Non-Discrimination, Equal Employment Opportunity, and Affirmative Action Policy

The Garden does not discriminate on the basis of race, color, age, marital status, sex, pregnancy, national origin, ancestry, religion, disability, genetic information, sexual orientation, gender identity, gender expression, parental status, marital status, citizenship status, military or veteran status, or any other characteristic or status protected by applicable federal, state, or local law. In addition, the Garden complies with its obligations as a federal contractor, including, but not limited to, its obligations under laws governing affirmative action.

The vice president of Human Resources, Aida Z. Giglio, has been designated as the coordinator of the Garden’s non-discrimination, equal employment opportunity (EEO), and affirmative action policy.

 All employees are expected to comply with the policy and the Garden’s other EEO initiatives. This policy also applies to participants in the Garden’s educational programs and activities, to visitors, volunteers, and to third-party vendors and contractors conducting business or other activities with or at the Garden. If you witness or become aware of discrimination based on any protected characteristic or status, you must promptly report it following the Anti-Harassment and Discrimination Complaint Procedure set forth below. If you experience such conduct, the Garden strongly encourages you to report the conduct following the same procedure so that the Garden can take steps to investigate the concerns and take any corrective action that might be appropriate.

Title IX Policy

In accordance with Title IX of the Education Amendments of 1972, the Garden prohibits discrimination on the basis of sex in its educational programs and activities, including, but not limited to, admission of individuals to, treatment of individuals in, and employment of personnel working in connection with the Garden’s educational programs and activities. The Garden is required by Title IX and the regulations of the federal agencies that provide funding to its educational programs and activities not to discriminate in such a manner.

Sex discrimination can include sexual harassment and sexual assault or other forms of sexual violence. 

The Garden’s Title IX coordinator monitors the Garden’s compliance with Title IX and is available to meet or talk with individuals regarding issues relating to Title IX or this policy. Individuals with questions or concerns about Title IX, and/or those who wish to file a complaint under this Title IX policy, may contact the Garden’s Title IX Coordinator, Aida Z. Giglio, vice president of Human Resources, ���ϳԹ���. Human Resources is located inside the Barbara Carr Administrative Center, 1000 Lake Cook Road, Glencoe, Illinois 60022. Phone: 847-835-8264, Email: Click here to show mail address

Complaints of sex discrimination will be investigated using the Anti-Harassment and Discrimination Complaint Procedures below.

Anti-Harassment Policy 

The Garden is committed to maintaining an environment that is free from harassment. Harassment, whether verbal, physical, or visual, that is based upon a person’s protected characteristic or status, such as race, color, age, marital status, sex, pregnancy, national origin, ancestry, religion, disability, genetic information, sexual orientation, gender identity, gender expression, parental status, marital status, citizenship status, military or veteran status, or any other characteristic or status protected by applicable federal, state, or local law, is a form of discrimination and prohibited by the Garden. The Garden will not tolerate harassment of individuals by anyone, including any supervisor, co-worker, vendor, visitor, volunteer, board member, donor, student, or any other third party. This policy applies to employees, participants in the Garden’s educational programs and activities, visitors, and third-party vendors and contractors conducting business or other activities with or at the Garden.

Examples of harassment may include, for example, jokes or teasing directed at a person based on his/her protected characteristic or status, displaying or circulating written materials or pictures that degrade a person or group, or verbal abuse or insults about, directed at, or made in the presence of an individual or group of individuals in a protected group.

Sexual harassment is a specific type of harassment prohibited by law and by this policy and may include, but is not limited to, the following conduct: 

• Unwelcome verbal or physical conduct of a sexual nature when submission to the conduct is an explicit or implicit term or condition of employment or participation in any of the Garden’s educational programs and/or activities;

• Unwelcome verbal or physical conduct of a sexual nature when submission to or rejection of the conduct is used, implicitly or explicitly, as a basis for making decisions affecting the individual; and

• Unwelcome verbal or physical conduct of a sexual nature when the conduct creates a hostile environment. A hostile environment exists when the conduct is sufficiently severe, persistent, or pervasive that it unreasonably interferes with, limits, or deprives an individual from participating in or benefitting from the Garden’s employment or education programs and/or activities.

Sexual harassment includes conduct directed towards a person of the opposite or same sex, and may include explicit sexual propositions, sexual innuendo, suggestive comments, sexually oriented jokes or teasing, obscene printed or visual material, and physical contact such as patting, pinching, or brushing against another person’s body.

Sexual violence is another form of sexual harassment and is also prohibited by this policy. “Sexual violence” means physical sexual acts attempted or perpetrated against a person’s will or when a person is incapable of giving consent, including without limitation rape, sexual assault, sexual battery, sexual abuse, and sexual coercion.

If you witness or become aware of any harassment (including sexual harassment), you must promptly report it by following the Anti-Harassment and Discrimination Complaint Procedure set forth below.

If you experience such conduct, the Garden strongly encourages you to report the conduct following the same procedure so that the Garden can take steps to investigate the concerns and take any corrective action that might be appropriate.

Anti-Harassment and Discrimination Complaint Procedures 

All Garden employees are responsible for creating an atmosphere free of harassment and discrimination. Employees who witness or become aware of potentially harassing or discriminatory conduct occurring on Garden premises, at a Garden-sponsored event, or in any manner that has the effect of unreasonably interfering with an individual’s engagement with the Garden must promptly report the incident. This reporting obligation applies regardless of whether the potentially harassing or discriminatory conduct was directed toward a Garden employee or toward a vendor, visitor, volunteer, donor, student, or any other third party. 

You must promptly report any conduct you believe constitutes harassment or discrimination as follows: by informing the vice president of Human Resources or a department head or other Garden manager or supervisor, or by calling the Garden’s anonymous hotline at (844) 764-7270 or , which may be done anonymously. Anyone who experiences such conduct is strongly encouraged to report the conduct as well.

Complaints concerning discrimination on the basis of sex in the Garden’s educational programs and activities should be reported to the Vice President of Human Resources, who is the Garden’s Title IX Coordinator or by calling the Garden’s anonymous hotline at (844) 764-7270 or .

Aida Z. Giglio, vice president of Human Resources

���ϳԹ���

Human Resources – Barbara Carr Administrative Center

1000 Lake Cook Road, Glencoe, Illinois 60022

Phone: 847-835-8264

Email: Click here to show mail address

The Garden’s policy is to investigate all such complaints promptly, thoroughly, and equitably. To the fullest extent practicable and consistent with promoting an environment free of harassment and discrimination, the Garden will keep complaints and the terms of their resolution confidential. If an investigation confirms that a violation of Garden’s policies against discrimination or harassment has occurred, the Garden will take appropriate corrective action, up to and including immediate termination of employment or dismissal from an academic program or activity.

Any violation of the Garden’s policies against discrimination or harassment by any third party (including, for example, vendors, visitors, volunteers, board member, donors, and students) on Garden premises or at Garden-sponsored events also must be reported using the procedures set forth above.

Anti-Retaliation Policy

The Garden forbids retaliation against anyone for, in good faith, reporting harassment or discrimination, assisting in making a complaint of harassment or discrimination, or cooperating in an investigation of harassment or discrimination. If an individual believes he or she has been retaliated against for any of these reasons, he or she should notify the vice president of Human Resources or the Garden’s anonymous hotline at (844) 764-7270 or .