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I. Guiding Principles, Goals, and Overview

Echoing Green strives to live and propel the equity we want to see in the world. We believe that we are a global community of passionate and talented solutionists who propel the world toward equity and sustainability, who catalyze unique opportunities for all people to thrive. Our primary goal for every gathering or convening is to create a safe, productive environment where you feel comfortable bringing your full self.

We want to support you and all participants to emulate the world we all envision during our time together. Thus, we ask you to carefully read, review this policy and the Code of Conduct that specify the behavior we expect and require during this convening and any associated activities and spaces. We then ask that you sign the acknowledgement that you have read and agree to abide by this policy and the Code of Conduct.

All Fellows, candidates, attendees, speakers, staff, sponsors, donors, and volunteers at our events and conferences, including vendors and other non-employees, as well as any community member posting, commenting, or otherwise engaging with our social media channels, are also required to abide by this policy and Echoing Green’s Code of Conduct and may avail themselves of the Reporting Protocol (incident reporting mechanism) below. Staff may also use the reporting processes in the employee handbook.

Organizers will enforce this code throughout events, and moderate online activity. We expect cooperation from all participants to help ensure a safe environment for everybody. Fellows, candidates, donors, partners, board members, guests and non-employees present at an Echoing Green event are subject to the anti-harassment policy, as well as any community member engaging with Echoing Green online.

Echoing Green will not tolerate harassment in any form. Echoing Green’s events, conferences, and online platforms are dedicated to providing a harassment-free experience for everyone, regardless of sex, gender, gender identity and expression, age, sexual orientation, disability, race, ethnicity, religion, age, or any other legally protected category. Event or conference participants violating these rules may be sanctioned or expelled without a refund at the discretion of the organizers. Violations on social media may be subject to immediate removal or access being blocked by moderators.

II. Echoing Green Anti-Harassment Policy and Anti-Retaliation Policy

A. Anti-Harassment Policy

Echoing Green strictly prohibits harassment of its Fellows, candidates, participants, attendees, and other non-employees by anyone at an Echoing Green event or Echoing Green online forum. This policy is in addition to and supplements Echoing Green’s policy prohibiting unlawful harassment of its employees and interns.

We have adopted this anti-harassment policy and system of reporting that exceeds what federal, New York State and New York City workplace laws dictate in order to promote the type of community values we expect of all participants. Even if some conduct does not rise to the level of being unlawful, we may still prohibit it.

What we are referring to as harassment is unwelcome conduct that can be verbal, physical, nonverbal or visual and can happen in person and/or through written communication or social media before, during or even after the convening.

Sexual Harassment

Sexual harassment in the form of a “hostile environment” consists of words, signs, jokes, pranks, intimidation or physical violence which are of a sexual nature, or which are directed at an individual because of that individual’s sex (even if not sexual in nature).

Sexual harassment also consists of any unwanted verbal or physical advances, sexually explicit derogatory statements, or sexually discriminatory remarks made by someone in the workplace which are offensive or objectionable to the recipient, which cause the recipient discomfort or humiliation, or which interfere with the recipient’s job performance.

A type of sexual harassment known as “quid pro quo” harassment occurs when a person in authority tries to trade job benefits for sexual favors. This can include hiring, promotion, continued employment or any other terms conditions or privileges of employment. Only supervisors and managers are deemed to engage in this kind of harassment, because coworkers do not have the authority to grant or withhold benefits.

Sexual harassment can occur between people of any gender identity.

Other Unlawful Harassment

Workplace harassment is unwelcome conduct that is based on race, color, religious creed, sex (including pregnancy), national origin, ancestry, citizenship status, pregnancy, childbirth, and related medical conditions, physical or mental disability, age, military service, uniformed service, veteran status, marital status, registered domestic partner or civil union status, familial status, caregiver status, gender (including sex stereotyping and gender identity or expression), genetic information, sexual orientation, or any other legally protected category.

Under federal and New York State law, workplace harassment becomes unlawful where 1) enduring the offensive conduct becomes a condition of continued employment, or 2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive. Under New York City law, the conduct must be more than petty slights and trivial inconveniences to be unlawful.

It may include, but is not limited to, unwelcome slurs, jokes, or verbal, graphic or physical conduct based on an individual’s legally protected category.

