Loft Code of Conduct

The Loft is committed to providing a harassment-free space for all students, conference attendees, staff members, volunteers, and program participants regardless of gender identity and expression, sexual orientation, physical ability, appearance, race, ethnicity, age, religion, class, or identity. We expect participants to treat each other with respect in all interactions.

Harassment could include:

  • deliberate intimidation

  • repeated disruption of classes, lectures, or discussions

  • unwelcome physical contact

  • unwelcome sexual attention

  • verbal comments or displayed images that harmfully reinforce structures of oppression

  • written contact, such as sexually suggestive or obscene letters, notes, invitations

  • verbal contact, such as sexually suggestive or obscene comments, threats, slurs, epithets, jokes about gender-specific traits, sexual propositions

  • visual contact, such as leering or staring at another's body, gesturing, displaying sexually suggestive objects or pictures

  • Continuing to express sexual or social interest after being informed directly that the interest is unwelcome

  • Using sexual behavior to control, influence or affect the career, salary or work environment of another

Harassment does not include respectful disagreement or critique in good faith. Reading and writing, by their nature, include exposure to controversial, challenging, and sometimes offensive language.

Anyone asked to stop harassing behavior is expected to comply immediately. Those violating these expectations may be expelled at the discretion of Loft staff.

If you are experiencing harassing behavior, report it to a staff member or teaching artist as soon as possible. All incidents will be brought to the Loft’s executive director. She will follow the Loft’s harassment protocol which may include removing an offender from a program without a refund, reimbursement, or pay.

Loft Harassment Protocol

All complaints of sexual harassment and retaliation for reporting or participating in an investigation will be directed to the executive director either in writing or by requesting an individual interview. If the executive director is the subject of the complaint, the Chair of the Board of Directors must be notified. All complaints shall be handled as confidentially as possible. The complaints will be promptly reviewed and resolved.

When the ED receives a complaint she will take the following steps.

  1. Interview people involved as well as any witnesses

  2. Ask any employee/volunteer/program participant found to have violated this policy to immediately stop the offending behavior

  3. Respect issues of confidentiality and due process

  4. Follow appropriate disciplinary action including warnings, reprimands, suspension, discharge, removal from event without refund, reimbursement, or pay according to the findings of the complaint research

  5. Involve the police when necessary or requested

  6. If sexual harassment has occurred, hold the harasser legally liable for their actions under state or federal anti-discrimination laws or in separate legal actions

Any program participant/staff/volunteer/contractor bringing a sexual harassment complaint or assisting in investigating such a complaint will not be adversely affected in terms and conditions of employment, or discriminated against or discharged because of the complaint. Complaints of such retaliation will be promptly investigated.