RDT has been working diligently to address issues, review policies, and develop new procedures that will strengthen our commitment to be a work and creative environment that is free of discrimination and harassment. Through discussion and analysis with our dancers, staff, and Board, RDT has been expanding current practices and exploring new ways to ensure that we provide a safe place to create, explore and present the art of dance. RDT is committed to listen, learn and craft intentional organizational policies and practices to fulfill our mission in ways that engender innovative ideas and open communications for all staff, dancers, board members, students, and patrons.
Actions taken include:
- met with mediators and counselors to facilitate an open dialogue, craft an intentional path forward as an organization, and help us better communicate and understand our responsibilities to one another and to the public
- have had all company contracts, policies, and procedures reviewed and updated by RDT’s attorney and HR consultant as well as strengthened and updated the Company’s Racial, Sexual, and Other Unlawful Harassment and Discrimination Policy
- provided training for all employees on how to recognize, avoid, and report harassment
- implemented an annual training schedule to ensure all employees are aware of company policies, including how to recognize, deal with, and report violations
- instituted an investigative process relating to harassment issues and clearly defined the consequences of violating RDT’s policies to all employees
- created a means for the public to communicate issues or report an ethics violation to directors without suffering retaliation or adverse employment consequences report issues here or at the link below
- implemented a more stringent vetting, background checks, and hiring procedures for all employees and independent contractors
- reviewed, updated, and expanded training and guidelines for all staff teaching in the schools and interacting with the public, especially with any underage individuals
- held training sessions on gender sensitivity and cultural competency to strengthen our commitment to be a workplace where all feel welcome and that they belong through inclusivity, diversity, and creativity
To ensure organizational vitality, RDT continues to strengthen our commitment to be a workplace where all feel welcome and where company actions reflect the value we place on inclusion, diversity, flexibility, and creativity. We have recommitted ourselves to communicating these values to our community and are committed to review and update these initiatives annually. RDT’s Racial, Sexual, and Other Unlawful Harassment and Discrimination and Use of Social Media are now posted on our website below.
RDT is committed to making art in a safe and caring environment. While we have deeply appreciated the outpouring of support and understanding from our peers, colleagues, and patrons we recognize that intentional and transparent actions to rebuild trust, support, and understanding with ALL of our community are necessary at this time. We will continue to process, evaluate, review, discuss, explore, and implement new initiatives to show, firsthand, that RDT deserves your trust and respect and that RDT places the safety and wellbeing of our staff, students, and patrons at the pinnacle of our mission-driven activities. We are dedicated to performing, creating, preserving, and educating at the highest level and are proud of 56 years of artistry, of our commitment to education, and to building community.
Policies & Values
- Anti Harassment Discrimination Policy
- Social Media Policy
- Arts-In-Education Policies for Working in the Schools
RDT’S RACIAL, SEXUAL, AND OTHER UNLAWFUL HARASSMENT AND DISCRIMINATION POLICY
RDT is committed to providing a work environment that is free of discrimination and harassment. To that end, RDT prohibits all forms of discrimination and harassment against any individual based on race, sex, gender (including identity and expression), sexual orientation, religion, age, color, national origin, or mental or physical disability, genetic disposition, military or veteran’s status, or any other basis protected by federal, state, or local law. Unwelcome actions, words, jokes or comments based on an individual’s sex, race, ethnicity, age, religion or any other legally protected characteristic will not be tolerated. Such behavior is a form of employee misconduct that demeans another person and undermines the integrity of the employment relationship and is strictly prohibited. RDT also prohibits abusive conduct or bullying by any staff member, and likewise will not tolerate abusive or harassing behavior from any donor, patron, student, volunteer, or member of the public toward RDT staff. Violations of this policy by RDT employees will be treated as disciplinary matters and may constitute grounds for termination of employment
It is RDT’s policy to prohibit the Sexual Harassment of any employee, dancer/ Artist, guest Artist, board member, donor, patron, student, volunteer, or member of the public (regardless of gender—male, female, gender non-conforming, gender non-binary) by any RDT employee, dancer, or other staff. Sexual Harassment may include a range of subtle and not-so-subtle behaviors such as visual conduct (leering, gestures, graphics, or pictures), verbal comments (offensive epithets, slurs, jokes), or unwanted sexual advances (suggestive or physical). Sexual Harassment specifically includes the transmission or expression of any of the conduct prohibited above through the use of digital Social Media technologies, and any such Social Media conduct would constitute a violation of both RDT’s Sexual Harassment policy and RDT’s Social Media Policy Statement (as contained in RDT’s “Dancers & Staff Policies and Protocol”). Violations of RDT’s Sexual Harassment policy and RDT’s Social Media Policy Statement by RDT employees will be treated as disciplinary matters and may constitute grounds for termination of employment.
