Harassment Policy

In the process of theatrical production we play many different roles and work with many different people in circumstances that frequently require great intimacy. It is important that everyone follow the principles outlined in this policy while respecting the requirements of rehearsal and performance. If a compromising or hostile behavior--whether it comes from the production director, production manager, production staff, production crew or another performer--individuals should immediately report the incident to a Board of Director member without fear that doing so will jeopardize their position or future participation in productions with The Williamsburg Players.

Statement on Harassment

Each of us sometime in our lives has been in a situation in which we have been intimidated, humiliated, or hurt by another person or persons. When the behavior of another toward us or one in our company persists and results in feelings of intimidation, humiliation, or discrimination, we have harassment. We know that such a situation creates a hostile environment antithetical to the conditions needed to learn, work, and perform. Such an environment makes it difficult to concentrate on the purpose of being involved with the production or event. We must guard against such environments in our theatre. The proper conditions for theatrical practice and success are to be found in an environment of mutual respect and collaboration.

The Williamsburg Players will not tolerate any Board member, staff, or volunteer behavior that creates a climate that unreasonably interferes with the performance of an individual or group. If you are not sure whether certain behavior creates a hostile environment, ask yourself whether a "reasonable person" could be offended by such behavior. The "reasonable person" is the test used at The Williamsburg Players. Harassment, therefore, can be defined as persistent behavior that creates a climate that is hostile, counter-productive, and interferes with the reasonable execution of learning and performing.

In the case of sexual harassment, we refer to a pattern of behavior which is sexual in nature and creates a climate that "unreasonably interferes" with performance. "Sexual in nature," refers not only to "amorous" behavior but also to hostile conduct directed at a particular gender or sexual orientation.

Each of us must accept the responsibility of the stewardship of this policy as we guard against the practice of harassment. We must not only be good role models, but proactive when we determine that our teaching and learning environment is being perverted by the actions and/or behavior of others. As a Board member, staff, or volunteer, we must take the proper steps to put a stop to the behavior.

The hurt party or parties have rights. Individuals, or groups, who believe they are victims of harassment, as well as non-victims who have, in some way, been impacted by harassment, are encouraged to report such incidents.

Where to go: Immediately contact a member of the Board of Directors, or a staff member as identified on The Williamsburg Players website.

Any person may make a complaint against a person, group or organization if they consider that person, group or organization has, or may have committed a breach of any part of this policy.

Complaints will be handled promptly and all attempts will be made to maintain confidentiality to the greatest extent possible with the goal of protecting the complainant and the accused from harm or any type of retaliation.

The Board of Directors of The Williamsburg Players will promptly investigate every harassment complaint, respond, and where deemed necessary, take corrective action to stop the harassment. We will work with the complainant to identify options, coordinate mediation, or refer the matter to appropriate authorities.