Dignity
Address conduct and performance without humiliating, degrading, or dehumanizing the person.
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Official policy / dignity / equal participation
Anti-harassment &
inclusion.
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A clear standard for respectful access, protected reporting, reasonable participation adjustments, and prompt response to harassment or discriminatory treatment.
View all resources →01 / PURPOSE & SCOPE
A focused rule with a defined boundary.
Element Esports prohibits harassment, discriminatory treatment, sexual misconduct, targeted hostility, exclusionary gatekeeping, and retaliation connected to organizational programs, roles, channels, events, applications, or representation.
This is an internal participation standard for a volunteer esports organization. It applies more broadly than conduct that may meet a legal definition, while preserving ordinary disagreement, fair performance feedback, competitive banter that does not become targeted abuse, and good-faith enforcement.
02 / CORE STANDARDS
The operating baseline.
Equal access
Make role, roster, application, discipline, and opportunity decisions using legitimate organizational criteria.
No targeted harassment
Repeated unwelcome conduct, threats, stalking, sexual attention, slurs, hostile targeting, and coordinated abuse are prohibited.
Reasonable adjustments
Consider practical adjustments for disability, health, communication, religious, caregiving, school, work, or military needs without demanding unnecessary details.
Multiple reporting routes
A person may bypass the normal chain when it is unsafe, conflicted, or the concern involves that chain.
No retaliation
Do not punish, threaten, isolate, expose, or disadvantage someone for a good-faith report, boundary, accommodation request, or review participation.
03 / PROCESS
Respond early without prejudging.
- ReceiveListen, identify immediate safety or safeguarding needs, and record the concern in the reporter's own terms.
- ProtectSeparate people, preserve evidence, adjust channels, or limit contact when reasonably necessary.
- RouteAssign an uninvolved reviewer and identify overlapping safeguarding, community, privacy, or discipline requirements.
- ReviewGather relevant information, allow response, and distinguish policy violations from interpersonal disagreement or performance feedback.
- ResolveIssue proportionate findings, support, corrections, restrictions, or closure and explain the available appeal route.
- Follow upCheck for recurrence, retaliation, failed adjustments, or new risk.
04 / AUTHORITY & LIMITS
Inclusion does not erase standards.
- Performance standards, roster decisions, role qualifications, deadlines, and proportionate discipline may still be enforced consistently.
- No person is required to confront an alleged harasser before reporting.
- Privacy is protected on a need-to-know basis; absolute confidentiality cannot be promised.
- Immediate danger, credible threats, suspected abuse, or unlawful conduct may require emergency or external reporting.
- A knowingly malicious false report may be addressed, but an unsubstantiated report is not automatically false.
05 / ACCOUNTABILITY
Document, correct, and improve.
Leadership must model the standard, address conflicts of interest, and use the same process for influential members as for everyone else.
This policy works with Community Standards, Safeguarding, Staff & Member Conduct, Minor Participation, Conflict Resolution, and Discipline & Appeals.
Discipline & Appeals
Protective actions, findings, corrective measures, notice, and appeals follow the organization-wide process.
Read policy →Report a concern
Good-faith concerns may be reported without retaliation. Preserve relevant evidence and avoid public escalation that could increase harm.
Open reporting options →