The term “Harassment” here may include, but is not limited to:

  • Unwelcome sexual advances or propositions (either verbal or physical).
  • Requests for sexual favors and/or offering benefits in exchange for sexual favors.
  • Making or threatening reprisals after a negative response to sexual advances.
  • Repeated requests for dates or physical intimacy after being informed that interest is unwelcome.
  • Unwelcome visual conduct that includes leering, ogling, and staring at an employee’s particular body parts like breasts when speaking to that person.
  • Unwelcome verbal conduct that includes making or using derogatory or lewd sexual or gender-based comments, epithets, slurs, or jokes, sexually teasing remarks.
  • Unwelcome graphic verbal commentaries about an individual’s body, or sexually degrading words used to describe an individual.
  • Unwelcome non-verbal conduct of a sexual nature that may include making gestures of a sexual nature, “catcall” whistles, lip-smacking, utterances with sexual connotations or innuendo.
  • Unwelcome sexual banter, discussions about one’s sex life, sexual prowess, sexual habits, or sexual desirability, whether directed directly at him or her or not.
  • Unwelcome physical contact. The person being touched is the judge of what contact is unwanted. It may include but is not limited to, touching, patting, massaging or caressing, hugging, kissing, brushing up against another person’s body, invading personal space (unwanted, excessive closeness in bodily proximity), assaulting, or impeding or blocking movements.
  • The use of demeaning or offensive words when referring to women or men.
  • The display of pornographic or other highly offensive material.
  • Making unwelcome jokes, comments or remarks based on sex or gender.
  • Unwelcome sexually graphic or suggestive comments; comments, gestures, or noises about an individual’s body, dress, physical appearance, sexual prowess or sexual deficiencies
  • Stalking or following, regardless of whether it is in-person, online or otherwise.
  • Unwelcome comments, remarks or jokes related to race, gender, gender identity and expression, sexual orientation, disability (physical or mental), national origin, ethnicity, age, citizenship status, religion, military service, veteran status, or any other legally protected category.
  • Deliberate and repeated misgendering after being informed by the person which gender they identify with and how they would like to be addressed.
  • Deliberate intimidation, threats of violence or actual violence.
  • Photography or recording of someone without their permission, including logging online activity for harassment purposes.
  • Abuse of a position of privilege or power.

B. Anti-Retaliation Policy

It is unlawful for any employer, or any agent or employee of the employer, to retaliate against an employee for: 1) opposing or reporting unlawful discrimination, harassment or retaliation; 2) filing a charge or complaint alleging unlawful discrimination, harassment or retaliation; 3) participating in an investigation of a complaint alleging unlawful discrimination, harassment or retaliation, administrative proceeding, hearing, or trial relating to such allegations; and/or 4) engaging in other legally protected activity.

Echoing Green prohibits unlawful retaliation and prohibits conduct (even if not unlawful) taken against any person for using this Reporting Protocol to make a good faith complaint of conduct that violates our policy or for participating in an investigation of such a complaint, such as a witness. Behaviors which may be considered retaliatory include any conduct that well might dissuade a reasonable person from complaining (i.e., a donor withholding funding because a Fellow rebuffed sexual advances of the donor).

Echoing Green will take appropriate disciplinary or other action against anyone who engages in behavior that Echoing Green believes was taken in retaliation for an individual filing a good faith complaint or participating in an investigation.

C. Reiterating Our Expectations

To create an environment where everyone feels welcomed, supported, and respected, Echoing Green asks all persons entering community spaces to adhere to the following guidelines:

