Diversity, Equity, and Inclusion Statement
Triangle Day School understands that a community is enriched when many different voices, viewpoints, backgrounds, and identities are engaged and celebrated. The school respects, affirms, and protects the worth and dignity of all persons, regardless of race, ethnicity, religion, socioeconomic status, ability, age, sexual orientation, culture, gender, gender identity, or other personal characteristics. We are committed to creating awareness, developing cultural competence, and building a diverse and inclusive environment where all persons are valued for their unique qualities.
The importance of building a school community composed of individuals with diverse backgrounds, experiences, beliefs, and capabilities is paramount. Numerous studies have shown that a school’s diversity contributes to the quality of education by pushing students to challenge their assumptions, think critically, empathize with people who are different and work collaboratively to discover creative solutions to real world problems. TDS strives to graduate students who lead lives of purpose in an increasingly diverse world, and therefore we seek to teach kids to celebrate and respect differences in the broadest sense of the word.
Additionally, TDS understands that students make the most academic, social, and emotional gains when they feel valued, safe, and wholly accepted by all members of the school community. Every TDS community member brings unique gifts and capabilities, as well as different life experiences that benefit all individuals at TDS.
We strive to create a diverse community that reflects our increasingly multicultural world, and we are dedicated to ensuring that everyone feels supported, appreciated, and included.
Policy Against Sexual Harassment, Discrimination, and Retaliation
TDS is committed to having a community in which every individual is treated with sensitivity and respect, and in which each student and teacher has an equal opportunity to work, learn, and develop to his or her full potential in an atmosphere free from all forms of unlawful discrimination and harassment, including sexual harassment. To that end, TDS prohibits any form of harassment or discrimination (including sexual harassment) on the basis of age, race, color, national origin, religion, disability, sex, sexual orientation, gender identity, or other protected characteristic, whether by a supervisor, administrator, co-worker, volunteer, contractor, student, or non-employee. The purpose of this policy is to ensure that in the workplace, each employee is able to accomplish his or her job without being subjected to harassment.
While it is not easy to define precisely what harassment or discrimination is, it certainly includes verbal, nonverbal, or physical conduct that denigrates, belittles, or puts down an individual or shows hostility, distaste, or aversion toward that individual based on that individual’s race, color, national origin, religion, gender, sexual orientation, age, disability, veteran status, any other protected class or participation in a protected activity.
Discrimination involves intentionally treating anyone in an unequal or disparate manner because of that person’s inherent or natural personal characteristics, including race, color, national origin, religion, gender, sexual orientation, age, disability, veteran status, any other protected class or participation in a protected activity, when such treatment causes the victim to suffer adverse educational, employment, or other school-related consequences.
Harassment is any unwelcome offensive verbal, nonverbal or physical conduct that is sufficiently severe, persistent or pervasive as to significantly affect the conditions of one’s employment or a student’s learning. Harassment includes, but is not limited to the following: slurs, epithets, threats, derogatory comments, unwelcome or abusive jokes, insults, name calling, threats, bullying or intimidation, unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct such as uninvited touching or sexually-related comments or the exchange of benefits for performance of sexual or other favors.
Other conduct that can be unlawful harassment includes verbal, nonverbal, or physical conduct that shows aversion, denigration, or hostility because of race, color, religion, national origin, gender, age, disability, sexual orientation or other protected classification and that:
- Creates an intimidating, hostile, or offensive working environment;
- Unreasonably interferes with an individual’s work; or
- Adversely affects an individual’s employment opportunities.
Contractors, Volunteers or Individuals Who Are Not School Employees
The policies contained in this section, including the reporting procedures and no retaliation policy, regarding harassment, sexual harassment and discrimination, shall also apply to contractors, volunteers or individuals who are not employees of TDS when such individuals are on school property or during school events.
