The Louisiana Leadership Institute (LLI) is committed to maintaining a safe, respectful, and inclusive environment for all employees, volunteers, participants, contractors, and stakeholders. As a federally and state funded nonprofit organization, LLI upholds the highest standards of conduct in accordance with Title VII of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, and applicable Louisiana state law.

LLI operates under a strict zero tolerance policy for sexual harassment. This means that any substantiated act of sexual harassment will result in prompt and appropriate corrective action, up to and including termination of employment or removal from LLI programs, regardless of the position or tenure of the individual involved.

Sexual harassment is any unwelcome conduct of a sexual nature that creates a hostile, intimidating, or offensive work or program environment, or that interferes with an individual’s performance or participation. It may be committed by or against any person, regardless of gender, gender identity, or sexual orientation.

Sexual harassment takes two primary forms:

Quid pro quo harassment occurs when submission to or rejection of sexual conduct is used as the basis for employment decisions, program participation, benefits, or advancement.

Hostile environment harassment occurs when unwelcome sexual conduct is severe or pervasive enough to unreasonably interfere with an individual’s ability to work or participate in LLI programs.

This list is illustrative, not exhaustive. Conduct does not need to be intentional to constitute harassment.

If you believe you have experienced sexual harassment, you are encouraged to take the following steps. You are never required to confront the harasser directly.

• 1
  Preserve documentation. Record the date, time, location, what was said or done, and any witnesses present. Save any relevant messages, emails, or other evidence.
• 2
  Report the incident. Report to your direct supervisor, a member of the Human Resources department, or the designated Title IX/EEO Coordinator. If your supervisor is the subject of the complaint, report directly to HR or the Executive Director.
• 3
  Submit a written complaint. You may be asked to complete a written complaint form. This helps LLI conduct a thorough and accurate investigation.
• 4
  Participate in the investigation. LLI will conduct a prompt, impartial, and confidential investigation. You will be kept informed of the process and outcome to the extent permitted by law and confidentiality requirements.

All reports will be taken seriously and handled with discretion. Confidentiality will be maintained to the greatest extent possible consistent with a thorough investigation.

Bystanders play a critical role in maintaining a safe environment. If you witness conduct that may constitute sexual harassment, you are encouraged to:

• 1
  Intervene safely if you are able. If it is safe to do so, calmly redirect the situation, check in with the person being targeted, or involve another colleague.
• 2
  Document what you observed. Write down what you witnessed, including the date, time, location, and names of those involved.
• 3
  Report the incident. Report what you observed to HR, a supervisor, or the Title IX/EEO Coordinator. You do not need to wait for the person affected to file a report.
• 4
  Support the affected individual. Let the person know they are believed, that resources are available, and that reporting is their right.

All witnesses who report in good faith are protected from retaliation under this policy and applicable law.

In addition to LLI’s internal reporting process, all individuals have the right to file a formal charge or complaint with external government agencies. These rights exist independent of any internal investigation and are protected by law.

Filing with an external agency does not preclude the use of LLI’s internal complaint process, and vice versa. Both options may be pursued simultaneously.

Retaliation against any individual who, in good faith, reports sexual harassment, participates in an investigation, or exercises any right under this policy is strictly prohibited and illegal.

Any person found to have engaged in retaliation will be subject to immediate disciplinary action, up to and including termination or removal from LLI programs, independent of any underlying harassment finding. If you believe you have experienced retaliation, report it using the same channels as a harassment complaint.

LLI has designated the following contacts for reporting harassment or related concerns. All reports are confidential to the extent permitted by law.

Anonymous reporting options may also be available. Contact HR for details.