Unlawful Discrimination

Unlawful Discrimination Policy

1. Purpose

The purpose of this policy is to affirm Designed For Joy’s commitment to providing a work environment and services that are free from unlawful discrimination. We are dedicated to treating all employees, volunteers, and clients with dignity and respect, ensuring equal opportunities regardless of race, color, national origin, sex, disability, age, sexual orientation, gender identity, religion, or any other protected characteristic under applicable laws. This policy aligns with our mission to provide women in crisis with stability through immediate employment and support, removing the stigma of vulnerability.

2. Scope

This policy applies to all employees, volunteers, contractors, board members, and clients of Designed For Joy, and covers all activities of the organization, including hiring, training, promotion, benefits, compensation, and the delivery of services to clients. Discrimination on any unlawful basis in any area of the organization’s operations will not be tolerated.

3. Policy Statement

Designed For Joy is committed to providing a work environment and services that are free from discrimination and harassment. We strictly prohibit unlawful discrimination based on:

  • Race

  • Color

  • National origin

  • Sex (including pregnancy, childbirth, or related medical conditions)

  • Gender identity

  • Sexual orientation

  • Age

  • Disability (physical or mental)

  • Religion

  • Veteran status

  • Marital status

  • Citizenship status

  • Any other characteristic protected by federal, state, or local laws

Discriminatory behavior includes, but is not limited to, the following actions:

  • Unequal treatment or denial of opportunities based on a protected characteristic

  • Harassment or bullying of an individual or group based on a protected characteristic

  • Retaliation against someone who has reported discrimination or participated in an investigation

4. Responsibilities

  • Management and Supervisors: It is the responsibility of all managers, supervisors, and board members to create an environment free from unlawful discrimination and to take immediate action if they witness or become aware of discrimination. They must also ensure that their own actions reflect the organization’s values of equality and respect.

  • Employees and Volunteers: All employees, volunteers, and board members are responsible for ensuring their actions do not contribute to discrimination, harassment, or retaliation. It is expected that they treat each other, as well as clients and external stakeholders, with respect and fairness.

5. Complaint Procedure

Any individual who believes they have been subjected to unlawful discrimination, or has witnessed such behavior, should report it promptly to a designated person within the organization. The following steps outline the reporting process:

  1. Internal Reporting
    Employees, volunteers, and clients should report incidents of discrimination to the Executive Director or another designated representative (e.g., Human Resources Manager). If the issue involves the Executive Director, the report should be made directly to the Board Chair.

  2. Confidentiality
    All reports will be treated confidentially to the extent possible. The organization will take appropriate steps to ensure the privacy of the individual making the complaint, as well as the individual against whom the complaint is made, while conducting an investigation.

  3. Investigation
    Upon receipt of a complaint, the organization will promptly investigate the allegation. The investigation will be impartial and thorough. Any individual found to be engaging in discriminatory behavior will be subject to appropriate corrective or disciplinary action.

  4. Retaliation
    The organization strictly prohibits retaliation against any employee, volunteer, or client who files a complaint or participates in an investigation. Retaliation is considered a serious violation of this policy and will result in disciplinary action, up to and including termination or expulsion from the organization.

6. Corrective Action and Discipline

If the investigation reveals that unlawful discrimination has occurred, Designed For Joy will take appropriate corrective action to address the situation. This may include, but is not limited to:

  • Training or retraining of staff and volunteers

  • Modifying policies or procedures to prevent further discrimination

  • Disciplinary action, up to and including termination of employment or volunteer status

7. Training and Education

Designed For Joy is committed to providing ongoing training and education to staff, volunteers, and board members to raise awareness of discrimination and promote equal treatment. Training will include information about recognizing and addressing discriminatory behavior, as well as how to report concerns in a safe and effective manner.

8. Monitoring and Review

This policy will be reviewed annually and updated as needed to reflect changes in the law, best practices, or organizational needs. The organization will also monitor the effectiveness of this policy and ensure that all members of the organization understand their rights and responsibilities under this policy.

9. Non-Compliance

Failure to comply with this policy may result in disciplinary action, including termination of employment or volunteer status. All employees and volunteers must adhere to the principles of fairness, respect, and non-discrimination in every aspect of their work and interactions.

10. Policy Distribution and Acknowledgment

All employees, volunteers, and board members will be provided with a copy of this policy upon hiring, onboarding, or when they begin their role with the organization. Acknowledgment of receipt and understanding of the policy is required.