Table of Contents:

Introduction


This article provides information about the polices and practices pertaining to sexual harassment at B Lab. 


Please keep in mind that this article is not exhaustive; the POps team is happy to answer questions and provide support to teams for any information not covered by this article. Please reach out to us with any questions by opening a new ticket - ticket responses are added to the FAQs section below on a regular basis. 


Sexual Harassment

No Tolerance Policy 

It is B Lab's policy to prohibit harassment of any employee by any supervisor, employee, customer, or vendor on the basis of sex or gender. 


The purpose of this policy is not to regulate personal morality within the organization. It is to ensure that all B Lab employees are free from sexual harassment. While it is not easy to define precisely what types of conduct could constitute sexual harassment, examples of prohibited behavior include unwelcome sexual advances, requests for sexual favors, obscene gestures, displaying sexually graphic magazines, calendars or posters, sending sexually explicit e-mails or text messages, and other verbal or physical conduct of a sexual nature, such as uninvited touching of a sexual nature or sexually related comments. 


Depending upon the circumstances, improper conduct also can include sexual joking, vulgar or offensive conversation or jokes, commenting about an employee's physical appearance, conversation about your own or someone else's sex life, or teasing or other conduct directed toward a person because of his or her gender which is sufficiently severe or pervasive to create an unprofessional and hostile working environment.


Reporting Sexual Harassment

If an employee feels that they have been subjected to conduct which violates this policy, the employee should immediately report the matter to their manager, someone from the People & Culture team, or another trusted leader. If the employee is unable for any reason to contact this person, or if the employee has not received a satisfactory response within five (5) business days after reporting any incident of perceived harassment, the employee should contact the Operations Executive. 


If the person toward whom the complaint is directed is one of the individuals indicated above, the employee should contact any higher-level manager in his or her reporting hierarchy. Every report of perceived harassment will be fully investigated and corrective action will be taken where appropriate. 


All complaints will be kept confidential to the extent possible, but confidentiality cannot be guaranteed. In addition, B Lab will not permit any form of retaliation against individuals who report unwelcome conduct to management or who cooperate in the investigations of such reports in accordance with this policy. If an employee feels that he or she has been subjected to any such retaliation, the employee should report it in the same manner in which a claim of perceived harassment would be reported under this policy. Violation of this policy, including any improper retaliatory conduct, will result in disciplinary action, up to and including discharge. All employees must cooperate with all investigations.  


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