LWYD's Commitment to a Safe and Creative Space 🎨

Our Safe Space Manifesto

We believe in pushing creative boundaries, not personal ones. We're committed to fostering an environment where everyone - regardless of race, caste, religion, colour, ancestry, marital status, gender, sexual orientation, age, nationality, ethnic origin, or disability - can work without fear of prejudice, gender bias, or sexual harassment. It's not just about following the law; it's about being awesome human beings who respect each other's integrity, dignity, and right to equal opportunities.

What Counts as Sexual Harassment?

Sexual harassment isn't always as obvious as a sleazy comment or an unwanted touch. It can be subtle, so let's break it down:

1. Physical contact that crosses the line

2. Demands for sexual favors

3. Sexually coloured remarks or jokes

4. Showing inappropriate material (yes, that includes your Zoom background!)

5. Any unwelcome visual, verbal, or physical conduct of a sexual nature

Remember, harassment isn't gender-specific. It could be anyone, to anyone. And it's not about intention; it's about impact.

How to File a Complaint

If something doesn't feel right, we want to know about it. Here's how you can speak up:

1. Put it in writing (need help? Just ask!)

2. Include as many details as possible (who, what, when, where)

3. File within 3 months of the incident (or the last incident in a series)

4. Submit to any IC member or email [email protected]

Don't worry if you're a bit late - the appointed Internal Committee (IC) can extend the deadline if needed

All complaints will be handled with the utmost confidentiality to protect your privacy and dignity. Throughout the process, you’ll have access to support and guidance to ensure your concerns are addressed effectively and sensitively.

Our Process

1. Conciliation: If you're up for it, we can try to settle things amicably first.

2. Inquiry: If conciliation isn't an option or doesn't work out, we'll conduct a thorough investigation.

Remember, your safety and dignity are our top priorities. We promise a fair, confidential process every step of the way.

Process for Conciliation

Before initiating an inquiry, and if the complainant requests it in writing, an attempt may be made to settle the matter through conciliation. Here’s what you need to know:

• Voluntary Process: Conciliation is not mandatory and is only pursued at the request of the complainant.

• Settlement: If a settlement is reached, it will be documented and shared with both parties, and the company will act on the recommendations.

• No Further Inquiry: If conciliation is successful, no further inquiry is required. However, monetary settlements are not allowed.

Procedure for Inquiry

If the complainant opts out of conciliation or if the settlement terms are not followed, a formal inquiry will be initiated. Here’s a brief outline:

• Notification: The respondent will be notified and given a chance to respond within 10 working days.

• Evidence: Both parties can submit evidence and call witnesses.

• Confidentiality: All proceedings will be documented and kept confidential.

• Inquiry Process: The inquiry will be conducted fairly, with a minimum of three members present, including the presiding officer. The process will be completed within 90 days.

• Report: A detailed report with findings and recommendations will be provided to the management and shared with both parties.

• IC Powers: Our IC can summon anyone relevant to the case and request necessary documents. Cooperation is key - refusing to comply is considered misconduct.

The Investigation Process

We're committed to a fair, thorough investigation. Here's how it unfolds:

1. Minimum Quorum: At least three IC members, including the Presiding Officer, hear the complaint.

2. Timely Resolution: We aim to wrap things up within 90 days.

3. Clear Communication: Everyone involved gets written notices about meeting times and dates.

4. Detailed Documentation: We keep meticulous records, treating everything with utmost confidentiality.

5. Signed Statements: All proceedings are recorded, and statements are endorsed by those involved.

6. Confidentiality Pledge: Everyone participating signs a confidentiality declaration.

7. No External Lawyers: This is an internal process - outside legal representation isn't permitted.

Guiding Principles for the IC

Our IC follows these key principles:

1. Natural Justice: Both sides get a fair chance to present their case.

2. Sensitivity to Nuance: We understand sexual harassment can be subtle and hard to prove directly.

3. Power Dynamics: We consider workplace hierarchies and socio-economic factors.

4. Digital Harassment: We take online harassment seriously, recognizing its public nature and potential spread.

The Outcome

Once the investigation wraps up, here's what happens:

1. Detailed Report: The IC prepares a comprehensive report within 10 days, sharing it with management and both parties.

2. Action Plan: If harassment is proven, we take swift corrective action. The severity depends on factors like whether it's a first offense or a pattern of behavior.

3. Potential Consequences: These can range from a written apology to termination, depending on the case.

4. Third-Party Cases: We have specific measures for cases involving non-employees, prioritizing the safety of our team.

5. False Complaints: We take malicious false complaints seriously, but we're careful to distinguish between unproven claims and intentionally false ones.

Actions Based on Inquiry Findings

Depending on the inquiry findings, the following actions may be recommended:

• If Allegations Are Unproven: No action will be taken against the respondent.

• If Allegations Are Proven: Corrective measures will be recommended, which could include a written apology, warning, suspension, or termination, among other actions.

• If Complaint is Malicious: If the complaint is found to be malicious, strict action may be taken against the complainant.

Confidentiality is Key

We cannot stress this enough - maintaining confidentiality throughout this process is crucial. We protect the identities of all involved and only share necessary information with authorities as required by law. Breaching confidentiality has serious consequences, including potential financial penalties.