DUTY TO REPORT HARASSMENT/ CONFIDENTIALITY/ PROTECTION FROM RETALIATION
RDT encourages any employee who is subjected to, or who witnesses another person subjected to unlawful discrimination, harassment, or abusive conduct, to promptly report such to his/her or her supervisor. If the supervisor is unavailable or the employee believes it would be inappropriate to contact that person, the employee should immediately contact the Artistic Director, a member
of the Artistic Staff, or the Chairman of the RDT Board of Trustees. Any employee who has direct knowledge of any unlawful discrimination, harassment, or abusive conduct has an obligation to report the allegation or incident to the persons designated above. Individuals with supervisory responsibility are required to report such conduct or behavior IMMEDIATELY, regardless of how they learned of it. If any of the persons designated above is the subject of the report or is alleged to be involved in the incident, the reporting employee should address the matter to one of the other persons designated above. Any employee who knowingly makes a false report or knowingly provides false information during an investigation will be subject to appropriate disciplinary action.
All complaints, investigations and reports made according to this policy will be undertaken immediately and will be kept confidential to the extent possible, consistent with conducting a full investigation. Employees are expected to cooperate in the investigation of any complaint. Once a complaint or incident is reported, RDT management acknowledges an obligation to promptly, fully, and impartially investigate such.
PROTECTION FROM RETALIATION
Consistent with the law, it is the policy of RDT to assure any employee who reports unlawful discrimination or harassment that they will not be retaliated against in any way. This protection extends to any employee who makes an allegation, reports an incident, provides information as a witness, or who otherwise participates in any investigation into any allegation of discrimination, abuse, or harassment of any kind. Any such employee is protected from any adverse employment action, such as demotion, termination, or adverse casting decisions, for engaging in a legally protected activity, such as reporting a claim of discrimination or harassment. This protection applies to both reporting employees and participating employees as described above. This protection applies regardless of the ultimate result of the investigation.
It is the goal of RDT to maintain a comfortable, friendly, non-coercive environment for all persons employed by Repertory Dance Theatre, and for all persons who come into contact with RDT as we interact with the community at large. This goal requires all RDT staff and Artists to work together for everyone’s protection. Always remember: Act and speak up if you see an issue. Ask if you’re not sure.
Repertory Dance Theatre Arts-In-Education Policies for working in the schools
As a company member of Repertory Dance Theatre, you will be teaching and performing in the public and charter schools of Utah as part of our POPS Program Art-in-Education Activities. The following are guidelines that are expected of you as a representative of RDT in a school or workshop setting. You will be working with children ages Kindergarten all the way through the 12th grade. Please be cognitive of the age group you are working with for your lesson or choreography.
- Dress appropriately, no political or pop culture or popular slogans on t-shirts, masks, etc. Also, no half shirts or provocative dress, especially for the elementary students. You are there to represent RDT and the State of Utah Board of Education.
- No foul language or music with foul or suggestive language.
- In a school, there should always be a teacher or school employee present with you during your teaching or choreography sessions. It is against the law for you to be alone with students because you as an RDT member are not an employee of the school district in which you are working.
- Try to use verbal cues to correct and adjust students. Or use a fellow RDT Member to demonstrate what you are trying to correct. We want to avoid touching students, especially in areas of sensitivity, like correcting a pelvis or torso area.
- Try to stay away from assigning gender roles.
- You may not give students your phone number or collect a phone number from a students or friend them on any social media platform. If you need to get in contact with anyone, go through RDT and the teacher of the class only.
- Do not share personal information with students.
- Come prepared with a music source, especially when teaching or choreographing in a rural area, do not expect there to be good WIFI available. RDT travels to many areas in our state where there is not good WIFI service.