TDS is committed to providing equal employment opportunities to individuals with disabilities, those regarded as having disabilities and those associated with individuals with disabilities. Accordingly, TDS does not discriminate against qualified individuals with disabilities in regard to application procedures, hiring, advancement, discharge, compensation, training or any other terms, conditions and privileges of employment. TDS complies with all federal and state laws concerning the employment of persons with disabilities including the Americans with Disabilities Act (ADA) and the Americans with Disabilities Act Amendments Act (ADAA) and acts in accordance with regulations and guidance issued by the Equal Employment Opportunity Commission (EEOC).
TDS will engage in an interactive process to find reasonable accommodations for qualified individuals with a disability to enable them to perform the essential functions of a job, unless doing so causes an undue hardship to TDS, or a direct threat to these individuals or others in the workplace, and the threat cannot be eliminated by reasonable accommodation.
When an individual with a disability is requesting accommodation and can be reasonably accommodated without creating an undue hardship or causing a direct threat to workplace safety, he or she will be given the same consideration for employment as any other employee or applicant.
All employees are required to comply with TDS standards. Current employees who pose a direct threat to the health and safety of themselves or other individuals in the workplace will be placed on appropriate leave until TDS can make a lawful and reasonable decision in regard to continued employment. Individuals who are active illegal drug users are excluded from coverage under TDS’ Americans with Disabilities Act (ADA) policy.
COVID-19 Vaccination Policy
Consistent with Triangle Day School’s (“TDS”) duty to provide and maintain a workplace that is free of known hazards, TDS has adopted this policy to safeguard the health of our employees and their families, our students and their families, anyone who spends time on our TDS’ campus, and the community at large from the risks associated with COVID-19. This policy complies with all applicable laws and is based on guidance from the Centers for Disease Control and Prevention, the Equal Employment Opportunity Commission, the North Carolina Department of Health and Human Services , the Durham health department and all applicable state and local health orders.
This policy applies to all employees and volunteers at TDS. It does not apply to students and visitors (who will be subject to other mitigation measures to protect against the risks associated with COVID-19). The policy applies to COVID-19 vaccinations that are available to our employees as of the date of this policy, including those that have or will receive Emergency Use Authorization (“EUA”) or those that receive full authorization in the future.
By October 1, 2021, TDS will expect all employees to either (a) establish that they have been fully vaccinated by submitting proof of vaccination; or (b) obtain an approved exemption as an accommodation. The term “fully vaccinated” refers to the CDC’s definition of this term. Note that, in addition to the initial vaccination shot(s), this might include regular booster shots in the future.
The process for seeking an accommodation is explained below. Employees who do not fulfill one of these two requirements will be placed on unpaid leave and their employment will be subject to termination. To establish that they are fully vaccinated, employees must present a completed COVID-19 Vaccination Record Card for inspection by an authorized TDS representative. TDS will treat all such information as confidential and such information will only be available to those with a need to know. To facilitate employees’ ability to receive the vaccination (including future booster shots), TDS will consider timely requests for appropriate schedule changes or time off. Additionally, TDS will reimburse employees for the cost, if any, of receiving the vaccination, contingent upon receipt of appropriate supporting documentation. TDS will also provide employees paid time off, if needed, for any symptoms they may experience as a result of receiving the COVID-19 vaccination.
Requests for Exemptions as Accommodations
To assist any employee who is disabled, who has a qualifying medical condition that contraindicates the vaccination, or who objects to being vaccinated on the basis of sincerely held religious beliefs and practices, TDS will engage in an interactive process to determine if a reasonable accommodation can be provided so long as it does not create an undue hardship for TDS and/or does not pose a direct threat to the health or safety of others in the workplace and/or to the employee. To request an accommodation for one of the above reasons, please notify Sharon Myers, Human Resources Director in writing. Once TDS is aware of the need for an accommodation, TDS will engage in an interactive process to identify possible accommodations. If you believe that you have been treated in a manner not in accordance with this policy, please notify TDS immediately by speaking to Doug Norry, Head of School. You may request an accommodation without fear of retaliation.