  • Do not harass others, and do your part to prevent and stop harassment. Contribute to a harassment-free environment by refraining from engaging in harassing behavior yourself, and also by standing beside, speaking up, and acting in support of others if you see our Code of Conduct or this policy is being violated.
  • Be Professional and show respect towards others. We expect that you as a Participant will comport yourself in a professional way at all times, whether or not you are interacting with our employees. We respect every person and prioritize personal development in ourselves and others. Respectful behavior includes listening before speaking and asking questions rather than assuming intentions. It means respecting others as they seek to build meaningful connections, and entering into private meetings or conversations only when invited, or after asking permission. It also means listening when someone requests to end a conversation or communication with you. It also means respecting staff, listening to directives, not interrupting programming, following the program as designed, and sharing only constructive, solution-driven feedback. It also means respecting the personal space and personal boundaries of all individuals with whom you interact within our Echoing Green community.
  • Contribute and participate from a place of openness and speak up. To do so, you must practice sensitivity, self-awareness, and emotional intelligence. If you feel that someone is not coming from a place of openness and has intentionally offended or hurt you with their words or actions, say something to that person. If you do not feel comfortable or safe doing so in the moment, contact a chaplain, the Chief Operating Officer, or the event manager. They will be wearing badges to identify themselves, or you can reach them at
  • Respect your own needs and stand up for yourself. Pay attention to your own needs. If you are uncertain about someone’s intention, you can ask for clarification. We hope that you will feel safe and empowered to stand up for yourself if you feel that you have been treated unfairly, but if not, we are available to intervene. Contact a designated Safety Guide, a chaplain, Chief Operating Officer, or event manager.
  • Engage in constructive dialogue. We bring together people from many different walks of life. Recognize that someone else’s frame of reference is likely to be different from your own. When conflicts arise, see what you can learn from another’s point of view. Shaming and/or blaming is not helpful at Echoing Green events or convenings.
  • Bystander Intervention. Do not be a passive bystander where you observe or become aware of conduct that violates our rules and policies. Intervene by reporting the conduct by using our reporting process described below. Our organization has policies that prohibit sexual and other unlawful harassment for our employees and complaint reporting procedures for complainants and witnesses.

You also agree that you will not:

  • Engage in sexual harassment of any kind, including unwanted attention, comments, remark, or jokes of a sexual nature or inappropriate physical contact. The person who determines whether conduct is unwelcome is the recipient of the conduct.
  • Engage in unwelcome conduct based on or because of an individual’s legally protected category like race, sex, gender (even if not of a sexual nature), gender identity, sexual orientation, disability, age, national origin, etc.
  • Take photographs, video, or audiotapes with/of people who have not given you their permission to do so.
  • Be disruptive or boisterous, reckless, drink excessively, stalk, follow or threaten anyone (whether in person or on social media and whether during or after the event).
  • Abuse power.
  • Retaliate against anyone for making a good faith complaint about a violation of the Code of Conduct or this anti-harassment policy or for participating in an investigation of such a complaint.

III. Reporting Protocol (Incident Reporting Mechanism)

If you believe you have been subjected to harassment of any kind, from anyone, or witness harassment of any kind or believe there has been some other violation of this policy or Echoing Green’s Code of Conduct, please immediately report the incident directly to a chaplain, Chief Operating Officer, or event manager at the event, or through the online reporting form. For the online form, you may provide your contact information or you may choose to report anonymously. The online form can be found at the following link:

In addition to speaking with them directly in person at the event, you can also reach a chaplain, Chief Operating Officer, or event manager via email at will then escalate the matter to the appropriate person at Echoing Green to conduct an investigation.

IV. Investigation Procedure

Once a complaint is received, Echoing Green will conduct a prompt and thorough investigation. The investigation may include interviews with all involved parties, including the accused, and any parties who are aware of facts or incidents alleged to have occurred, and review of pertinent documents.


Confidentiality will be maintained to the extent possible. However, to conduct a thorough investigation, certain information may need to be disclosed to other individuals, including the alleged offender. Consequently, confidentiality cannot be promised and cannot be guaranteed.

Inform of Outcome

Following the conclusion of the investigation, Echoing Green will inform the parties of the outcome of the investigation, and if appropriate, may inform the reporter of any action taken if a violation has been found.

V. Consequences for Violating Policy and Code of Conduct

Following an investigation, if Echoing Green finds that there was a violation of this policy or the Code of Conduct, it will take any necessary and/or appropriate disciplinary or other action. This may include, but is not limited to: written disciplinary warnings, removal/barred from event(s)/activities, refusal to allow sponsor to continue to sponsor, disqualification or early termination from Fellowship or other Echoing Green offerings.

If the prohibited conduct is by a vendor, contractor, customer or other third party, Echoing Green will take appropriate action to stop the conduct.

If you have made a complaint but feel that the action taken in response has not remedied the situation, you should make an additional complaint by emailing following the complaint procedure outlined in this policy or fill out the following form: