Code of Conduct & Anti-Harassment Policy

Code of Conduct

Behavior

Farmed Animal Funders has a strict policy against all types of workplace harassment, including sexual harassment and other forms of workplace harassment based upon an individual's Protected Characteristics. All forms of harassment of, or by, employees, contractors, members, guests, or vendors are strictly prohibited and will not be tolerated. Please read our full anti-harassment policy here. 

Appropriate behavior (non-exhaustively) includes:

• Friendly, professional collaboration

• Respectful and polite disagreement

Inappropriate behavior (non-exhaustively) includes:

• Offensive or derogatory comments based on a person's race, ethnicity, color, sex, sexual orientation, gender orientation, size, abilities, or age

• Language that’s defamatory, offensive, obscene, or vulgar 

• Trolling or deliberate disruption of discussion

• The group should feel pleasant and comfortable for everyone. Please refrain from behavior that will predictably bother other members

Power Dynamics

Grantees often don’t have a voice during our discussions. Because of this, and because members of FAF make up ~80% of funding in the farmed animal advocacy space, please frame inputs on discussions, particularly if they are negative, as your experience rather than a fact about a grantee

Wherever possible, we encourage funders to give grantees the opportunity to respond to concerns and negative feedback and offer their perspective 

Members may not use their participation in FAF for promotional purposes or for private gain. 

FAF reserves the right to deny membership or remove a member if an applicant or member’s actions reflect poorly on the field and might harm FAF’s reputation

Anonymity and confidentiality

Chatham house rules apply: members are free to use the information shared within the group but must keep identities and affiliations of the source(s) confidential.

For example: If a nonprofit leader asks about whether a certain topic was discussed at a recent FAF meeting, you can answer—but cannot say who spoke, give clues that indicate who spoke, or offer any information about who attended the meeting

Assume members wish to remain anonymous unless stated otherwise

Pitching funding opportunities

FAF members are barred from fundraising in FAF for projects where they stand to financially benefit (e.g., if they are employed at an organization, they cannot fundraise for that organization). 

Funders in this group are often inundated with pitches so please:  

• Only pitch a project if you’re giving at or above the $250k threshold required for Farmed Animal Funders membership 

• Only pitch a project if you’re personally supporting it financially 

• Desist in pitching a project if others don’t respond or don’t seem excited about the opportunity

• Name potential conflicts of interest and refrain from excessive promotion of your project

Giving threshold

This group is for those who give more than $250k annually to charitable initiatives that fight factory farming. For people who give more than $250k in one year, exceptions for the following year may apply.

FAF offers a 1-year grace period for FAF members to meet the donation threshold, given that some members’ income fluctuates year to year. If a member does not meet the $250k threshold for more than 2 consecutive years, their membership may be revoked.

We invite members to meet and surpass the threshold via a range of charitable approaches including vegan advocacy, humane reforms, etc. For the purposes of this group, we exclude impact investing from the threshold 

The members of this group expect to interact with peers. If, for whatever reason, a member cannot meet this threshold in a given year, please proactively reach out to Mikaela so that we can brainstorm next steps. 

Anti-Harassment Policy

All members, staff, vendors, associates, and guests of Farmed Animal Funders must abide by the policy below.

Respect in the Workplace

Farmed Animal Funders (FAF) is committed to providing a safe, healthy, and supportive working environment that promotes equal employment opportunities for its team members, free from discrimination, differential treatment, and harassment. In addition to complying with all non-discrimination laws in the countries in which we work (Canada and the United States), the goal of this policy is to help create a culture where every individual is treated with respect.

All allegations of discrimination or harassment will be taken seriously, and there will be no retaliation for making such allegations. Complaints will be kept as confidential as reasonably possible and records will be kept in a confidential file. If anyone covered by this policy is found to have harassed or discriminated against another, they will face disciplinary action up to and including dismissal from FAF.

FAF recognizes that harassment, particularly sexual harassment, can be a manifestation of power relationships. And while it most often occurs by an individual who holds power over another individual, it can occur between any two or more people regardless of their sex or gender identity and whether or not they are in a position of power. No policy can prescribe what should be done on every occasion because circumstances vary. If complainants need help or advice about a particular situation or circumstance, they are encouraged to contact a Designated Person, as defined and specified below.

