Anti-Harassment and Non-Discrimination Policy

A Commitment to Inclusion Among and Beyond Humans

WMILAR’s Policy on the Prevention of Discrimination, Harassment, and Violence Based on Prohibited Grounds; and on the Promotion of Substantive Equality

Contents

Objectives

  1. The World Moot on International Law and Animal Rights (WMILAR) is committed to providing a safe, respectful, and equitable environment.
  2. Ensuring the absence of discrimination, harassment, and violence against all individuals involved in its activities is fundamental for the WMILAR to maintain a constructive and inclusive setting.
  3. This policy sets guidelines to prevent discrimination, protect individuals from harmful behaviours, and address grievances promptly and fairly.
  4. The WMILAR identifies speciesism as a form of discrimination.

Scope and Applicability

  1. This policy applies to all WMILAR personnel, including but not limited to board members, consultants, and interns; as well as co-organisers, contributors, participants, and other attendees at WMILAR events.
  2. It encompasses all workplace and event environments, both physical and digital, and pertains to all interactions within the organisational framework of the WMILAR.

Definitions

  1. “Affected Person”: any individual directly or indirectly impacted by conduct falling under this policy.
  2. “Discrimination”: unfair treatment or bias based on protected or equivalent characteristics, including but not limited to sex, gender identity, race, ethnicity, disability, age, religion, socioeconomic status, or species.
  3. “Harassment”: unwelcome conduct (verbal or physical, written or digital) that creates an intimidating, hostile, or offensive environment.
  4. “Personnel”: all individuals contractually associated with WMILAR, including but not limited to co-organisers, consultants, and interns.
  5. “Policy”: Anti-Harassment and Non-Discrimination Policy
  6. “Sexual Harassment”: harassment (see above) of a sexual nature.

Complaint Process and Procedures

1. Filing of the Complaint

  1. Individuals may submit informal reports via email, instant message, etc. means, to WMILAR personnel, with a request to file a complaint on their behalf. These informal reports can be anonymous.
  2. Individuals may file formal complaints with WMILAR’s designated official (Dr. Eduardo Kapapelo), in writing, via an email sent to both “eduardo[dot]kapapelo[at]wmilar[dot]com” and “international[at]wmilar[dot]com”. Complaints will be investigated promptly.
  3. Both the informal report and formal complaint should contain the incident details along with any available supporting evidence.
  4. Formal complaints should ideally be submitted promptly but will be investigated thoroughly regardless of the time elapsed. Informal reports may be submitted at any time and will be treated with equal rigour.
  5. The WMILAR personnel who receives such an informal report will be under no obligation to file the complaint.

2. Formation of the Panel

  1. The Panel will consist of at least:
    1. two Directors from the Board of Directors,
    2. one Legal Department representative; and
    3. two junior personnel (to ensure impartiality).
    1. If the WMILAR’s size restricts panel formation, the Director and Legal Team representative may handle complaints initially, consulting external advisors as needed.

3. Investigation

  1. In initiating a formal investigation, the Panel shall:
    1. ensure confidentiality and prohibit retaliation;
    2. conduct separate discussions with the complainant and accused;
    3. include interviews with all relevant parties and witnesses.
  2. All complaints will be investigated fairly, impartially, equitably, and consistently.
  3. The WMILAR will maintain confidentiality for all parties involved. Information will only be shared with authorised personnel on a need-to-know basis, for investigation, resolution, or legal compliance.
  4. Data will be collected transparently and securely, adhering to privacy laws.
  5. Documentation will include:
    1. incident details,
    2. supporting evidence;
    3. witness statements,
    4. resolutions determined;
    5. actions taken, and
    6. outcomes.
    1. Investigations will conclude in a written report with findings and recommendations.
    2. Investigations into complaints will start no later than 7 business days from the moment that the complaint is received by the designated official. Investigations must be completed within 30 calendar days (unless extended, in which case all involved parties must be duly notified)

4. Outcomes and Resolution

  1. All parties will be informed of the outcome within 7 calendar days of the investigation’s conclusion. Resolutions will start to be pursued no later than 7 business days of completion of the investigation.
  2. If harassment or discrimination is found, the respondent will face appropriate disciplinary action.
  3. The WMILAR will act swiftly to stop harassment or discrimination and may implement remedies such as counselling, apologies, warnings, and dismissal.
  4. Remedies will not negatively impact the complainant.
  5. All parties will receive written confirmation of findings and actions taken.

5. Appeal Process

Any party may request a review within 14 calendar days of the outcome, specifying concerns. The designated official will determine if the investigation should be reopened.

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