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<div>Hello, all-</div><div><br></div><div>Shared without comment: Chris LaHatte, the Ombudsman, has published a post on his blog in relation to the alleged incident.</div><div><br></div><div>https://omblog.icann.org/index.html?m=201603.html</div><div><br></div><div>Kind regards,</div><div><br></div><div>Ayden </div><div>
</div><div><div class="gmail_extra"><br>
<div class="gmail_quote">
On Thu, Mar 24, 2016 6:36 AM, Padmini <span dir="ltr"> <a href="mailto:pdmnbaruah@gmail.com" target="_blank">pdmnbaruah@gmail.com</a></span>
wrote:<br>
<blockquote class="gmail_quote" style="margin:0 0 0 .8ex;border-left:1px #ccc solid;padding-left:1ex">
<u></u>
<div dir="ltr">Dear Stephanie<div>You are very spot on when you say more work needs to be done. I do believe there is an absolute vacuum on procedures for sexual harassment that are impartial, diverse and reflective of fairness. Therefore, on issues like say privacy, confidentiality, definition alone, there are significant lacunae. That is what I meant.<br></div></div><div><br clear="all"><div><div><div dir="ltr"><div><div dir="ltr">Padmini Baruah<div>V Year, B.A.LL.B. (Hons.)</div><div>NLSIU, Bangalore</div></div></div></div></div></div>
<br><div>On Thu, Mar 24, 2016 at 11:03 AM, Stephanie Perrin <span dir="ltr"><<a href="mailto:stephanie.perrin@mail.utoronto.ca" target="_blank">stephanie.perrin@mail.utoronto.ca</a>></span> wrote:<br><blockquote style="margin:0 0 0 .8ex;border-left:1px #ccc solid;padding-left:1ex">
<div bgcolor="#FFFFFF" text="#000000">
ICANN's expected standards of behaviour are not fulsome, I agree,
but they do cover inappropriate conduct.
<a href="https://www.icann.org/resources/pages/expected-standards-2012-05-15-en" target="_blank">https://www.icann.org/resources/pages/expected-standards-2012-05-15-en</a><br>
In particular, the following (bullet 3) section covers how we treat
one another at ICANN (including at meetings):<br>
<strong><br>
</strong>
<blockquote><strong>Treat</strong><strong></strong> all members of
the <abbr title="Internet Corporation for Assigned Names and
Numbers">ICANN</abbr> community <b>equally,</b> irrespective of
nationality, gender, racial or ethnic origin, religion or beliefs,
disability, age, or sexual orientation; members of the <abbr title="Internet Corporation for Assigned Names and Numbers">ICANN</abbr>
community should treat each other <b>with civility</b> both face
to face and online. [emphasis added]<br>
</blockquote>
Not a great deal of detail, but "equally", particularly when
accompanied by the following recital, goes a long way to addressing
gender bias and inappropriate behaviour, as does the expression
"with civility". The redress mechanism is the Ombudsman. The 2005
RMAF <a href="https://www.icann.org/en/system/files/files/rmaf-08feb05-en.pdf" target="_blank">https://www.icann.org/en/system/files/files/rmaf-08feb05-en.pdf</a>
(Results-based Management Accountability Framework) details how the
model is expected to work. You might not think it is adequate, fair
enough, but it is not accurate to say there is nothing, in my view.
We need more, that's all.<br>
I am not criticising here, just trying to provide background
documents. As the statement says, more work on policies and
procedures needs to be done, and we in NCUC will help with that
work.<br>
<br>
Cheers Stephanie<div><div><br>
<div>On 2016-03-24 1:05, Padmini wrote:<br>
</div>
<blockquote type="cite">
<div dir="ltr">Thank you for this clear statement, and the support
for many of the issues I raised.
