At the JCC we pride ourselves on creating a respectful culture for all, both as a workplace for our staff, and as an organization serving a community of members. As such, the J values diversity and inclusion in both its programs and policies, among staff, and towards its members.
“In this age of heightened awareness about workplace discrimination we wanted to make clear to our members that the JCC does not tolerate harassment or unwelcome behavior of any kind, whether verbal, physical, or visual,” explains JCC Chief Executive Officer Barak Hermann. “Harassment that interferes with a member or guest’s enjoyment of JCC facilities is also not tolerated, period.”
The J’s Human Resources team recently facilitated management trainings for all JCC staff on identifying and preventing discriminatory and harassing behaviors. The training was conducted, in part, to establish that the JCC exercise reasonable care to prevent and correct promptly any unlawful behavior.
The J’s Equal Employment Opportunity Policy prohibits “unlawful discrimination against any employee or applicant for employment based on race, color, religion, sex, age, national origin or ancestry, disability, status as a special disabled veteran, military service, marital status, sexual orientation, genetic information, or any other factor prohibited by applicable federal, state or local law.” The JCC follows this policy both in its hiring process as well as in admitting members and guests to the JCC.
Further, the JCC does not tolerate sexual harassment, including unwelcome sexual advances, requests for sexual favors, and other physical, verbal or visual conduct based on sex. This applies to staff as well as members and guests.
According to the JCC Employee Handbook, “If any employee believes prohibited harassment or discrimination has occurred he or she must notify his/her supervisor or the Human Resources Director. Any supervisor who becomes aware of a violation of this policy must report it to the Human Resources Department. Complaints will be investigated and appropriate corrective action will be taken, up to and including termination of employment.”
JCC Managers have been trained to err on the side of reporting. If they see something, hear something, or suspect something, they should report it to HR.
The JCC expects its supervisors and managers to share all information that comes to their attention that is potentially damaging or harmful to employees, members or guests of the JCC and the JCC will investigate the complaint and take appropriate action.
As Barak notes, “One of our core values at the JCC is to respect our employees, members and guests. We strive to offer everyone who walks thru our doors or attends an offsite program, a warm, supportive, safe and accepting environment.”