We are including on this page our codes of conduct and reporting practices and other materials to increase our accountability and to support our community in our mutual creation of a safe environment, free of harassment of all kinds–as we evolve our policies, updates are provided in this space.
Off and Running.. June 25, 2018
The Work Continues…
We started VONA on June 17, with six classes the first week and seven classes the second week. To prepare for this exciting launch, we took measures to give our participants a safer environment, by keeping many of the pledges we had made to our community.
- Alums came forward to apply for the VONA Advisory Community (VAC) and six were chosen. They convened on June 12 and immediately began a fruitful conversation with the Board of Directors. We adopted the following proposals
- The formation of a 3rd party Safety Team –alums with varying expertise–law, counseling and facilitating –who are “on call” during the workshop weeks to investigate reports of harm. (procedures below)
- The adoption of a right to self identify policy
- A reporting procedure that would guarantee discretion and safety of anyone making a report
- The members of the Safety Team are Sara Campos, Audrey T. Williams and Serena Lin
- The staff, a member of the VONA Advisory Committee, and the Administration attended Transformative Justice Training with Mia Mingus. We learned common principles reflect compassion and address the needs of the harmed as well as understanding the conditions that create possibilities of harm.
- We developed a plan to continue our TJ training as part of our process that will start in the fall when we and other members of the community initiate a new strategic planning process that will evolve the mission and principles, as well as, practices of VONA.
- We generated, at both orientations, values and beliefs that are our guides for the week. The participants volunteered active respectful actions and understanding for all of us.
Our immediate response to the action was within three weeks of starting VONA. We have more work ahead to harden the trust in the organization. And we are excited to convene a process that will expand our principles and make us more responsive to the holistic needs of our participants.
The second week is underway and we hope that our workshops flow beautifully. VONA continues to abide by our first and most important mission: To Center the Work of Writers-of-Color.
Thank you Everyone.
From the VONA Advisory Committee
Please identify your pronouns on your name tags (Upper right hand corner)
VONA upholds a policy of honoring Self-Identification. The specific language an individual chooses to self-identify will be the language used by staff, workshop leaders and participants to speak with, refer to and address the individual. This includes pronouns, personal identifiers and personal self-descriptions.
An individual may use pronouns that are not considered common, such as they, they’re, ze, sie, hir, co, or ey.
An individual may use identifiers such as mixed-race, biracial, or multiracial.
Respecting and upholding each individual’s conscious language choice is an expectation and action we will build and maintain as a community throughout VONA 2018 Writing Workshops.
VONA will not accept arguments or inappropriate questioning around an individual’s Self-Identification. If a participant is genuinely interested in another’s language choice, questions may be asked in a clear, compassionate and polite manner. Badgering, bullying, inappropriate questioning and defining another individual in a way that is against that individual’s Self-Identification will not be tolerated.
The community is expected to help one another uphold these appropriate actions. If a participant witnesses a conscious perpetuation and/or repeated breach of this, participants are expected to report this immediately to Mary Ann Thomas, the Workshop Manager, who will report it to the Safety Team.
A letter from the Board President–Response
May 15, 2018
Dear VONA Writers,
When we planned the workshop for summer 2018, we dreamed of a magical return to the Bay Area, back to where we invented the workshop and started providing opportunities for writers-of-color in 1999.
As we neared the workshop time, revelations about the environment of the workshop came to life, spurred by aggressive behaviors by a faculty member outside the workshop.
The community responded with questions, reflections and demands. We too stepped back to get a grip on how this developed, how we could be perceived as being negligent to a community we seeded and whom we hold dear.
We also examined our records, our memories, tried to cobble together a perception that tracked with what we were hearing. Our remorse and our sorrow for those who were intimidated, harassed, bullied or assaulted by anyone in the environment have underlaid all of our thinking, our activities. We know that the alums and others who have confronted us, who have made demands, are suffering as much as they are stepping forward.
We released our Code-of-Conduct, our Reporting Procedures and our hope for future steps that needed to be taken to secure the safety of VONA for all.
