Non-Discrimination Policy

We believe a vibrant, healthy organization depends upon the ability of diverse, energetic and honest individuals to harmoniously support each other and the group. Our policies support this belief and enforce compliance with laws requiring all employees to have equal employment opportunities.

  • It has been and will continue to be the policy of ArtWell to be fair and impartial in all of its relations with its employees, and applicants for employment and to make all employment-related decisions without regard to race, religion, color, national origin, age, sex, disability, sexual orientation or any other categories protected by federal, state, or local law. This policy applies to recruitment, hiring, training, promotion, and all other personnel actions and conditions of employment such as compensation, benefits, layoffs and reinstatements, training, tuition assistance, and disciplinary measures. Decisions regarding employment and promotion will be based solely upon valid job-related factors.

    Any employees with questions or concerns about any type of discrimination in the workplace are encouraged to bring these issues to the attention of their immediate supervisor or the Executive Director. If neither is appropriate, you can also bring concerns to a member of the Executive Committee of the Board of Directors. Employees can raise concerns and make reports without fear of reprisal. Anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment.

  • ArtWell expects that all individuals will treat each other with fairness and respect. Offensive or unwelcome conduct based on race, religion, color, gender, age, national origin, sexual orientation or disability is harassment. This conduct can take the form of “jokes”, comments, physical actions or other unwelcome conduct regardless of whether it is intended to be offensive.

    Sexual harassment is offensive conduct in connection with gender.  Examples of such conduct include: 

    • Unwelcome or unwanted sexual advances.

    • Requests or demands for sexual favors.

    • Verbal abuse, kidding, or physical contact that is sexually oriented and considered unacceptable by the target of the abuse.

    • Any type of sexually oriented conduct that interferes with another's work performance.

    • Sexually oriented conversations or activities that create a work environment that is intimidating, hostile or offensive to any staff member.

    • Verbal abuse, kidding, remarks or comments that intimidate, ridicule, and maliciously demean the status of an individual’s gender.

    In addition to being unlawful, harassment whether based on gender or otherwise, is inconsistent with the values of our organization, demeans the individuals involved and could cause potentially devastating costs to ArtWell.  ArtWell believes that mutually respectful, supportive and non-coercive interactions will best serve the well-being of each individual and the organization.  It is each individual’s responsibility to conduct him or herself in a manner consistent with our collective well-being.  All supervisory employees are required, as a responsibility of their position, to inform the Executive Director promptly upon becoming aware of any such conduct.

    Any person who believes that he/she is the victim of any type of discriminatory conduct or harassment, should bring that conduct to the immediate attention of his/her supervisor, the Executive Director, any member of management or to a member of the Executive Committee of the Board of Directors.  We will conduct a prompt and thorough investigation of all the circumstances surrounding the alleged incident.  If the investigation discloses that an individual has committed an act of discrimination or harassment, that individual will be subject to appropriate disciplinary action, up to and including termination.  Retaliation in any form against an individual who complains of discrimination or harassment is strictly prohibited and will result in appropriate disciplinary action.  Any supervisory employee to whom an employee brings a complaint of harassment but who fails to take appropriate action, including failure to inform the Executive Director, is also subject to discipline.

  • ArtWell is firmly committed to complying with the Americans With Disabilities Act (ADA) to ensure that all qualified candidates and employees, including disabled candidates and employees, have equal opportunities in our workplace.  ArtWell prohibits discrimination on the basis of disability in regard to all employment practices, including hiring, firing and all other conditions and privileges of employment.  Consistent with this policy and applicable law, ArtWell will make reasonable accommodation to the known physical or mental limitations of qualified applicants or employees, unless to do so would cause an undue hardship on the operation of its business.  We ask that you inform your supervisor or the Executive Director if you believe you are in need of an accommodation in order to perform your job duties.  

    If you are unsure whether a condition would be deemed a disability, please bring your inquiry to the Executive Director.

  • ArtWell is also firmly committed to supporting our employees’ religious practices and will make reasonable efforts to accommodate a religious practice upon request.  Reasonable accommodation may include (depending upon your position) time off or work schedule changes.  We will evaluate each request and take all reasonable measures to find an accommodation that will not be an undue hardship on the organization.