Harassment Policy

Asmbly is committed to providing a welcoming, inclusive, and safe environment for all — members, volunteers, staff, guests, contractors, visitors, etc. Harassment of any kind undermines our community values and will not be tolerated. This policy outlines expectations for behavior, definitions of harassment, reporting options, response procedures, and consequences for violations.

Scope

This policy applies to all conduct that occurs:

• On Asmbly premises
• During Asmbly-sponsored activities, events, classes, online forums (e.g. Discourse), or communications (email/Slack/social media) involving members or participants
• In interactions between members, volunteers, staff, guests, and affiliated parties related to Asmbly activities

Policy Statement

Harassment in any form — whether verbal, physical, visual, or digital — based on a protected characteristic or unrelated to protected characteristics but still harmful or unwelcome, is prohibited. Protected characteristics include, but are not limited to, race, color, religion, sex (including gender identity or expression), sexual orientation, age, disability, national origin, and other categories recognized under applicable law.

Asmbly values respect for all individuals. All participants are expected to behave in accordance with our How to Be Excellent guidelines, which emphasize respect, consent, and community care.

Definitions

Harassment: Unwelcome conduct — whether verbal, written, physical, or communicated digitally — that creates an intimidating, hostile, degrading, or offensive environment for another person. Harassment includes but is not limited to:

• Unwanted comments or conduct about a person’s appearance, body, sexual orientation, gender, race, religion, or disability
• Unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature
• Bullying, stalking, targeting, or repeated unwanted communication or behavior
• Retaliatory actions against someone who reports harassment or participates in an investigation

Note: Harassment is distinct from good-faith expressions of ideas or feedback offered in a respectful, non-discriminatory way.

Prohibited Behavior

Examples include, but aren’t limited to:

• Derogatory jokes, slurs, or degrading remarks
• Displaying offensive or sexually explicit images or content in community spaces
• Unwanted touching or physical contact
• Persistent personal communication after a person has asked you to stop
• Intimidation or threats (verbal or written)

Reporting

Anyone who experiences or witnesses harassment is encouraged to report it promptly. Reports may be made to:

• Asmbly Member Relations (people@asmbly.org)
• A member of Asmbly leadership (staff, volunteer leader, or board member — listed on our website)
• Anonymous reporting options may be available through third-party tools

Reports should include as much information as possible: date/time, description of incidents, names of individuals involved, and any witnesses.

Investigation and Response

After receiving a report, Asmbly will take the concern seriously and respond in a manner that is fair, timely, and appropriate to the circumstances.

Reports submitted to people@asmbly.org are received and managed by a designated, limited group responsible for handling sensitive concerns. Not all members of leadership will receive or review reports. Investigation structures may vary based on the nature of the concern, the roles of those involved, and the need to avoid conflicts of interest.

The response process may include the following steps, depending on the circumstances:

• Acknowledgment: Receipt of the report will be acknowledged promptly, unless the report is anonymous and no contact information is available.
• Initial Review: The designated intake group will review the information provided to assess the nature of the concern, immediate safety considerations, and appropriate next steps. Interim measures may be implemented when necessary to protect involved parties.
• Investigation: When warranted, Asmbly will convene a small, ad-hoc investigation committee composed of neutral and appropriate individuals who are not directly involved in the matter. The committee may include staff, board members, or other trusted parties, depending on the circumstances. Conflicts of interest will be avoided, and participants will recuse themselves when appropriate. The investigation may include gathering relevant information, interviewing involved parties and witnesses, and reviewing applicable records or communications. Investigations will be conducted impartially and with respect for all individuals involved.
• Confidentiality: Information will be shared only with those who have a legitimate need to know. Absolute confidentiality cannot be guaranteed, but discretion and privacy will be prioritized to the extent possible.
• Determination and Action: Based on the findings, Asmbly will determine whether this policy or related community standards were violated and will take appropriate action. Possible outcomes may include education, mediation, warnings, temporary or permanent restrictions on participation, or other corrective actions as appropriate.
• Communication: Asmbly will communicate the conclusion of the process to the reporting party and the respondent, as appropriate, while respecting privacy, safety, and confidentiality constraints.

Confidentiality and Non-Retaliation

Asmbly is committed to handling harassment concerns with discretion and care. Information related to reports and investigations will be shared only as necessary to address the concern appropriately.

Retaliation against anyone for reporting harassment in good faith or participating in an investigation is strictly prohibited and may result in corrective action.

Consequences

Violations of this policy may result in corrective action, up to and including removal from the Asmbly community. Consequences for violating this policy may include:

• Verbal or written warning
• Required conflict resolution or training
• Suspension of access to Asmbly spaces or activities
• Termination of membership or volunteer standing
• Referral to law enforcement when appropriate

Severity and context of conduct will guide disciplinary decisions. Asmbly reserves discretion in determining appropriate outcomes.

Policy Review and Training

This policy will be reviewed periodically by Asmbly leadership and the board to ensure it remains effective and aligned with legal standards and community needs. Asmbly may provide education and training on harassment prevention and reporting to members, volunteers, and staff.