Oceantic Network is committed to fostering a diverse and inclusive environment within the offshore wind and ocean renewable industries. This policy exists to ensure that all participants in continuing education & training (CE/T) are treated equitably and free from discrimination. It aligns with our strategic goal of promoting workforce development and meets legal and regulatory requirements to uphold equal opportunities in educational settings.
Statement
Oceantic Network prohibits discrimination based on race, ethnicity, color, religion, gender, gender identity, sexual orientation, age, disability, veteran status, marital status, parental status, nationality or national origin, or any other legally protected category. All individuals involved in our work are expected to uphold these principles by using inclusive practices, creating fair learning experiences, and upholding policies, practices, and processes that ensure everyone shares the same advantages and benefits regardless of their identity-based characteristics. Discrimination, harassment, or identity-based exclusion of any kind is not tolerated.
This policy applies to all personnel, such as employees, volunteers, and independent contractors, who are or may become involved in continuing education & training learning events from Oceantic Network. This includes, and is not limited to:
- Instructional designers
- Course developers
- Instructors
- Subject matter experts
- Evaluators
- Administrators
- Learners
- Clients
- Sponsors
- Partners
It also applies to all programs, events, and activities organized by or associated with Oceantic Network’s education and training efforts. It extends to the verbal, written, visual, behavioral and other attributes of both in-person and virtual learning.
Procedures
Making a report
Anyone who experiences or witnesses discriminatory behavior is expected to confidentially report the incident to the Oceantic Network Executive Office at [email protected] which oversees reporting, investigation, adjudication, and appeals. All parties involved will be treated with respect and confidentiality.
Once a report is made-Initial Steps
Oceantic Network acknowledges receipt of the complaint and conducts an initial review to determine if the allegations fall within their jurisdiction. The complainant is typically informed of the expected timeline for the investigation or next steps
The investigator (internal or external) gathers evidence, interviews witnesses, and reviews relevant documentation. The investigation shall be objective, impartial, and confidential, ensuring fairness and transparency for both the complainant and the respondent
The investigation concludes with a determination of whether discrimination occurred, based on the evidence. Findings are reported to the CEO and/or Board Chair as appropriate and shared with the complainant and the respondent
Resolution Process
If discrimination is confirmed, corrective measures will be taken. See Enforcement for more information
Enforcement Violations of this policy will result in consequences and corrective intervention commensurate with the severity and/or frequency of the noncompliance. Based on the findings, these may include:
- Warning
- Required training
- Suspension
- Termination or removal
- Legal action