But, we also recognized that we couldn’t do this alone—a fresh perspective was needed and new actions had to be taken to bring hope to writers who need this community, who find their people here, who get mentorship and attention, who get support and solidarity.
You may be considering coming to the workshop, to being with the community, going forward; or you may be holding back, wondering if this is the place for you.
I am writing to give you some sense of our direction and our future plans. Please know that the effort does not end with these steps; they are merely a beginning of a multi-faceted effort.
- Partnership: we are working with a Transformative justice consultant to strategize a plan to reduce the pain and harm caused to anyone, and to create a space in which there are no victims. The conversation is on-going, and more will be revealed as we complete the directions.
- Outreach: We have contacted #VONAFellowsSpeak and the NYC Alums to meet and discuss their concerns with us. We are listening and hope we can create some inroads.
- Community Involvement: By the end of this week, we plan to have a community advisory board who will help guide the culture change at VONA with a focus around creating culture that works to eliminate sexual violence and misogyny with activities at VONA 2018 that are part of a larger strategic plan.
- Retrenching: Shay Youngblood has stepped in as the Fiction One teacher with a clear determination to serve the writers of Fiction One and create progress and community.
- Staff Training: Staff is being trained in awareness, sensitivity and facilitation of complaints or behaviors. They are given reporting practices that can be immediately implemented
- Refund Policy: In light of this atmosphere, we are offering
Writers from Fiction workshop in Week One 100% refund, including deposit(after 5 days after announcement of Restorative Justice team in place cannot be refunded)
Deposit only 50% refund
Tuition 100% refund less PayPal fees
Housing 100% less PayPal fees
*5 days after announcement of Restorative Justice team in place cannot be refunded
We are also offering participants who are requesting to withdraw the opportunity to defer their acceptance and their $200 deposits to a future VONA season. Participants will still have to submit a regular application, but they will be guaranteed a spot in one of their top two course choices.
- Specific activities are also being planned at orientation to bring us to a place of safety and community.
- Diem Jones and Elmaz Abinader have offered any member of the community, a meeting or discussion to listen to their perspective, help with decisions or to update them with our progress.
We have been working hard to present to you actions that are viable and significant; transformation is a process and planning it needs to be carefully considered. Some have interpreted this as silence; but it is, in fact, our being deeply involved in getting it right.
I am hoping this letter gives you some hope. I feel a personal responsibility to report to you and to the community. I also hope that with the community advisory board, you feel like you have a voice and some power in developing a transformed VONA.
Remember, I am available to listen or if you want to talk out your next step. Please write to me at email@example.com and we’ll get the wheels in motion.
Thank you for being part of the community. I will keep you updated as we have new initiatives in place.
And there are so many silences to be broken. Audre Lorde
VONA/The Voices of Our Nations Arts Foundation.
Updated Reporting Procedures: (as of 6/19/2018)
Reporting Form: Step One—Report to the Workshop Manager
Please ask the individual if they consent to documentation.
Name of Reporter:
Type of incident (verbal, physical, etc.)
People Involved and their position (workshop participant, staff, faculty, etc.)
Description of Incident—Please use the language of the reporter
Any Action taken after the incident (walking away, confrontation, etc.)
This will be forward to a Safety Team Member who will contact the person reporting.
Step Two: Investigation by the Safety Team
First, determine whether this is a crime. If it is, VONA must contact the authorities.
If not:The ST member contacts the reporter and explains they are investigating the incident further and will have additional questions. And find out whether they are prepared for further action on the incident.
The ST member will
- Interview the reporter for further details
- See if anything is needed: counseling, medical care, etc. (if so, contact VONA)
- Ask if they are willing to meet with the person involved in the incident (any meeting would happen in Step three)
- Also if the incident happened in class, but didn’t involve the faculty, ask if the faculty might be notified
Step Three: Testimony and Investigation
The Safety Team will give Elmaz the report and give advice on moving forward. The next step are determined by breadth of the harm, the desired outcome by the harmed and who was involved.
