Anti-Harassment Policy

The Wisconsin Area Music Industry Awards Corporation (“WAMI”) is committed to maintaining an inclusive environment where all Board of Directors’ members, members, employees, volunteers, guests, and other persons participating in WAMI events and programming in any manner, (“Participants”) are treated with respect and dignity, free from harassment, intimidation, explicit bias, prejudice, or other hostilities. Therefore, WAMI has adopted this Anti-Harassment Policy (“Policy”) to ensure that all WAMI Participants may participate in a welcoming environment. 



Verbal, non-verbal, visual, or physical conduct, actions, or inaction, made on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, marital status, citizenship, national origin, genetic information, or any other characteristic protected by law. 


A form of misconduct that undermines Participant relationships and can adversely affect a Participant’s ability to participate in the functions of the WAMI Board of Directors, or at WAMI events and activities. Harassment includes Discrimination, and may include, but is not limited to, any verbal, non-verbal, visual, or physical conduct, actions, or inaction that are offensive, intimidating, humiliating, or tend to belittle or provoke another Participant, including epithets, gestures, slurs, derogatory remarks, negative stereotyping, threatening, intimidating, or hostile acts, and certain types of jokes or clothing that denigrate or show hostility or aversion towards another Participant. 

Sexual Harassment

Behavior that may consist of unsolicited or unwelcome sexual overtones or conduct, whether verbal, physical, or visual, and behavior of a sexual nature which:

(1) explicitly or implicitly makes submission to unwelcome sexual advances or other verbal, physical, or visual conduct of a sexual nature a term or condition of participation in or with WAMI in any capacity; or

(2) creates an intimidating, hostile, or offensive environment, such as unsolicited or unwelcome sexual advances, requests for sexual favors, and other verbal, non-verbal, visual or physical conduct or actions of a sexual nature. 

Sexual Harassment may also include a range of both subtle and not-so-subtle behaviors and may involve individuals of the same or different genders. Depending on the circumstances, such behaviors may include, but are not limited to: unwanted sexual advances or requests for sexual favors; sexual jokes or innuendo; verbal abuse of a sexual nature; commentary about an individual’s body, sexual prowess, or sexual deficiencies; flirting, leering, whistling, or touching; insulting or obscene comments or gestures; public or private displays of sexually suggestive objects or imagery; and other physical, verbal, or visual conduct of a sexual nature. 

Sexual Harassment does not have to be strictly sexual in nature to rise to the level of Sexual Harassment as any Harassment based on an individual’s gender may constitute prohibited Sexual Harassment. For example, stereotypical or derogatory comments about members of a particular gender may constitute Sexual Harassment.


Policy Statement

This Policy is applicable to all WAMI Participants, regardless of nature of affiliation. 

WAMI will not tolerate Discrimination, Harassment, Sexual Harassment, unwelcomed behaviors not otherwise defined herein, or any other hostilities against any WAMI Participants. Such conduct is prohibited.

This Policy prohibits Discrimination, Harassment, Sexual Harassment, unwelcomed behaviors not otherwise defined herein, or other hostilities at all WAMI meetings, events, or sponsored/related activities and applies regardless of the location of such activities (in person, by electronic means, or otherwise).

Discrimination, Harassment, and Sexual Harassment can occur even where there is no intention to cause the Discrimination, Harassment, or Sexual Harassment. It is important to bear in mind the feelings and sensitivities of others when interacting with WAMI Participants. A person may also find behavior to be Discrimination, Harassment, or Sexual Harassment, even if they were not the intended “target” (for example, a person may be harassed by racist jokes about a different ethnic group if such joke creates an offensive environment for him or her). The right to declare behavior as Discrimination, Harassment, or Sexual Harassment vests in the Participant perceiving the Discrimination, Harassment, or Sexual Harassment. 

This Policy should not, and may not, be used as a basis for excluding or separating individuals of any protected characteristic from participation with WAMI. This means that no WAMI Participant may engage in a practice of exclusion, being a form of Discrimination, to avoid allegations of Discrimination or Harassment. 


Questions, Concerns, and Complaints

Any WAMI Participant who has questions, complaints, or concerns about this Policy, or who believes they have been a victim of conduct prohibited by this Policy, or believe they have witnessed such conduct, should direct such matter in writing to the WAMI President. If the Participant does not feel comfortable with directing the matter to WAMI President for any reason, then the Participant should instead direct their questions or concerns to WAMI Vice President. 

WAMI encourages the prompt reporting of complaints or concerns so that rapid and constructive action can be taken, and so that the complaint or concern can be promptly investigated. WAMI also encourages Participants who believe they are being subjected to conduct in violation of this Policy to promptly advise the offender that his or her behavior is unwelcome and to demand that the offender discontinue such behavior. That action alone may resolve the problem, however, WAMI recognizes that a Participant may still prefer to pursue the matter through the process identified in this section. All reported allegations of violations of this Policy will be promptly investigated. WAMI promises to maintain the confidentiality of any complainants and witnesses throughout the investigation of any complaint or concern. Upon conclusion of the complaint or concern investigation, WAMI commits to issuing the complainant with a written response, including the nature of findings and disposition. 

WAMI reserves the right to respond to complaints or concerns in any way that a majority vote of its Board of Directors then sitting deems appropriate, given the nature of the complaint or concern, and the outcome of WAMI’s investigation. If a member of the WAMI Board of Directors is the respondent or subject of the complaint or concern, that Board of Directors member will not be allowed to participate in any investigation or vote relating to the complaint or concern. Sanctions of Participant(s) determined by WAMI to have violated this Policy includes, but is not limited to, removal from the WAMI Board of Directors, or position held within WAMI, termination of WAMI membership, prohibition against participation in future WAMI events, and referral for civil or criminal process (Sanctions).

Retaliation against any individual for reporting a violation of this Policy, or for participating in an investigation of a claim of violation of this Policy, is a violation of this Policy, and will be subject to Sanctions. False or malicious complaints of this Policy (as distinguished from complaints that, even if erroneous, are made in good faith) may be the subject of appropriate Sanctions identified herein.