Community
The International Association of Emergency Managers (IAEM) is committed to an environment in which all individuals are treated with respect and dignity. Each individual has the right to work and participate as a member or volunteer of IAEM and to participate in IAEM events or activities in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including harassment. Therefore, IAEM expects that all relationships among persons, including staff, officers, directors, members, volunteers and IAEM event attendees to be professional and free of bias, prejudice, bullying, and harassment.
This policy has been enacted by the Board to ensure that all management staff, officers, directors, volunteers, members, and event attendees can actively participate in IAEM’s activities in an environment free from unlawful harassment, discrimination, retaliation and other forms of inappropriate and/or offensive conduct. The IAEM Board of Directors will make every reasonable effort to ensure that all concerned are familiar with these policies and are aware that any complaint in violation of such policies will be investigated and resolved appropriately.
Any member of IAEM’s management staff, any IAEM officer, director, member, volunteer or IAEM event attendee who has questions or concerns about these policies should talk with the Executive Director or IAEM’s Legal Counsel.
These policies should not, and may not, be used as a basis for excluding or separating individuals of a particular gender, or any other protected characteristic, from participating in any IAEM activities or programs. In other words, no one should make the mistake of engaging in discrimination or exclusion to avoid allegations of harassment. The law and the policies of IAEM strictly prohibit disparate treatment on the basis of sex or any other protected characteristic with regard to participation in IAEM governance, program volunteer or member activities, or other IAEM events or conferences. The prohibitions against harassment, discrimination, and retaliation are intended to complement and further those policies, not to form the basis of an exception to them.
It is the policy of IAEM to ensure equal opportunity to participate as an IAEM officer, director, member, volunteer, or event attendee without discrimination or harassment on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, marital status, citizenship, national origin, genetic information, or any other characteristic protected by law. IAEM prohibits any such discrimination or harassment.
IAEM encourages reporting of all perceived incidents of discrimination or harassment. It is the policy of IAEM to investigate such reports promptly and thoroughly. IAEM prohibits retaliation against any individual who in good faith reports discrimination or harassment or participates in an investigation of such reports.
Sexual harassment constitutes discrimination and is illegal under federal, state, and local laws. For the purposes of this policy, “sexual harassment” is defined as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature, including when such conduct has the purpose or effect of unreasonably interfering with an individual’s performance or work as a volunteer or creating an intimidating, hostile, or offensive work or volunteer activity environment.
Title VII of the Civil Rights Act of 1964 recognizes two types of sexual harassment: a) quid pro quo, and b) hostile work or volunteer environment. Sexual harassment may include a range of subtle and not-so-subtle behaviors and may involve individuals of the same or different gender. Depending on the circumstances, these behaviors may include unwanted sexual advances or requests for sexual favors; sexual jokes and innuendo; verbal abuse of a sexual nature; commentary about an individual’s body, sexual prowess or sexual deficiencies; leering, whistling or touching; insulting or obscene comments or gestures; display in the workplace or at association events or meetings of sexually suggestive objects or pictures; and other physical, verbal, or visual conduct of a sexual nature.
Harassment on the basis of any other protected characteristic is also strictly prohibited. Under this policy, harassment is verbal, written, or physical conduct that denigrates or shows hostility or aversion toward an individual because of his or her race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, marital status, citizenship, genetic information, or any other characteristic protected by law, or that of their relatives, friends or associates, and that: a) has the purpose or effect of creating an intimidating, hostile or offensive work or volunteer environment, b) has the purpose or effect of unreasonably interfering with an individual’s work or volunteer performance, c) otherwise adversely affects an individual’s employment or volunteer opportunities, or d) adversely affects an individual’s participation in an IAEM sponsored event, activity, or conference.
Harassing conduct includes epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion toward an individual or group..
Aggressive behavior in which someone intentionally and repeatedly causes another person injury or discomfort is prohibited as part of IAEM’s Anti-Harassment Policy. Bullying can take the form of physical contact, words, or more subtle actions such as making false statements or diminishing their reputation. The bullied individual typically has trouble defending themselves and does nothing to “cause” the bullying. Cyberbullying is verbally threatening or harassing behavior conducted through electronic technology such as cell phones, email, social media, or text messaging.
These policies apply to all staff, officers, directors, members and non-members that participate in any IAEM activities. Conduct prohibited by these policies is unacceptable in the association’s business, volunteer, or meeting environments.
IAEM encourages reporting of all perceived incidents of discrimination, retaliation harassment, and bullying, regardless of the offender’s identity or position. Individuals who believe that they have been the victim of such conduct should discuss their concerns with the IAEM Executive Director(Beth@iaem.com).
In addition, IAEM encourages individuals who believe they are being subjected to such conduct to promptly advise the offender that his or her behavior is unwelcome and to request that it be discontinued. Often this action alone will resolve the problem. IAEM recognizes, however, that an individual may prefer to pursue the matter through complaint procedures.
To file a complaiint, please visit www.iaem.org/Complaint-Procedure.
Updated by the IAEM-USA Board of Directors on April 17, 2024.