Non-Discrimination & Equal Participation Policy
RBEW prohibits discriminatory treatment and identity-based harassment while protecting good-faith disagreement and preventing discrimination claims from being weaponized in unrelated conflicts.
Non-Discrimination & Equal Participation Policy
RBEW is open to people with different identities, backgrounds, beliefs, bodies, abilities, and life experiences.
No one receives less human dignity because of a protected trait, and no one receives unlimited authority over others because of a protected trait.
1. Protected participation
RBEW prohibits discriminatory treatment or harassment based on characteristics protected by applicable law and, as an internal participation standard, includes race or ethnicity, color, national origin or cultural background, sex, pregnancy where applicable, sexual orientation, gender identity or expression, disability, neurodiversity, religion or sincerely held belief, age where applicable, and other status protected by law.
2. Discrimination — hard line
You may not intentionally deny a person an RBEW opportunity, service, role, collaboration, or ordinary participation for a prohibited discriminatory reason when that distinction is not legally permitted.
Legitimate role qualifications, age restrictions, content requirements, safety rules, licensing rules, conflict-of-interest rules, performance standards, and contractual requirements are not automatically discrimination merely because they affect people differently.
3. Identity-based harassment — hard line
You may not repeatedly target, threaten, intimidate, degrade, or exclude a person because of a protected trait.
A discussion about identity, religion, politics, culture, sex, or gender is not automatically harassment. The line is targeted harmful conduct, not the mere existence of disagreement.
4. Names, pronouns, and identity
RBEW expects good-faith respect for a person's legitimate name and identity.
Accidental mistakes should ordinarily be corrected rather than treated as malicious harassment.
Deliberate repeated misidentification used to demean, provoke, or harass a person after the issue is clear may be treated as targeted conduct.
This rule does not require anyone to make a false factual or legal representation. It requires people not to use identity as a tool for targeted abuse.
5. Identity weaponization
A protected identity may not be used as leverage to silence unrelated good-faith criticism, threaten someone with a knowingly false accusation, demand unrelated concessions, or exempt a person from ordinary conduct standards.
Being criticized while belonging to a protected group does not by itself establish discriminatory motive.
6. False or bad-faith claims — hard line
Knowingly fabricating discrimination evidence or knowingly making a malicious false accusation is misconduct.
A report made in good faith is not a violation merely because an investigation does not substantiate it.
7. Investigation
RBEW should examine available context rather than automatically presuming either the reporter or accused person is correct.
Relevant evidence may include the conduct itself, surrounding communications, patterns, stated reasons, comparable treatment, witness information, and legitimate role requirements.
8. Retaliation
You may not retaliate against a person for making a good-faith discrimination complaint, participating in an investigation, or opposing discriminatory conduct.
This does not prevent action against a person for separate misconduct or a knowingly fabricated complaint.
9. Corrective action
Responses may include education, correction, changed procedures, warning, reassignment, access restrictions, suspension, contract remedies, or removal depending on severity and evidence.