OBJECTIVE
The Santa Fe Chamber Music Festival (“the Festival”) is committed to a work environment in which all
Individuals are treated with respect and dignity, and all members of the Festival community respect the
primary roles and responsibilities of one another (staff, Board, artists, etc.). Within this framework,
however, each member of the community is free to express his or her opinions on any subject relevant to
the mission of the Festival.
Each individual has the right to work in a professional atmosphere that promotes equal employment
opportunities and prohibits unlawful discriminatory practices, explicit bias, prejudice, and harassment on
the basis of race, age, religion, color, national origin, ancestry, sex, sexual orientation, gender, gender identity,
pregnancy, childbirth, or condition related to pregnancy or childbirth, physical or mental disability, serious
medical condition, or military status, or any other characteristic protected by law.
The Festival has developed this policy to ensure that all its employees and associates can work in an
environment free from unlawful harassment, discrimination, and retaliation.
SCOPE
This policy applies to all persons associated with the Festival: members of the Board of Trustees, members of
the Advisory Council, Board of the Endowment Foundation, officers, employees, staff, contracted artists,
technicians, other professionals, and volunteers.
Anyone who violates this policy is subject to disciplinary action up to and including the possibility of
immediate discharge from his/her employment by or association with the Festival.
DISCRIMINATION
It is the policy of the Festival to achieve and maintain equal employment opportunity without discrimination
based on race, age, religion, color, national origin, ancestry, sex, sexual orientation, gender, gender identity,
pregnancy, childbirth or condition related to pregnancy or childbirth, physical or mental disability, serious
medical condition, or military status, or any other characteristic protected by law. All its constituents are
expected to conform to the letter and the spirit of all applicable civil rights laws. Any employee, board member,
volunteer or contractor, or outside provider of services, who believes he or she has been discriminated against is
encouraged to report this concern promptly to a supervisor, the Executive Director, or the President of the
Board of Trustees.
HARASSMENT
Harassment on the basis of any protected characteristic is prohibited. Under this policy harassment is verbal,
written, or physical conduct that denigrates or shows hostility or aversion toward an individual because of his
or her race, age, religion, color, national origin, ancestry, sex, sexual orientation, gender, gender identity,
pregnancy, childbirth or condition related to pregnancy or childbirth, physical or mental disability, serious
medical condition, or military status, or any other characteristic protected by law and that: a) has the purpose
or reasonably likely effect of creating an intimidating, hostile or offensive work environment, b) has the
purpose or effect of unreasonably interfering with an individual’s work performance, or c) otherwise adversely
affects an individual’s employment opportunities.
Harassing conduct includes epithets, slurs, or negative stereotyping, threatening, intimidating, or hostile acts, denigrating jokes, and written or graphic material that denigrates or shows hostility or aversion toward an individual or group.
SEXUAL HARASSMENT
Sexual harassment is a form of harassment that is illegal under federal, state, and local laws. A sexually harassing
hostile work environment includes, but is not limited to, words, signs, jokes, pranks, intimidation, or physical
violence which are of a sexual nature, or which are directed at an individual because of that individual’s sex,
sexual orientation, gender, or gender identity. Sexual harassment also consists of any unwanted verbal or
physical advances, sexually explicit derogatory statements or sexually discriminatory remarks made by someone
which are offensive or objectionable to the recipient, which cause the recipient discomfort or humiliation, which
interfere with the recipient’s job performance.
Sexual harassment also occurs when a person in authority tries to trade job benefits for sexual favors. This can
include hiring, promotion, continued employment, or any other terms, conditions, or privileges of employment. This is also called quid pro quo harassment.
RETALIATION
Retaliation against an individual for reporting harassment or discrimination or for participating in an
investigation of a claim of harassment or discrimination is a violation of this policy and, like harassment or
discrimination itself, will be subject to disciplinary action. Acts of retaliation should be reported immediately and
will be promptly investigated and addressed.
False and malicious complaints of harassment, discrimination or retaliation may be the subject of appropriate
disciplinary action.
COMPLAINT PROCEDURE
Individuals who believe they have been the victims of conduct prohibited by this policy or believe they have
witnessed such conduct should discuss their concerns with their supervisor, the Executive Director, or the
President of the Board of Trustees. The President of the Board is empowered to resolve complaints and may
seek outside professional assistance, as he or she feels appropriate, in order to resolve any complaint.
Any reported allegations of harassment, discrimination or retaliation will be investigated promptly.
DISTRIBUTION
It is the responsibility of the Festival that each person covered by this policy receives and signs a copy. This
includes new entrants to the organization.