Purpose

Blacks in I/O Psychology, Inc. is committed to fostering a safe, respectful, and inclusive environment for all members, volunteers, and affiliates. Harassment of any kind is strictly prohibited. This policy outlines the processes for reporting, investigating, and resolving allegations to ensure fair and consistent responses to such claims. This policy applies to members, volunteers, board members, and any external collaborators or consultants engaged with the organization.

Definitions

Harassment includes any unwelcome behavior that creates an intimidating, hostile, or offensive environment. Types of harassment include, but are not limited to:

1. Verbal Harassment

Offensive remarks, slurs, or derogatory comments related to an individual's race, color, religion, gender, sexual orientation, national origin, age, disability, or any other protected characteristic. This includes jokes, comments, or gossip that demean or disrespect individuals.

2. Physical Harassment

Any form of unwelcome physical contact, such as touching, hitting, pushing, or other physically aggressive or intimidating behaviors.

3. Online Harassment

Unwelcome and inappropriate conduct conducted online, such as sending harassing messages via email, social media, or other digital platforms. This may include cyberbullying, spreading false information, or sharing private information without consent.

4. Sexual Harassment

Unwanted sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. This includes offensive remarks about a person's gender, appearance, or body, as well as inappropriate gestures or non-verbal behaviors.

Reporting Procedures

1. Informal Reporting Process

1. We understand that some individuals may prefer an informal approach to addressing issues of harassment. Individuals may:

1. Speak directly with the person involved, if they feel comfortable, to address the behavior.
2. Approach a board member for guidance, discussion, or informal intervention.
3. Request that a board member facilitate a conversation aimed at resolving the issue without initiating a formal investigation.
4. An individual may request that their report be kept on file without initiating a formal investigation. If a similar report is filed in the future, the individual will be contacted to determine if they would like to elevate their original report to a formal investigation. However, they will not receive any specific details about the other report or the individual who filed it.

2. Formal Reporting Process

1. If a more structured process is desired, or if the issue is not resolved informally, individuals should file a formal report. The following steps are required:

5. Step 1: Written Report:

The complainant should submit a detailed written report, including a description of the incident(s), date(s), person(s) involved, any witnesses, and other relevant information. Reports can be submitted via google form or to BIOP’s chair at chair@blacksinio.org. If the chair is involved in the complaint, then the report can go to our Vice Chair at vicechair@blacksinio.org.  Anonymous complaints can also be filed using our anonymous feedback form located here.

6. Step 2: Interview with Complainant: Upon receiving the written report, a board member or appointed representative will meet with the complainant to gather additional details and clarify the information provided.
7. Step 3: Interview with Accused:

Following the initial interview, the board will interview the accused to ensure a fair and unbiased opportunity for response.

8. Step 4: Board Committee Review:

A designated committee of board members will review all information gathered, consult with any additional witnesses if necessary, and conduct further investigation if required.

9. Step 5: Communicating the Decision:

A designated board member will contact the complainant and the accused with the formal decision separately, within one week of each other. The complainant will have two weeks from their notification to appeal the decision.

Board Committee Review and Decision-Making

A designated committee, consisting of trained and impartial board members, will handle all formal reports of sexual harassment. This committee will:

• Review evidence objectively and confidentially.
• Ensure that both the complainant and the accused are treated fairly and with respect.
• Determine an appropriate course of action based on the findings of the investigation.

Possible Outcomes and Consequences

Upon concluding the investigation, the committee may implement one or more of the following actions:

• No Action – If there is insufficient evidence or if the incident does not meet the criteria for harassment, no action may be taken.
• Mediation or Conflict Resolution – Facilitate a structured discussion between the parties to improve communication and understanding.
• Training or Education – Recommend or require the individuals involved to attend educational sessions on workplace respect and harassment prevention.
• Disciplinary Action – Implement corrective measures, which may include a written warning, suspension, or termination of the person’s involvement with the organization, depending on the severity of the incident.

Additional outcomes may be determined based on the specific situation.

Confidentiality and Non-Retaliation

All reports and investigations will be handled with strict confidentiality, and any form of retaliation against those who report harassment or participate in an investigation is prohibited. Any individual found retaliating against a complainant or witness will be subject to disciplinary action.

Duty to Report

Board members and leadership have a responsibility to foster a safe and respectful environment and must take proactive steps to address harassment within the organization. As such, all board members and leaders are required to report any observed or suspected instances of harassment, regardless of whether the victim has formally reported the incident. Reports should be made to the designated board committee or to another board member if appropriate. This duty to report ensures that potential issues are addressed promptly and helps maintain an environment free from harassment and discrimination.

Board members and leaders will be expected to treat all reports with confidentiality and professionalism, understanding that their role is crucial in creating a respectful culture and supporting individuals who may be affected by harassment. Failure to report observed or suspected harassment may result in disciplinary action in accordance with the organization’s policies.

Policy Access, Review and Updates

This policy will be reviewed periodically by the board to ensure it remains current with best practices and legal standards. This policy will be accessible on the organization's website and other prominent locations, so all members know how to find and use it.