Definitions

Discrimination is the differential treatment on the basis of race, color, religion, sex (including pregnancy), national origin, age, disability, genetic information, or any other factor that is legislatively protected in the country in which you work (i.e. “Protected Classes”). Discrimination is illegal in work-related decisions including hiring, firing, pay, job assignments, promotions, layoff, training, fringe benefits, and any other term or condition of employment. FAF further defines discrimination as differential treatment with regard to work-related decisions based on any characteristics outside of professional qualifications.

Harassment is unwelcome conduct including physical, verbal, and nonverbal behaviors, and results in a hostile environment. Harassment is illegal when unwelcome conduct is related to any of the Protected Classes, when enduring the conduct becomes a condition of continued employment, or the conduct is so severe or pervasive that a reasonable person would consider the working environment intimidating, hostile, or abusive. Examples of harassment include:

• Humiliation in front of coworkers

• Repeated unwelcome remarks or jokes, including bullying

• Exercising, attempting to exercise, or threatening to exercise physical force against an employee or staff member in the workplace that causes or could cause physical injury to the employee or staff member

• Work interference or sabotage that prevents work from getting done

• Comments that promote stereotyping of any of the Protected Classes

• Comments related to an employee or staff member’s ethnic, racial, or religious affiliation, or their sexual orientation, gender, or age, that are publicly humiliating, offensive, threatening, or that undermine the employee or staff member’s role in a professional environment

Sexual harassment is unwanted conduct that is sexual in nature. Examples of sexual harassment include:

• Unwelcome physical contact including touching, patting, pinching, stroking, kissing, and hugging

• Sexual comments, stories, and jokes, including bragging about sexual prowess

• Repeated and unwanted social invitations for dates or physical intimacy

• The use of job-related threats or rewards to solicit sexual favors

• Comments on an employee or staff member’s appearance or private life

• Display of sexually explicit or suggestive material

• Insults based on the sex or gender identity of the worker

• Physical violence, including sexual assault

• Sending sexually explicit messages

• Sexually-suggestive gestures

• Whistling and leering

The workplace is any place where work-related activities are conducted, including, but not limited to, work-related conferences or training sessions, work-related travel, work-related social functions, such as dinners with funders, and work-related electronic communication, such as email, chat, text, phone calls, and virtual meetings.

A complainant is the person who allegedly experienced harassment.

A respondent is the person who allegedly committed the harassment.

A Designated Person is an employee, staff member, steering committee member, mediator, or another professional who FAF determines is qualified to receive and investigate discrimination and harassment complaints. Any Designated Persons at FAF should be trained and also have an expert support system available to them at all times. 

Complaint Procedure

Self-Help

Team members are encouraged to keep a written record of the date, time, details of the incident(s), and witnesses, if any. Where they are comfortable doing so, the team member can attempt to resolve their concerns by directly communicating disapproval to the person whose conduct is offensive. However, in many instances an individual may not feel comfortable attempting resolving the situation on their own. Likewise, it is important that any problematic behavior by team members or any party affiliated with FAF be reported and documented via the proper channels, even if the affected individual has addressed the situation directly. 

Complaint 

A team member who wishes to report offensive or harassing conduct by an individual affiliated with FAF should contact a Designated Person. Each and every person is responsible for creating and maintaining a respectful workplace. As such, anyone who becomes aware of discrimination or harassment in the workplace, even if they are not directly involved, is expected to report the incident to a Designated Person. Friends, relatives, colleagues, or any other associate of the aggrieved individual may file the complaint in situations where the aggrieved person is unable to make a complaint on account of physical or mental incapacity or death. 

Upon receiving a complaint, the Designated Person shall:

• Record the dates, times, and facts of the incident(s).

• Ensure that the complainant understands the procedure for resolving the complaint and identify the outcome desired by the complainant.

• Discuss next steps in the complaint and investigation process so that the complainant is fully aware of the subsequent steps.

