The Institute for Studies in Practical Spirituality, Inc.

The purpose of The Institute for Studies in Practical Spirituality, Inc. (The ISPS) is to foster the peaceful evolution and spiritual unfoldment of humankind.

The mission of The ISPS is to provide systematic learning opportunities—in the New Thought tradition—that inspire, deepen, and strengthen both intuitive knowledge and spiritual understanding in pragmatic, demonstrable ways.

The ISPS aspires to be a preeminent forum for the exchange of ideas relative to humankind’s advancement through the study of universal life principles.

Sexual Harassment Policy

(Please be advised the Sexual Harassment Policy is currently under review and is being revised to fit The ISPS more exactly.)

The Policy Statement

The Institute for Studies in Practical Spirituality, Inc., hereinafter referred to “The Institute,” is committed to providing a safe environment for all its directors, employees, and volunteers, free from discrimination on any ground and from harassment at work including sexual harassment. The Institute operates a zero-tolerance policy for any form of sexual harassment, treat all incidents seriously, and promptly investigate all allegations of sexual harassment. Any person found to have sexually harassed another will face disciplinary action, up to and including dismissal from the Board, from employment, and from volunteer status.

All complaints of sexual harassment will be taken seriously and treated with respect and in confidence. No one will be victimized for making such a complaint.

Definition of Sexual Harassment

Sexual harassment is unwelcome conduct of a sexual nature which makes a person feel offended, humiliated, and/or intimidated. It includes situations where a person is asked to engage in sexual activity as a condition of that person’s participation or employment, as well as situations which create an environment which is hostile, intimidating, or humiliating for the recipient.

Sexual harassment can involve one or more incidents and actions constituting harassment may be physical, verbal, and non-verbal. Examples of conduct or behavior which constitute sexual harassment include, but are not limited to:

Physical conduct:

  • unwelcome physical contact including touching, patting, pinching, stroking, kissing, hugging, fondling, or inappropriate touching

  • physical violence, including sexual assault

  • the use of job-related threats or rewards to solicit sexual favors

Verbal conduct:

  • comments on a worker’s appearance, age, private life, etc.

  • sexual comments, stories, and jokes

  • sexual advances

  • repeated and unwanted social invitations for dates or physical intimacy

  • insults based on the sex of the worker

  • condescending or paternalistic remarks

  • sending sexually explicit messages (by phone or by email)

Non-verbal conduct:

  • display of sexually explicit or suggestive material

  • sexually-suggestive gestures

  • whistling

  • leering

Anyone can be a victim of sexual harassment, regardless of their sex or of the sex of the harasser. The Institute recognizes that sexual harassment may also occur between people of the same sex. What matters is the sexual conduct is unwanted and unwelcome by the person against whom the conduct is directed.

The Institute also recognizes that sexual harassment is a manifestation of power relationships and often occurs within unequal relationships in the workplace, for example between manager or supervisor and employee. This is also applicable to the mentor/mentee relationship of instructors and students.

Anyone, including employees of The Institute, directors, volunteers, clients, customers, casual workers, contractors, or visitors who sexually harasses another will be reprimanded in accordance with this internal policy.

All sexual harassment is prohibited whether it takes place within The Institute premises or outside, including at social events, business trips, training sessions, learning opportunities, or conferences sponsored by The Institute.

Complaints Procedures

Anyone who is subject to sexual harassment should, if possible, inform the alleged harasser that the conduct is unwanted and unwelcome. The Institute recognizes that sexual harassment may occur in unequal relationships (i.e., between a supervisor and his/her employee) and that it may not be possible for the victim to inform the alleged harasser.

If a victim cannot directly approach an alleged harasser, she/he can approach one of the designated directors or staff members responsible for receiving complaints of sexual harassment. This person could be a member of the Board or a member of the staff, etc.

