SRE Standards Toolkit

Introduction

Thank you for visiting the SRE Network’s Standards Implementation Toolkit. Many of the resources and checklists provided within have been adapted from the Equal Employment Opportunity Coalition (EEOC) website and its Select Task Force on the Study of Harassment in the Workplace by Chai R. Feldblum and Victoria A. Lipnic, the full report of which can be accessed here.

How to Use

Creating safe and respectful workplaces and communal spaces takes a commitment from organizational leadership (both lay and professional), as well as an investment of time and dedicated resources. The toolkit is meant to serve as a starting point for organizations that are working toward implementing SRE’s Standards, and the resources and checklists should be used as a supplement to other training and professional counsel. We recognize that each organization is at a different stage of this work, and some of the content may not apply to all situations. To help organize the content, we have broken the toolkit into six parts which could be done over the course of six months or at your own pace.

Section 1

Getting Ready

Having just completed the Self-Assessment, your organization is now ready to take a more comprehensive look at both what's working as well as areas for improvement. Section One will help answer some of your initial questions and guide you on your way.

Section 2

Leadership and Accountability

Senior management (paid and non-paid), clergy, and boards can start this work by modeling behaviors, allocating the necessary resources, and understanding the relevant laws. Section Two provides guidance on the role of leadership in advancing this work.

Section 3

Policies and Guidelines

There are many types of policies your organization should have in place to prevent and address gender discrimination and harassment. Section Three provides guidance on the policies that your organization should establish and how to communicate them to your staff.

Section 4

Reporting and Response Procedures

Your organization should have impartial policies in place for reporting, tracking, investigating, and responding to claims of harassment or discrimination. Learn more about best practices for reporting procedures and responding to complaints.

Section 5

Education and Training

Jewish workplaces must commit time, energy, resources, and staff to educate and train employees across all levels of the organization regarding gender discrimination and sexual harassment. This section of the toolkit will help you identify what topics and training may be most relevant to your organization, and how to close the current gaps in your training offerings.
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