The Clean Energy Leadership Institute’s Anti-Discrimination and Harassment Policy
CELI has a zero-tolerance policy for discrimination and harassment. If you experience discrimination or harassment in CELI, report it immediately to a member of the leadership team or a CELI employee at celi@cleanenergyleaders.org. CELI commits to investigating all reports and taking appropriate corrective action.
Introduction
The mission of the Clean Energy Leadership Institute (CELI) is to develop a new kind of energy leader. Because CELI is a community-focused organization dedicated to building an equitable, decarbonized, and resilient energy ecosystem, we believe it is essential to provide a safe community of belonging for our Fellows and the broader community. The CELI community embodies integrity, equity, honesty, respect, and inclusion for all members of the community.
Accordingly, CELI has a zero-tolerance policy towards discrimination and all forms of harassment, including sexual harassment, sexual assault, discrimination, and acts of unprofessionalism on the basis of sex, age, disability, perceived disability, marital status, personal appearance, sexual orientation, gender identity, race, color, religion, national origin, veteran status or any other legally protected characteristic. CELI’s zero-tolerance policy means that no form of discriminatory or harassing conduct by or towards any employee, volunteer, member (Fellow or professionals network) or Director will be tolerated.
The following sections provide details about CELI’s anti-discrimination and harassment policy, as well as implementation procedures.
Policy Implementation
CELI is committed to taking all reasonable steps to prevent harassment. All individuals have the right to be heard and believed. CELI is committed to taking all reasonable steps to prevent harassment. If any member of the CELI community feels they have witnessed or experienced harassment they are encouraged to report that harassment to a member of the leadership team or a CELI employee at celi@cleanenergyleaders.org.
Any report of harassment will be investigated promptly and impartially, with every effort to maintain confidentiality if desired. If CELI finds that its policy has been violated, it will take appropriate corrective and remedial action, up to and including discharge of offending officers or employees, and/or similarly appropriate action towards offending vendors, contractors, or community members. All individuals involved will be informed of the results of the investigation.
Official Anti-Discrimination and Harassment Policy
The Clean Energy Leadership Institute (CELI) has a zero-tolerance policy toward discrimination and all forms of harassment, including but not limited to, sexual harassment. This zero-tolerance policy means that no form of discriminatory or harassing conduct by or towards any CELI member (employee, member, volunteer, Director) will be tolerated.
CELI is committed to enforcing its policy at all levels within the organization for CELI-sanctioned events (including fellowship sessions, hosted private or public events, and/or social events). Any member of the community who violates this policy in prohibited discrimination or harassment may be discharged from employment or removed from leadership and participation in the program.
Where this Policy Applies: Any incidents that occur between CELI Directors, employees, volunteer leadership team, and CELI Fellows are subject to review. Incidents that occur between event attendees at CELI-sanctioned events are also subject to review.
Conduct Covered by this Policy: This policy applies to and prohibits all forms of harassment and discrimination. Accordingly, CELI absolutely prohibits harassment or discrimination based on sex, age, disability, perceived disability, marital status, personal appearance, sexual orientation, gender identity, race, color, religion, national origin, veteran status or any other legally protected characteristic.
Harassment includes, but is not limited to:
Verbal or written comments, including jokes, innuendos, slurs, name-calling, and insults that discriminate or intimidate an individual based on gender, gender identity and expression, sexual orientation, disability, physical appearance, body size, race, age, or religion;
Intentional and/or persistent intimidation, verbal or physical, stalking, or following;
Discrediting any person by spreading malicious gossip or rumors, or publicly ridiculing them, humiliating them, calling into question their private life;
Unwelcomed photography or recording;
Inappropriate physical contact such as touching or pinching; and
Advocating for, or encouraging, any of the above behavior.
Sexual harassment includes but is not limited to the following:
Unwelcome sexual advances;
Requests for sexual favors;
Obscene gestures;
Repeated requests for romantic or personal engagement;
Sending sexually implicit or explicit e-mails, calls, texts messages, voice mails, or other contact through social media; and
Other verbal or physical conduct of a sexual nature, such as uninvited touching.
Unwelcome sexual advances constitute “sexual harassment” when either explicitly or implicitly:
Makes acceptance a condition of employment, continued employment, or advancement within the CELI
Unreasonably interferes with the performance of responsibilities, or
Creates intimidating/hostile/offensive environment
Computer Messaging and Information Systems: Individuals may not generate, should not receive, and must not forward, any message or graphic that might be taken as offensive based on sex, gender, ethnicity, or other protected characteristic. This includes, for example, the generation or forwarding of offensive “humor” which contains offensive terms. Individuals receiving offensive messages over CELI information technology, or receiving other offensive messages or graphics over CELI information technology, should report those messages to a member of the leadership team, as indicated below. Individuals are reminded that CELI’s information technology and the data generated on, stored in, or transmitted to, or from the CELI’s information technology remain the property of the CELI for all purposes. CELI retains the right to monitor its information technology and networks to ensure compliance with this requirement.
Procedures in Cases of Harassment: Any CELI member who believes that they have been subjected to harassment of any kind is encouraged to report the harassment immediately to CELI’s leadership team. If the individual is uncomfortable reporting the harassment to a member of the CELI leadership team, the individuals may report incidents directly to CELI’s Executive Director. CELI is committed to taking all reasonable steps to prevent harassment and will make every reasonable effort to promptly and completely address and correct any harassment that may occur.
Every report of harassment will be investigated promptly and impartially, with every effort to maintain confidentiality. All individuals involved have a right to be heard, and they will be informed of the results of the investigation.
If CELI finds that its organizational policy has been violated, it will take corrective and remedial action as it deems appropriate, up to and including removal of offending officers, employees, members of the community, and/or similarly appropriate action towards offending vendors, or contractors.
Reporting Without Fear of Retaliation: No CELI member will be retaliated against for reporting harassment. This no-retaliation policy applies whether a good faith complaint of harassment is well-founded or ultimately determined to be unfounded. No officer, director, manager or supervisor is authorized, or permitted, to retaliate or to take any adverse employment action whatsoever against anyone for reporting harassment, or for opposing any other discriminatory practice in the workplace.
If you have any questions about this policy, please contact our Executive Director, Esther Morales (esther@cleanenergyleaders.org).
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