Non-Discrimination Policy
TABLE OF CONTENTS
● Article I — Purpose
● Article II — Non-Discrimination Policy
● Article III — Prohibited Harassment
● Article IV — Retaliation Prohibited
● Article V — Reporting Procedures
● Article VI — Investigation Process
● Article VII — Responsibilities of Leadership
● Article VIII — Mandatory Cooperation
● Article IX — Training & Prevention
● Article X — Violations
● Article XI — Policy Review
● Article XII — Board Acknowledgment
Article I — Purpose
DeKalb Public Services Corporation (“the Corporation”) is committed to maintaining an environment that is safe, respectful, inclusive, and free from discrimination, harassment, bullying, intimidation, and retaliation in any form. This policy establishes the standards of conduct expected of all directors, officers, volunteers, contractors, program partners, service providers, and individuals participating in the Corporation’s programs, events, and activities.
The Corporation affirms its duty to uphold federal, state, and local civil-rights protections and the ethical obligations inherent in nonprofit governance. No person shall be excluded from participation, denied benefits, or subjected to unlawful treatment based on any protected class.
Article II — Non-Discrimination Policy
The Corporation strictly prohibits discrimination in any program, service, activity, hiring process, volunteer opportunity, partnership, or public interaction on the basis of:
Race or ethnicity
Color
National origin or ancestry
Citizenship status
Religion or creed
Sex, gender, gender identity, or gender expression
Sexual orientation
Pregnancy or parental status
Age
Disability, physical or mental
Genetic information
Veteran or military status
Marital or familial status
Socioeconomic status
Any other category protected by federal or Georgia law
All programs, outreach activities, educational initiatives, events, and public services must be accessible and equitably delivered to all community members.
Article III — Prohibited Harassment
Harassment of any kind is strictly prohibited. This includes, but is not limited to:
Section 3.1 — Verbal Harassment
Insults, slurs, threats, yelling, name-calling, mocking, intimidation, or any speech targeting a person’s protected status.
Section 3.2 — Physical Harassment
Unwanted physical contact, blocking movement, aggressive gestures, or any threatening physical behavior.
Section 3.3 — Visual or Digital Harassment
Offensive gestures, images, drawings, emails, texts, social-media posts, or other materials that demean, ridicule, or target an individual or group.
Section 3.4 — Sexual Harassment
Any unwelcome sexual advance, request for sexual favors, sexually suggestive comments, inappropriate touching, or conduct that creates a hostile, intimidating, or uncomfortable environment. This includes both quid pro quo and hostile environment harassment.
Section 3.5 — Bullying and Intimidation
Actions or behavior intended to humiliate, coerce, undermine, or threaten another person.
Article IV — Retaliation Prohibited
The Corporation strictly prohibits retaliation against any individual who:
Makes a good-faith complaint
Reports suspected discrimination or harassment
Participates in an investigation
Refuses to engage in or tolerate misconduct
Retaliation will be treated as a separate and serious violation of this policy.
Article V — Reporting Procedures
Anyone who experiences, observes, or becomes aware of discrimination or harassment involving the Corporation’s activities must report the concern promptly.
Reports may be made to:
The President
The Vice President
The Secretary
The Designated Compliance Officer (if appointed)
Any Board member
Reports may be made verbally or in writing. Anonymous reports will be accepted, although the Corporation may have limited ability to address concerns without identifying information.
Article VI — Investigation Process
The Corporation will promptly review all reports and conduct a fair, impartial, and confidential investigation to the maximum extent possible. Steps may include:
Interviewing involved parties and witnesses
Reviewing documents, messages, or evidence
Consulting third-party professionals if needed
Documenting all findings
The Corporation will take appropriate corrective action based on the findings, which may include coaching, mediation, written warnings, removal from volunteer roles, contract termination, or—where applicable—referral to legal authorities.
Article VII — Responsibilities of Leadership
The Board of Directors and all officers must:
Model respectful conduct
Enforce this policy consistently
Ensure all volunteers and partners understand the standards
Address complaints promptly
Document actions taken
Protect individuals from retaliation
Failure by leadership to act may itself be considered a violation of this policy.
Article VIII — Mandatory Cooperation
All individuals involved in a complaint or investigation must cooperate fully and honestly. Knowingly making false accusations is prohibited; however, good-faith reports are always protected, even if the allegations cannot be substantiated.
Article IX — Training & Prevention
The Corporation will provide periodic training for directors, officers, volunteers, and program partners on:
Civil-rights obligations
Cultural sensitivity
Sexual harassment prevention
Trauma-informed communication
Reporting responsibilities
Article X — Violations
Violations of this policy may result in:
Verbal or written warnings
Mandatory training
Removal from a position, role, or event
Termination of volunteer or contractor involvement
Referral to law enforcement (when applicable)
The severity of disciplinary action will depend on the nature of the violation and the person’s role in the organization.
Article XI — Policy Review
This policy shall be reviewed by the Board of Directors at least once every two (2) years, or sooner if required by changes in law or organizational need