• Inform the complainant that they have the right to contact private legal counsel or a government agency, such as the U.S. Equal Employment Opportunity Commission (EEOC) or other legal counsel, if the complainant thinks it is necessary.

• Keep a confidential record of all discussions.

• Ensure that the above is completed within one week of receipt of the complaint.

If the alleged respondent is a Designated Person, complainants should contact an alternative Designated Person. Further, any respondent(s), regardless of their position within FAF, will be excluded from administering and managing the investigation and resolution process (save and except for their involvement as a respondent).

Investigation

Upon receiving the initial complaint, the Designated Person who received the complaint will form a committee of all Designated Persons currently responsible for receiving complaints. Any complaints against a Designated Person, member of the Steering Committee, or anyone responsible for investigating or implementing this policy, will be investigated by a third party to ensure objectivity. The steps below are written assuming the committee (and not a third party) is carrying out the investigation.

In conducting its investigation, the committee will:

• Inform the Executive Director of the complaint, maintaining the anonymity of the parties to the fullest extent possible. In the case where the Executive Director is the victim, inform a member of the Steering Committee.

• Interview the employee and their alleged harasser separately, giving the alleged harasser an opportunity to respond to the complaint and ensuring that the alleged harasser understands the procedure for resolving the complaint.

• Interview other relevant third parties, such as witnesses, separately.

• Produce a report detailing the investigations, findings, and any recommendations. The committee may not be able to determine whether the incident(s) of harassment took place. For this reason, the committee will focus on a remedy that is appropriate to the alleged incident and ensures proper functioning of the workplace.

• Ensure that the above is completed within two weeks of receiving the initial complaint. In cases where the Designated Person has difficulty meeting this deadline, they may work with another Designated Person to complete their duties.

After completing the investigation, the committee of Designated Persons will consult with the complainant on their preference for a remedy, i.e. a plan for future interactions that is acceptable to all parties, an apology, a change to working arrangements, a promotion if the complainant was demoted as a result of the harassment, training for the alleged harasser, discipline, suspension, or dismissal. Based on the complainant’s input and the results of the investigation, the committee will determine an appropriate remedy. If necessary, the committee will consult with the Executive Director regarding the appropriate remedy.

Additionally, the committee will:

• Keep a confidential record of all actions taken to resolve the complaint.

• If the complainant is not satisfied with the outcome, consult with them to determine why the remedy was not satisfactory and if another remedy is available.

• If the complainant is comfortable and wishes to do so, facilitate discussion between both parties to achieve a resolution that is acceptable to the complainant.

• Ensure that the above is completed within 30 days of receipt of the initial complaint.

• Follow up with the complainant and alleged harasser after one week to ensure that the recommendations are implemented and the behavior has stopped.

Additional Notes

Time Restrictions

There is no time restriction on when to file a complaint about a discrimination or harassment incident. However, early reporting and intervention are strongly encouraged so that FAF can take appropriate action to prevent further harassment.

Staff Travel

During business travel, no employee or staff member will be required to share a bedroom with a person of a different sex or gender, or any other person that would result in their feeling vulnerable or unsafe. 

Complaints Against Third Parties

FAF recognizes that employees and staff members can be subject to harassment from a non-employee or non-staff member who supports or conducts business with FAF, such as a donor, overnight host, contractor, consultant, or volunteer (“third party”). An employee or staff member who believes that they have been discriminated against or harassed by a third party is encouraged to file a complaint with a Designated Person.

Implementation

Implementation of this anti-harassment policy will include:

• FAF will provide this policy to staff and independent contractors, as needed, specifically those who perform work for FAF on an ongoing basis.

• Staff will sign the policy to indicate that they have read and understood it as a part of their introduction to working with FAF.

• Employees and staff members will be provided with training about harassment and discrimination in the workplace.

• Designated Persons will report the number of incidents, their resolutions, and any recommendations to the Executive Director. The Executive Director will report this information to the Steering Committee.

• The organization will annually review the policy and make any changes needed.

Conclusion

FAF endeavors to grow and learn, providing room for improvement in writing and implementing this policy, in the hope that all associated with FAF will contribute to a fair and respectful culture in the movement.