Policy Statement:

PCW prohibits discrimination against and harassment of any employee, community member or any applicant for employment because of because of race; color; national or ethnic origin; age; religion; disability; sex; sexual orientation; gender; gender identity and expression; including a transgender identity; genetics; veteran status; retaliation; and any other characteristic protected under the Laws of Barbados. All personnel who are responsible for hiring and promoting employees and for the development and implementation of programs or activities are charged to support this effort and to respond promptly and appropriately to any concerns that are brought to their attention.

PCW also prohibits retaliation based on a protected activity, such as the filing of a complaint of discrimination or participation in the investigation of such a claim. Any witness, complainant or respondent involved in an investigation ought not to be retaliated against for their participation in the fact-finding process.

Ii. Defining And Recognizing Discrimination

Unlawful discrimination occurs when a person is harassed or treated arbitrarily or differently because of their real or implied membership in a “protected category” such as race; color; national or ethnic origin; age; religion; disability; sex; sexual orientation; gender; gender identity and expression; including a transgender identity; veteran status; genetics; retaliation; and any other characteristic protected under applicable federal or state law.

In the employment context, discrimination may begin with an adverse employment action, which is something an employer has done that is unfair to an employee (for example: terminating the employee or not selecting him or her for hire or a promotion, harassing the employee, denying the employee’s request for a reasonable accommodation, etc.). If it is determined, through fact-finding, that the employee or applicant’s membership in a protected category was the reason for the adverse employment action, this may lead to a policy violation of the non-discrimination policy and/or any other policy herein.

Personality differences or conflicts, general mistreatment not based on the above protected categories, or a response to poor performance are usually employee relations issues, not discrimination matters.

Iii. Processes & Procedures

Complaint Procedures

If you have questions about the Processes and Procedures after filing a complaint, or if a complaint has been filed against you, please contact the Chief Executive Officer.

 

Iv. Rights & Responsibilities

As a member of the Pinelands Creative Workshop (PCW) you have the right to work, learn, and live in an environment free from discrimination and harassment. You have the right to equal opportunity and equal access to all programs and activities.

 

Duty To Report 

Managers, Coordinators, Tutors and other agents of the PCW are required by law to report any known or alleged incidents of discrimination or harassment to CEO.

 

Duty To Cooperate 

Faculty, staff, and students must cooperate with investigations concerning allegations of discrimination or harassment. Refusal to cooperate with an investigation may result in disciplinary action.

Freedom From Retaliation 

Any member of the PCW community has the right to raise concerns or make a complaint regarding discrimination or harassment under this policy without fear of retaliation. It is a violation of PCW policy to retaliate against an individual for filing a complaint of discrimination or harassment or for cooperating in an investigation of alleged discrimination or harassment. Any person at PCW found in violation of this policy is subject to disciplinary action up to and including termination of employment or expulsion.

Confidentiality

 PCW recognizes the importance of confidentiality and understands that some individuals filing complaints of harassment/discrimination or who are otherwise involved in an investigation may want their identity to remain anonymous and/or confidential. In all cases, issues of confidentiality must be balanced against the PCW’s need to investigate and take appropriate action.

The PCW will respect the privacy and confidentiality of individuals involved in an investigation to the fullest extent possible.