Sporting City: We stand united against all forms of racism, injustice and acts of hatred. We believe it is our responsibility to champion justice and equality proactively and peacefully. To build a better future through meaningful action while vehemently condemning racism and prejudice.

Anti-Discrimination, Anti-Harassment & Anti-Retaliation Policy

General Prohibitions

Sporting City is committed to providing a respectful workplace for players, parents, coaches and staff members who are considerate of each other and free of prohibited discrimination, harassment and retaliation. We expect our players, parents, coaches, staff and families to always act professionally, and require all to promptly report any discrimination, harassment or retaliation to your Team Head Coach, Director of Coaching and/or Club Administration. Additional information regarding reporting discrimination, harassment and/or retaliation is included below.

In accordance with this commitment, the club maintains a strict policy prohibiting discrimination and/or harassment on any legally protected status. Discrimination and/or harassment of any Club member by other Club members in connection with the club on the basis of race, color, religion, sex (including pregnancy), national origin, age, disability, genetic information, sexual orientation, gender identity, ancestry, citizenship, military status, status as a Vietnam-era veteran or any other characteristics protected by applicable federal, state or local laws, is prohibited. Club members, to include coaches, parents, family members, coaches and staff who engage in prohibited discrimination and/or harassment will be subject to corrective action, up to and including termination of employment.

Anti-Harassment

Behaviors, occurring directly or indirectly, that are prohibited by this policy include:

• Slurs, demeaning jokes or comments
• Innuendos, unwelcome compliments
• Inappropriate cartoons or pictures
• Pranks, hazing
• Negative stereotyping
• Derogatory descriptions or other derogatory verbal or physical conduct

Examples of indirect contact include, but are not limited to, the behaviors listed above occurring through email, text messaging or social networking websites.

Such behavior is considered harassment when it concerns, is based on, or is targeted at someone because of race, color, religion, sex (including pregnancy), national origin, age, disability, genetic information, sexual orientation, gender identity, ancestry, citizenship, military status, status as a Vietnam-era veteran or any other characteristics protected by applicable federal, state or local laws, and has the purpose or effect of creating an intimidating, hostile or offensive working environment; unreasonably interferes with an individual’s work performance; or affects an individual’s workplace opportunities. The offended person may not be the direct recipient of the behavior but could be a witness or “unintended recipient” of the behavior.

Sexual harassment is a type of harassment that occurs when the verbal or physical conduct described above is sexual in nature or gender based. Sexual harassment involves making unwelcome sexual advances, requests for sexual favors, or other conduct of a sexual nature a condition of employment; making submission to or rejection of such conduct on the basis for employment decisions; or creating an intimidating, offensive or hostile work environment by such conduct.

Examples of prohibited behavior may include, but are not limited to:

• All forms of physical and verbal sexual innuendos
• Offering employment benefits in exchange for sexual favors
• Unwelcome sexual or romantic advances
• Inappropriate personal physical contact
• Visual conduct or leering
• Graphic display of sexually suggestive objects or pictures
• Jokes of a sexual nature
• Display of sexually oriented calendars, cartoons and magazines

Harassment of members, coaches, parents, family members, coaches and staff is also strictly prohibited. Any such harassment will subject the offending member to corrective actions.

Reporting Discrimination, Harassment or Retaliation

If you believe that you have witnessed or experienced behavior(s) prohibited by this policy by another Club member to include a player, parent, family members, coach or staff member or other outside party, you are encouraged to tell the person that the behavior is offensive and request that it stop. Regardless, the Club can only address offensive behavior when it knows about it, so you are therefore required to report any such prohibited behavior directly to your Team Coach, Team Manager, Director of Coaching and/or Club Administrator. Multiple contacts for complaints are identified in this policy so that no Club member is required to complain to the person(s) engaged in the behavior the member feels is inappropriate. If those designated for receiving the complaints are the ones engaging in the behavior, contact another Club official or a member of the Sporting City staff.

Investigation Process

All complaints will be investigated promptly, impartially and discreetly. Confidentiality will be maintained to the maximum extent possible under the circumstances to effectively investigate and resolve the complaint. Upon completion of the investigation, appropriate corrective action will be taken based on the circumstances. This could range from a corrective action up to and including termination. All coaches, team managers and staff are required, as a condition of their club role, to cooperate with any investigation the Club undertakes. Under this policy, an Club member may be disciplined for behavior that is disrespectful, disruptive or otherwise prohibited by this policy, regardless of whether that behavior constitutes discrimination, harassment or retaliation prohibited by law.

Prohibited Retaliation

The Club will not retaliate against you for raising any concerns regarding any form of discrimination, harassment or retaliation, or for participating in any investigation under this policy, and will not tolerate or permit any form of retaliation against you by leadership, your co-members or others. Reports of discrimination, harassment or retaliation that the complainant knows to be untrue, however, will not be tolerated and may be grounds for corrective action, up to and including termination of employment.

We expect that the members of Sporting City will act responsibly to maintain a safe workplace, will treat each other with dignity and respect, and will work to maintain a positive youth soccer environment free of discrimination, harassment or retaliation.