When a designated person receives a complaint of sexual harassment, she/he will:

  • immediately record the dates, times, and facts of the incident(s)

  • ascertain the views of the victim as to what outcome she/he wants

  • ensure that the victim understands the organization’s procedures for dealing with the complaint

  • discuss and agree the next steps: either informal or formal complaint, on the understanding that choosing to resolve the matter informally does not preclude the victim from pursuing a formal complaint if she/he is not satisfied with the outcome

  • keep a confidential record of all discussions

  • respect the choice of the victim

  • ensure that the victim knows that they can lodge the complaint outside of the organization through the appropriate legal framework

Throughout the complaints procedure, a victim is entitled to be helped by a board member or other “counselor” within the organization. The Institute will nominate counselors and provide them with special training to enable them to assist victims of sexual harassment. The Institute recognizes that because sexual harassment often occurs in unequal relationships within the workplace, victims often feel that they cannot come forward. The Institute further understands the need to support victims in making complaints.

Informal Complaints Mechanism

If the victim wishes to deal with the matter informally, the designated person will:

  • give an opportunity to the alleged harasser to respond to the complaint

  • ensure that the alleged harasser understands the complaints mechanism

  • facilitate discussion between both parties to achieve an informal resolution which is acceptable to the complainant, or refer the matter to a designated mediator within the organization to resolve the matter

  • ensure that a confidential record is kept of what happens

  • follow up after the outcome of the complaints mechanism to ensure that the behavior has stopped

  • ensure that the above is done speedily and within 30 days of the complaint being made

Formal Complaints Mechanism

If the victim wants to make a formal complaint or if the informal complaint mechanism has not led to a satisfactory outcome for the victim, the formal complaint mechanism should be used to resolve the matter.

The designated person who initially received the complaint will refer the matter to a senior manager to instigate a formal investigation. The senior manager may deal with the matter him/herself, refer the matter to an internal or external investigator, or refer it to a committee of three others in accordance with this policy.

The person carrying out the investigation will:

  • interview the victim and the alleged harasser separately

  • interview other relevant third parties separately

  • decide whether or not the incident(s) of sexual harassment took place

  • produce a report detailing the investigations, findings and any recommendations

  • if the harassment took place, decide what the appropriate remedy for the victim is, in consultation with the victim (i.e., an apology, a change to working arrangements, a promotion if the victim was demoted because of the harassment, training for the harasser, discipline, suspension, dismissal)

  • follow up to ensure that the recommendations are implemented, that the behavior has stopped, and the victim is satisfied with the outcome

  • if it cannot determine that the harassment took place, she/he may still make recommendations to ensure proper functioning of the workplace

  • keep a record of all actions taken

  • ensure that the all records concerning the matter are kept confidential

  • ensure that the process is done as quickly as possible and in any event within 30 days of the complaint being made

Outside complaints mechanisms

A person who has been subject to sexual harassment can also make a complaint outside of the organization. They can do so through a complaint with the Missouri Commission on Human Rights (MCHR) within 180 days of the alleged harassment. Also, if the harassment is of a specifically sexual nature, the complainant should refer to the U.S. Equal Employment Opportunity Commission’s (EEOC) information on sexual harassment.

Sanctions and Disciplinary Measures

Anyone who has been found to have sexually harassed another person under the terms of this policy is liable to any of the following sanctions:

  • verbal or written warning

  • adverse performance evaluation

  • reduction in wages

  • transfer

  • demotion

  • suspension

  • dismissal

The nature of the sanctions will depend on the gravity and extent of the harassment. Suitable deterrent sanctions will be applied to ensure that incidents of sexual harassment are not treated as trivial. Certain serious cases, including physical violence, will result in the immediate dismissal of the harasser.

Implementation of this Policy

The Institute will ensure this policy is widely disseminated to all relevant persons. It will be included in the bylaws. All new directors, volunteers, and employees must be trained in the content of this policy as part of their induction into the organization. Every year, The Institute will require all employees to attend a refresher training course on the content of this policy.

Monitoring and Evaluation

The Institute recognizes the importance of monitoring this sexual harassment policy and will ensure that it anonymously collects statistics and data as to how it is used and whether it is effective.

Directors, managers, and those responsible for dealing with sexual harassment cases will report on compliance with this policy, including the number of incidents, how they were dealt with, and any recommendations made. This will be done on a yearly basis. As a result of this report, the organization will evaluate the effectiveness of this policy and make any changes needed.