets or jokes; written or oral references to sexual conduct; gossip regarding anyone’s sex life; comments about anyone’s body, sexual activities, deficiencies or prowess;
displaying sexually suggestive objects, pictures, or cartoons; and
leering or whistling; brushing against anyone’s body; and sexually suggestive or insulting comments.

Complaint Procedure

If an individual experiences or observes conduct that is a violation of this policy, that conduct should be reported to the executive director of The Industry. If the reporter perceives a conflict with the executive director, then that conduct should be reported to the Vice Chair of The Industry board. Alternatively, the reporter may lodge a complaint with the DFEH or EEOC.

Elizabeth Cline, Executive Director: 213-626-0750 or Elizabeth@theindustryla.org

Christine Adams, Chairperson: christineadams88@gmail.com

Contact DFEH at (800) 884-1684 (voice or via relay operator 711), TTY (800) 700-2320, or contact.center@dfeh.ca.gov to discuss your preferred format to access our materials or webpages.

Contact the EEOC is 1-800-669-4000 or via their online portal: https://publicportal.eeoc.gov/portal/Login.aspx?ReturnUrl=%2fportal%2f

Individuals who wish to remain anonymous may mail a statement of their complaint (with as much specificity as possible regarding who, what, where and when) to the attention of the executive director or vice chair at The Industry’s offices:

The Industry
244 South San Pedro, Suite 304
Los Angeles, CA 90012
Attn: Executive Director or Chairperson

Upon receipt of a complaint, The Industry will conduct a prompt, thorough and impartial investigation. The identity of an individual who submits a report, a witness who provides information regarding a report, and the target of the complaint will be kept confidential to the extent possible in keeping with a thorough and impartial investigation.

If The Industry determines that a violation of this policy has occurred, it will take action that it deems appropriate, including, but not limited to, counseling, warnings, release from employment, cancellation of contract, severing of and disclaiming any ties, and termination of voluntary service.

Moreover, The Industry will take action it deems appropriate if it determines an individual’s conduct does not meet the strict definitions of this policy, but is nevertheless unprofessional, inappropriate or otherwise warrants action.

Retaliation

Retaliation against an individual who has reported experiencing or observing conduct in violation of this policy, or who has cooperated with an investigation of such conduct, is prohibited and will not be tolerated by The Industry. If The Industry determines that retaliation has occurred, it will take action that it deems appropriate, including, but not limited to, counseling, warnings, release from employment, cancellation of contract, severing of and disclaiming any ties, and termination of voluntary service.