Last summer, when we made a statement about Our Zero Tolerance Policy On Sexual Harassment, a number of people asked us to publicly release our formal policy. We wanted to take our time and make sure we covered as many different elements of the issue as we could. We’ve done that, and as part of #MovingForward we’ve made the Foundry Group Sexual Harassment Policy public.
Among other things, we’ve tried to address the issue of non-disparagement clauses. We’ve come to the conclusion that they should be excluded from agreements, and are encouraging our portfolio companies and the funds we invest in to do so as well. Following is the specific section about non-disparagement clauses from our Sexual Harassment Policy.
NON-DISPARAGEMENT CLAUSES. With respect to all agreements between the Company and any employee or contractor, the Company will exclude reports of sexual harassment or assault from any non-disparagement clause. In addition, the Company will encourage portfolio companies and funds to adopt a similar practice.
Please view this policy as open source. Feel free to download it and modify it for your own purposes. If you have any suggestions or feedback on ways to improve it, please email me.
Recognize that this is not legal advice from us, but merely a starting point for anything you’d like to incorporate into your policy.
With the current global movement for women’s rights and equality, IWD 2018 has spawned numerous initiatives including #PressForProgress and #TimeIsNow. While the hashtags vary, the common theme of 2018 is action. For many organizations, the goal is for these initiatives to launch on March 8th but continue throughout the year and beyond. At a minimum, IWD and the organizations and individuals celebrating it will spark action, continue existing conversations, and force new ones.
At Foundry Group, as part of our efforts to help build a more inclusive tech industry, we’ve joined two initiatives as part of IWD 2018: #StartWithEight and Project #MovingForward.
#StartWithEight addresses the gender disparity in venture capital funding by asking participants to commit to taking eight meetings with women from outside their existing networks during the month of March. The idea there is that “the dynamics will change when capital flows equally to any talented founder, no matter his or her gender, race, sexual orientation, or any other characteristic.” For many VCs, deal flow is extremely network driven and often our networks look a lot like us. At Foundry Group, we’ll do at least eight new meetings with women looking for funding who we’ve never met with before in the month of March.
Project #MovingForward is building an open-source directory that pools diversity, inclusion, and anti-harassment commitments from VCs. We (along with 35 other VC firms) shared information (now public on the site) on how we’re #MovingForward. At Foundry Group, in addition to adopting new policies, we’ve created a portal for internal and external stakeholders to report sexual harassment.
There’s a ton of work to be done to achieve gender equality and inclusivity in tech, but these action-oriented initiatives are a good start. I hope the momentum continues to build and we start to see some real change. K9’s Project #MovingForward submission really sums it up: “Actions speak louder than words.”