Community Agreements

North Dakota LGBTQIA2S+ Summit Organizing Committee
Community Agreements

 

These agreements set the community standards and expectations to which we all must agree in order to be a member of the ND LGBTQIA2S+ Organizing Committee (also known as “Committee”). These agreements are applicable in both our real-world and online organizing spaces. Any behaviors that are not covered by these agreements but raise concerns can be brought forward to an unbiased mediator and/or the chair.  

​

Building a Community of Inclusion, Accountability & Integrity

We share the following values and attitudes, as we are dedicated to working cooperatively towards fostering an acceptance for the LGBTQIA2S+ community, educating the public on the LGBTQIA2S+ community, and furthering the LGBTQIA2S+ communities’ collective rights through the organizing of an annual statewide LGBTQIA2S+ Summit.  

 

Values and Principles
The LGBTQIA2S+ Summit Organizing Committee values Respect, Awareness, Belonging, Education, Inclusion, Open-mindedness, Equity, Solidarity, Resilience, Effective Collaboration, Fearlessness, Attentiveness, and Growth.

 

Values of Inclusion

Our Committee must reflect our LGBTQIA2S+ Community and its principle of inclusion. We collectively agree to represent and affirm that our group is non-discriminatory and will treat all individuals and groups equally without regard to actual or perceived; race, creed, color, national origin, religious background or affiliation, gender, gender expression or gender identity, sex, sexual orientation, pregnancy, age, height or weight, alienage or citizenship status, past, present, or future disability or condition, veteran or military status, familial status, criminal background; socioeconomic status, or any other protected status.

​

Values of Accountability

Our Committee is held accountable to the LGBTQIA2S+ Community and to each other. The volunteers and/or staff member on the committee are committing their time and labor towards making the LGBTQIA2S+ Summit a success. We value accountability when it comes to commitments we’ve made to the planning committee. If we are assigned a task and are unable to complete that task, we will reach out and inform the Committee. We are all building this together and strive for an equitable amount of work for all volunteers and/or staff.

​

Values of Integrity

Our Committee is dedicated to the integrity of the LGBTQIA2S+ Summit and will work towards ensuring its structure and success. Our community and the LGBTQIA2S+ Summit is a safe place for all who come. People may share stories or their experiences of a personal nature, and respect someone’s wishes for confidentiality, whether personal or professional.  

 

Principles 

• Active consent (ask before touching someone, taking photos) and respect when someone says no.

• Assume complexity; no one needs to explain their identity, their partnerships, pronouns, or accessibility to you.

• Introduce yourself with pronouns/access needs when appropriate. Honor names and pronouns. If you mess up, briefly apologize and correct yourself, move on quickly UNLESS the other person wants to discuss further.

• If asking about accessibility, keep questions brief and appropriate (see accessibility training).

• Step up, step back: make space for others to speak, recognize your privilege and actively make space for those with less privilege to speak. If you are usually quiet, consider sharing; if you speak a lot, make room for others to share

• Use “I statements” (share experience, avoid giving advice).

• Self-Regulation (we are all responsible for keeping ourselves and each other accountable to our agreements).

• Welcome multiple viewpoints (invite perspectives that may be different from yours into the conversation).

• Impact over intention. If harm is caused, we prioritize the harm caused over intent ALWAYS. Invite accountability, not defensiveness.

• Take care of yourself and the space. Use designated quiet/sensory spaces if you need them, be mindful of how you are carrying yourself around others

• No hate, no harrassment. Racism, transphobia, ableism, fatphobia, xenophobia, antisemitism, islamophobia, or any form of violence (verbal or physical) is not tolerated

• Call in BEFORE calling out. When it is safe, offer others a chance to grow. Public call outs can be necessary when safety is an issue, but it should not be the go-to.

• Respect access needs. Don’t wear heavy scents, flash bright lights, or crowd shared spaces/those with mobility aids. Prioritize seating, paths, and the needs of those with mobility devices or other accessibility tools.

• Confidentiality and consent to share. What is shared in Committee meetings or at the Summit stays in the meetings  or the Summit (exceptions). Ask before taking photos (as stated above), or sharing someone else’s story outside the space.

• Trauma-informed participation. People may arrive late, leave suddenly, or need time and space. Assume validity or good intent, as we are navigating sensitive subjects. We ask for active communication for folks to know you are okay.

• Take risks: Lean into discomfort (We are all in different stages of our journey. Challenge yourself to contribute even if it’s not perfectly formulated).

• Challenge with care (find ways to respectfully challenge others and be open to challenges of your own views). 

• Break it down (use simple language, eschew obfuscating jargon).

• Digital Boundaries: Respect when phones and devices need to be off or away.

• No Saviors, No Fixing: this is not a place to “fix” people. Hold space, not solutions.

• Land + Labor Acknowledgement. Honor indigenous land and unpaid emotional and physical labor, especially by BIPOC, trans, disabled, and other marginalized queer folks.

​

Harassment and Grievances 

Harassment is defined as aggressive pressure or intimidation. Grievance is defined as a real or imagined wrong or other cause for complaint or protest, especially unfair treatment. This section will outline steps and actions for the treatment of harassment and grievances. Please take the following steps if you are being harassed or have grievances with another member of the Committee.   

​

Harassment

Harassment of Committee members will not be tolerated. Please take the following steps if you are being harassed.

1. Document the harassment 

Record specific details: Write down the date, time, location, and a description of each incident.

Note who was involved: Include the harasser's name and any witnesses.

Keep evidence: Save any relevant emails, text messages, or other communications.

Document your feelings: Record how each incident made you feel. 

​

2.Confront the harasser (if safe) 

Be direct: Tell the harasser that their behavior is unwelcome and must stop.

Be firm: State clearly what behavior is unacceptable.

Avoid apologetic language: Do not smile, as this can send a mixed message.

Consider a written warning: If you don't want to speak face-to-face, write a letter detailing the harassment and stating you want it to stop.

​

3. Report the harassment 

Report the incidents to your subcommittee cochair, executive committee chair, or a designated person responsible for handling complaints.

If it feels threatening: Call the police immediately and consider asking for a detective if it involves cyber activity. Filing a report creates a formal record. 

​

4. Escalate and seek support 

Consult an attorney: If the harassment continues after you've reported it, or if the employer's response is insufficient, consider consulting an attorney who specializes in harassment cases.

Lean on your support system: Talk to friends, family, or a counselor to get emotional support.

 

What to expect after reporting

The committee will launch a prompt investigation.

You may be interviewed as part of the investigation.

The organization should take steps to prevent retaliation for reporting the harassment.

The committee will evaluate the findings and communicate the results and any actions taken to the appropriate parties.

 

Grievances 

Remember in this process that all sides are to be heard and respected.

 

1. Call in, not call out - If you feel comfortable with doing so, the first step should be to try talking to the other party involved first.

2. Bring in a mediator - Ask for an agreed-upon, unbiased third party to be a mediator for a discussion between you and the other person.

3. If the first two steps fail to address the concern, please bring the situation to your subcommittee’s chair and work to resolve the situation within the subcommittee. If the subcommittee’s chair is an involved party, bring it to the attention of the Committee co-chairs. 

 

​​