April 12, 2016
Ep. #6, Aligning Sales and Marketing Departments
Marcy and Malia discuss how marketing and sales teams can move beyond their differences to improve business performance.
This post was last updated on 5/31/19 to reflect the most recent changes and additions to this policy. For a full history of this policy, visit the GitHub repo here.
We want to surround ourselves with as many diverse voices as we can, and as a result, aim to provide a professional and respectful space for participation.
We maintain a strict policy prohibiting harassment on the basis of gender, gender identity and/or expression, race, skin color, religion, country of origin, sex, citizenship status, ancestry, age, physical or mental ability, medical condition, marital status, parental, pregnant, or breastfeeding status, participation or on any other basis prohibited by applicable laws.
This policy also covers sexual harassment, in particular what the US government deems as “quid pro quo” in which the conditions of membership or a job/promotion are tied to sex, and “hostile work environment” in which unwelcome comments or conduct present an intimidating, hostile, or offensive work environment. Heavybit’s harassment policy applies to all Heavybit employees, 3rd party vendors, investing partners, event partners, event attendees and co-working tenants.
Harassment may be verbal, written, physical or visual and includes but isn’t limited to derogatory comments, unwelcome or inappropriate jokes, inappropriate language, lewd gestures, unwanted physical contact, sexual advances, or romantic advances, and/or impeding or blocking movement or motion.
If you believe you or a Heavybit employee, 3rd party vendor, investing partner, event partner, event attendee and/or co-working tenant has been subjected to any form of prohibited harassment, discrimination, or retaliation, here are a few ways to put a stop to it:
Formal Process Onsite:
Formal Process Offsite and Events
If we determine that any Heavybit employee, 3rd party vendor, investing partner, event partner, event attendee or co-working tenant has engaged in behavior in violation of this policy, we will take appropriate disciplinary action. This may include: a verbal warning, written warning, immediate event removal, performance improvement plan, suspension of access to building, loss of access to building, publishing and event privileges, or termination of employment or partnership. Moreover, any employee or partner who is found to have engaged in harassment may be held personally liable for damages under the law.
Our inclusion committee meets monthly to review policy and proactive activities. If you have suggestions for changes to this policy, feel free to submit a pull request or if you’d like to suggest proactive diversity and inclusion initiatives email email@example.com.