Our mission is to create vibrant productions and a robust curriculum, cultivate personal exploration and satisfaction by providing a space for meaningful and playful collaborations, and connect the experiences within flow and cirque arts programming to patterns of learning applicable in everyday life.
Authentic Leadership for Cultural Equality
To provide informed, authentic leadership for cultural equity, FlowMotion Events LLC strives to:
- See diversity, inclusion, and equity as connected to our mission and critical to ensure the well-being of our staff and the arts communities we serve.
- Acknowledge and dismantle any inequities within our policies, systems, programs, and services, and continually update and report organization progress.
- Explore potential underlying, unquestioned assumptions that interfere with inclusiveness.
- Advocate for and support board-level thinking about how systemic inequities impact our organization’s work, and how best to address that in a way that is consistent with our mission.
- Help to challenge assumptions about what it takes to be a strong leader at our organization, and who is well-positioned to provide leadership.
- Practice and encourage transparent communication in all interactions.
- Commit time and resources to expand more diverse leadership within our board, staff, committee, and advisory bodies.
- Lead with respect and tolerance. We expect all employees to embrace this notion and to express it in workplace interactions and through everyday practices.
FlowMotion Events LLC abides by the following action items to help promote diversity and inclusion in our workplace and at our events and performances:
- Pursue cultural competency throughout our organization by creating substantive learning opportunities and formal, transparent policies.
- Generate and aggregate quantitative and qualitative research related to equity
to make incremental, measurable progress toward the visibility of our diversity, inclusion, and equity efforts. Once the content is curated it will be added to our website so others can access.
- Improve our cultural leadership pipeline by creating and supporting programs and policies that foster leadership that reflects the diversity of American society.
- Pool resources and expand offerings for underrepresented constituents by connecting with other arts organizations committed to diversity and inclusion efforts.
- Develop and present sessions on diversity, inclusion, and equity to provide information and resources internally, and to members, the community, and the arts industry.
- Develop a system for being more intentional and conscious of bias during the hiring, promoting, or evaluating process. Train our hiring team on equitable practices.
- Include a salary range with all public job descriptions.
- Advocate for public and private-sector policy that promotes diversity, inclusion, and equity. Challenge systems and policies that create inequity, oppression and disparity.
Sexual Harassment/ Discrimination Policy
FlowMotion Events LLC is committed to providing a safe environment for all its attendees free from discrimination on any ground and from harassment at events including sexual harassment. FlowMotion Events LLC will operate a zero tolerance policy for any form of sexual harassment at events, treat all incidents seriously and promptly investigate all allegations of sexual harassment. Any person found to have sexually harassed another will face disciplinary action, up to and including ejection from current and future events. All complaints of sexual harassment will be taken seriously and treated with respect and in confidence. No one will be victimised for making such a complaint.
Definition of sexual harassment:
Sexual harassment is unwelcome conduct of a sexual nature which makes a person feel offended, humiliated and/or intimidated. It includes situations where a person is asked to engage in sexual activity as a condition of that person’s participation in the environment/event, as well as situations which create an environment which is hostile, intimidating or humiliating for the recipient. Sexual harassment can involve one or more incidents and actions constituting harassment may be physical, verbal and non-verbal. Examples of conduct or behavior which constitute sexual harassment include, but are not limited to:
Physical conduct: Unwelcome physical contact including patting, pinching, stroking, kissing, hugging, fondling, or inappropriate touching.
Physical violence: including sexual assault
Physical contact: e.g. touching, pinching The use of threats or rewards to solicit sexual favors.
Verbal conduct: Comments on a persons appearance, age, private life, etc.
Sexual comments: stories and jokes
Sexual advances: Repeated and unwanted social invitations for dates or physical intimacy
Insults based on the sex of the person,
Condescending or paternalistic remarks including
Sending sexually explicit messages (by phone or by email)
Non-verbal conduct: Display of sexually explicit or suggestive material Sexually-suggestive gestures
Anyone can be a victim of sexual harassment, regardless of their sex and of the sex of the harasser. FlowMotion Events LLC recognizes that sexual harassment may also occur between people of the same sex. What matters is that the sexual conduct is unwanted and unwelcome by the person against whom the conduct is directed.
All sexual harassment is prohibited whether it takes place within all event venue premises or outside, including all shows, social events, workshop sessions or affiliated conferences sponsored by FlowMotion Events LLC
Anyone who is subject to sexual harassment should, if possible, inform the alleged harasser that the conduct is unwanted and unwelcome. FlowMotion Events LLC recognises that sexual harassment may occur in unequal relationships and that it may not be possible for the victim to inform the alleged harasser.
If a victim cannot directly approach an alleged harasser, he/she can approach one of the designated staff members responsible for receiving complaints of sexual harassment. This person could be another volunteer who will direct the accuser to the appropriate person, a member of the admin team or an instructor who will direct the accuser to the correct party. When a designated person receives a complaint of sexual harassment, he/she will:
- Immediately record the dates, times and facts of the incident(s).
- Ascertain the views of the victim as to what outcome he/she wants.
- Ensure that the victim understands the events’ procedures for dealing with the complaint.
- Discuss and agree the next steps: either informal or formal complaint, on the understanding that choosing to resolve the matter informally does not preclude the victim from pursuing a formal complaint if he/she is not satisfied with the outcome.
- Keep a confidential record of all discussions.
- Respect the choice of the victim.
- Ensure that the victim knows that they can lodge the complaint outside of the event through the relevant legal framework.
Informal Complaints Mechanism
If the victim wishes to deal with the matter informally, the designated person will:
- Give an opportunity to the alleged harasser to respond to the complaint.
- Ensure that the alleged harasser understands the complaints mechanism.
- Facilitate discussion between both parties to achieve an informal resolution which is acceptable to the complainant, or refer the matter to a designated mediator within the company to resolve the matter.
- Ensure that a confidential record is kept of what happens.
- Follow up after the outcome of the complaints mechanism to ensure that the behavior has stopped.
- Ensure that the above is done speedily and within 7 days of the complaint being made.
Formal Complaints Mechanism
If the victim wants to make a formal complaint or if the informal complaint mechanism has not led to a satisfactory outcome for the victim, the formal complaint mechanism should be used to resolve the matter. The designated person who initially received the complaint will refer the matter to a senior Admin/appointed mediator to instigate a formal investigation. The admin/mediator may deal with the matter him/herself, refer the matter to an internal or external investigator or refer it to a committee of three others in accordance with this policy.
The person carrying out the investigation will:
- Interview the victim and the alleged harasser separately.
- Interview other relevant third parties separately.
- Decide whether or not the incident(s) of sexual harassment took place.
- Produce a report detailing the investigations, findings and any recommendations if the harassment took place.
- Decide what the appropriate remedy for the victim is, in consultation with the victim.
- Follow up to ensure that the recommendations are implemented, that the behavior has stopped and that the victim is satisfied with the outcome if it cannot determine that the harassment took place.
- Keep a record of all actions taken.
- Ensure that the all records concerning the matter are kept confidential.
- Ensure that the process is done as quickly as possible and in any event within 7 days of the complaint being made.
Sanctions and Disciplinary Measures:
Anyone who has been found to have sexually harassed another person under the terms of this policy is liable to any of the following sanctions: verbal or written warning, ejection from current event without refund, and or banishment from future events.