Section 2:

Leadership & Accountability


The leadership of an organization plays a key role in preventing and addressing discrimination and harassment. Senior management (paid and non-paid), clergy, and boards can start this work by:

  • Communicating the importance of having a diverse and inclusive workplace that is free of discrimination and harassment

  • Stating values and modeling behaviors

  • Allocating time, money, and other resources

  • Making sure to understand the relevant laws

This section of the toolkit will provide further guidance on the role of leadership in advancing this work.

Get Started

Review the standards and resources below on Leadership and Accountability and the relevant checklist.

Advise your board and all of your employees, volunteers, and stakeholders about the work you are doing to prioritize safety, respect, and equity within your organization.

Become familiar with federal and state laws regarding workplace discrimination and harassment.

Allocate time, money, and resources to prioritize diversity, inclusion and harassment prevention.


If federal employment discrimination laws apply to your business:

  • If you legally obtain medical or genetic information, you must keep it confidential, with very limited exceptions, and in a separate medical file.

  • You cannot retaliate against (punish) an applicant, employee or former employee for reporting discrimination, participating in a discrimination investigation or lawsuit or opposing discrimination (for example, threatening to file a charge or complaint of discrimination).

  • You must display a poster at your business that describes the federal employment discrimination laws.

  • You must retain any employment records, such as applications, personnel records and payroll records, as required by law.

If you have at least 100 employees or if you are a federal contractor with at least 50 employees and at least $50,000 in government contracts:

  • You must report data about the ethnicity, race and gender of your workforce to the government.

You may have additional responsibilities under federal, state and local laws. Federal, state and local government websites may have additional information about these laws.

In addition to the EEOC checklist below, you can also review pages 31-37 of the EEOC Report on Leadership and Accountability. You may also want to read about Risk Factors for Harassment in pages 25-30 and see the Chart of Risk Factors and Responses on page 84.

SRE Network c/o New Venture Fund

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