<div>I would just like to put on record that the phrases “<u style="font-weight:bold;font-style:italic">substantive due
process</u>” and “<u style="font-weight:bold;font-style:italic">evidentiary
burden being met</u>” have been echoed by me vocally and
repeatedly throughout the entire process, both to the
ombudsman and to many of you. I am a student of the law, and
have these principles, including natural justice well drilled
into my head. If there wasn't a failure of process, and such a
short time span to engage with the issue at the site of the
cause of action arising itself [given that the conference was
in Marrakech for 5 days], I might not have taken these steps
that I felt constrained to later.</div>
<div>Just pointing out, there is no trial, no court, and my
statement is my own, which I can back up with evidence. I do
not understand why issues of unfairness of procedure are being
raised when there is <i>no procedure in the first place</i>.</div>
<div>I would really appreciate it, generally, if that were
acknowledged.</div>
<div><br>
</div>
<div>Thanks everyone.</div>
</div>
<div><br clear="all">
<div>
<div>
<div dir="ltr">
<div>
<div dir="ltr">Padmini Baruah
<div>V Year, B.A.LL.B. (Hons.)</div>
<div>NLSIU, Bangalore</div>
</div>
</div>
</div>
</div>
</div>
<br>
<div>On Thu, Mar 24, 2016 at 10:26 AM,
Stephanie Perrin <span dir="ltr"><<a href="mailto:stephanie.perrin@mail.utoronto.ca" target="_blank"></a><a href="mailto:stephanie.perrin@mail.utoronto.ca" target="_blank">stephanie.perrin@mail.utoronto.ca</a>></span>
wrote:<br>
<blockquote style="margin:0 0 0 .8ex;border-left:1px #ccc solid;padding-left:1ex">
<div bgcolor="#FFFFFF" text="#000000"> Thank you very much
for publishing this statement. I think it is very
helpful, and indeed crystallizes some of the issues. <br>
Stephanie Perrin
<div>
<div><br>
<br>
<div>On 2016-03-23 22:44, Rafik Dammak wrote:<br>
</div>
</div>
</div>
<blockquote type="cite">
<div>
<div>
<div dir="ltr"><span style="font-size:12.8px">STATEMENT
OF THE NONCOMMERCIAL USERS CONSTITUENCY
EXECUTIVE COMMITTEE (NCUC-EC) ON SEXUAL
HARASSMENT</span><br style="font-size:12.8px">
<br style="font-size:12.8px">
<span style="font-size:12.8px">Accusations of
sexual harassment at ICANN 55 raise two issues,
which must be kept distinct. One is whether this
particular incident constituted sexual
harassment and if so, what would be an
appropriate response. The other is whether ICANN
needs to be better prepared to handle situations
like this with well-defined policies and
procedures. We believe that these two issues are
being confused.</span><br style="font-size:12.8px">
<br style="font-size:12.8px">
<span style="font-size:12.8px">With regard to the
alleged incident, there is very little objective
evidence, and the community is grappling with
this issue in the absence of a clear, commonly
accepted definition of sexual harassment.* We
hope that this question is resolved fairly and
proportionately through further investigation
and verification rather than through allegations
in public forums and email lists.</span><br style="font-size:12.8px">
<br style="font-size:12.8px">
<span style="font-size:12.8px">With regard to the
second issue, we strongly agree that action
needs to be taken and look forward to assisting
the staff and the board with the development of
appropriate policies and procedures. Since NCUC
is a rights-focused stakeholder group, the
Executive Committee takes a principled stance
toward the issue and requests that any sexual
harassment policy must:</span><br style="font-size:12.8px">
<br style="font-size:12.8px">
<span style="font-size:12.8px"> a) be developed in
an atmosphere of impartial, open discussion in
which all viewpoints can be heard and respected;</span><br style="font-size:12.8px">
<span style="font-size:12.8px"> b) be based on
clear, unambiguous definitions of sexual
harassment that can be readily understood and
applied by all ICANN participants;</span><br style="font-size:12.8px">
<span style="font-size:12.8px"> c) respect the
privacy, procedural and substantive rights of
both the accuser and the accused</span><br style="font-size:12.8px">
<br style="font-size:12.8px">
<br style="font-size:12.8px">
<br style="font-size:12.8px">
<span style="font-size:12.8px">* A typical
definition of SH from U.S. law is: “Unwelcome
sexual advances, requests for sexual favors, and
other verbal or physical conduct of a sexual
nature constitute sexual harassment when
submission to such conduct is made either
explicitly or implicitly a term or condition of
an individual's employment, submission to or
rejection of such conduct by an individual is
used as the basis for employment decisions
affecting such individuals, or such conduct has
the purpose or effect of unreasonably
interfering with an individual's work
performance or creating an intimidating,
hostile, or offensive working environment. (29
C.F.R. § 1604.11 [1980])</span><br>
</div>
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</div><div><br></div><div class="mixmax_signature"><div style="line-height: 17.03px;">Ayden Férdeline</div><div style="line-height: 17.03px;">+44.77.8018.7421</div></div><img align="left" width="0" height="0" style="border:0; width:0px; height:0px;" src="https://app.mixmax.com/api/track/v2/5KM8nBo425Rtt29rI/gIt92YuwWah12ZAVWbpR3cvhmI/IyZy9mLjV3Yu5yc0NXasB0czV3YzlGZtMWdj5mI/IyczV3YzlGZtMUVD5kI?sc=false" alt="">
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