- Interview the person causing the harm
- Get witness testimony
Step Four: Resolution
When all the information is gathered-the Board, the ST and the rep from VAC will respond with ideas. Here, it’s a little more murky, but some outcomes may be
- A RJ process where the harmed and harmer are involved in a process that seeks justice for the harmed—this will not be a back and forth between the two—but a process of understanding and reconciliation (all parties must agree to this)
- A separation of the individuals or potential removal
Again, much of this is based on everything from the situation to the people involved, so strong recommendations here are inappropriate. But it give us a course of action.
Document ONE: Anti-Harassment Policy
Anti-Discrimination, Anti-Harassment Policy / Code of Conduct
VONA/Voices, a program of Voices of Our Nations Arts Foundation Inc., does not
tolerate any instances of discrimination, harassment, or any other form of abuse in
conjunction with any of our programs or activities. Respect and consideration for others,
are our core values.
Harassment of community members (inclusive of online interactions) on the basis of race, color, religion, sex, gender identity, sexual orientation, national origin, age, marital status or disability or genetic information is unacceptable and will not be tolerated.
Participants are expected to adhere to all federal, state and local laws and regulations while enrolled in any programs or activities of VONA/Voices. In the event anyVONA/VOICES officers, members of staff, faculty, interns, volunteers, or participants be accused and/or found to violate any aspect of the organization’s code of conduct,
VONA/Voices reserves the right to investigate, assess, review findings, and/or determine a final action regarding the person or persons involved. Consequences may include, but not be limited to, suspension, dismissal from the current program or activity, and/or ineligibility for all future programs and activities.
Policy on Sexual Harassment
It is the policy of VONA that no member of VONA/Voices community—faculty members, instructors, staff, administrators, contractors, fellows, workshop participants or third parties—may sexually harass any other member of the community. Sexual harassment violates the community values and principles of our organization and disrupts the living and learning environment for all. Sexual harassment is any unwelcome conduct of asexual nature, which includes, but is not limited to, unwelcome sexual advances; the use or threatened use of sexual favors as a basis for VONA/Voices program decisions; conduct that creates a hostile, intimidating or offensive environment; conduct that has the effect of unreasonably interfering with an individual’s activity in VONA/Voices programs; and other verbal, nonverbal, or physical conduct of a sexual nature that is sufficiently severe, persistent or pervasive to limit a person’s ability to participate in or benefit from a program or activity at VONA/Voices. Examples of sexual harassment may include:
• Pressure for a dating, romantic or intimate relationship
• Unwelcome sexual advances, Unwelcome touching, kissing, hugging or massaging
• Disregarding “no means no”
• Pressure for or forced sexual activity
• Unnecessary references to parts of the body
• Remarks about a person’s gender, nonconformity with gender stereotypes, or
• Sexual innuendoes or humor
• Obscene gestures
• Sexual graffiti, pictures or posters
• Sexually explicit profanity
• Stalking or cyberbullying is based on gender or sex
• E-mail, texting (“sexting”) and Internet use violates this policy
• Sexual assault or violence
If a complaint of sexual harassment is found to be substantiated, appropriate corrective
action will follow, up to and including separation of the offending party from
VONA/Voices programs and activities.
VONA/Voices prohibits retaliation against anyone for registering a complaint pursuant to this policy, assisting another in making a complaint, or participating in an investigation under this policy. Anyone experiencing any conduct they believe to be retaliatory should immediately report it to the staff person designated to receive such reports.
If you believe you have been harassed:
• Contact the Workshop Manager, or other staff member designated to receive suchreports.
• Don’t blame yourself.
• Don’t delay reporting a problem.
If you witness or become aware of possible harassing conduct by others:
• Contact the Workshop Manager, Executive Director or other staff person
designated to receive such reports.
If you think you may have offended or harassed someone:
• Don’t assume others will tell you when they feel offended or harassed by what you
say and do.
• Examine how others respond to what you say and do.
• Change your behavior.
have read, understand, and will comply with the above Anti-Discrimination, Anti-
Harassment Policy / Code of Conduct and Policy on Sexual Harassment.