Continuing Education Anti-Discrimination Policy
Introduction: In conjunction with the MAPS Diversity, Equity, and Inclusion policy, in the development and offering of continuing education programs MAPS endorses diversity, supports equal rights, and does not advocate, support or practice discrimination based on race, religion, age, national origin, language, gender, sexual orientation, or mental or physical handicap, whether covered by applicable legislation or not, except where affirmative action may be required to redress individual or social handicaps of people from disadvantaged groups.
Purpose: This document sets out
- MAPS’ policy against such discrimination
- The governance structures, responsibilities and processes that have been established to give effect to that policy
Policy: MAPS does not advocate, support or practice discrimination in any continued education program offerings based on race, religion, age, national origin, language, gender, sexual orientation, or mental or physical handicap or any other personal attribute protected by law, except where affirmative action may be required to redress individual or social handicaps. This applies to all MAPS activities, including continuing education course development and offerings. MAPS will make all reasonable accommodations to allow people who experience difficulties in their dealings with the organization to benefit equally from its work.
- The Board will:
- Regularly review the leadership and commitment given to eliminating discrimination through active promotion of the organization’s Anti-Discrimination Policy in Continuing Education Program Development.
- Monitor performance by way of periodic management reports and assurances.
The CEO will:
- Ensure that:
- The organization’s practices and processes incorporate precautions against discrimination in such areas as hiring, and continuing education program development and delivery;
- Reasonable accommodations are made to allow diverse groups to access organization continuing education offerings;
- Where appropriate, weight is given to the culture and experiences of individuals from disadvantaged groups.
- Where appropriate, delegate responsibility for compliance to volunteers with responsibility for particular sections.
Oversee the performance of direct-reporting staff in these matters.
- Review and report to the Board, as appropriate, on the effectiveness of the management systems established to remove discrimination.
- Analyze material breaches and identified compliance system weaknesses for systematic trends and ensure that any adverse trends are addressed.
- Promote a culture of effective policy compliance across the organization
3. All staff, volunteer members, content developers/presenters, and learners will:
- Ensure that they are aware of the organization’s policy against discrimination;
- Not behave in a manner that would be considered to be discriminatory pursuant to this policy or any applicable legislation;
- Where appropriate, suggest ways in which practices, systems and procedures could be improved so as to reduce the likelihood of discrimination occurring.
The CEO will review any changes to the organization’s procedures in all areas to ensure that these are in accordance with the principles expressed in this policy.
This policy, as well as all other applicable policies, is provided to learners via a link to the policy posted on MAPS website.
Educational content developers/planners and instructors are made aware of the policy via a link to the policy posted on MAPS website, a discussion of this and all relevant policies during the kickoff call, and are required to accept compliance with the policy via email confirmation acknowledgement.
Anyone may submit a notice of violation to MAPS in writing, using either the contact form on the MAPS Website, or by emailing firstname.lastname@example.org.
Any notice of non-compliance with the policy will be immediately reviewed. If a content developer/presenter/learner is deemed to not be in compliance with the policy in regards to the development, presentation, or learning of a MAPS continuing education offering, s/he will be advised of the infraction, and will be given one opportunity to immediately correct the infraction. If the infraction is not corrected forthwith or if a second violation occurs, the individual will be removed from the program. At that point:
- If the individual is not a MAPS member, s/he will be permanently barred from participating in any MAPS content development and/or presentation. In addition, s/he will not be permitted to join MAPS at any point.
- If the individual is a MAPS member, s/he will be permanently barred from participating in any MAPS content development and/or presentation. In addition, her/his MAPS membership will be immediately revoked with no possibility of dues reimbursement or future membership.
- If the individual is a MAPS employee, her/his employment will be summarily terminated.