Reporting Structure

Overview of Reporting

All individuals, including third parties1, are encouraged to immediately report if they experience, observe, or become aware of any behavior they believe may be in violation of this policy.

You can report the occurrence of any behaviors that are prohibited at Sacred Spaces. Proof or direct knowledge of a behavior or incident is not necessary to submit a report. Reports can be filed regardless of whether anyone objected to or directly addressed the behavior.

Who is Required to Report?

Sacred Spaces requires its Board Members and all Supervisors known as “Leaders” to non-anonymously report possible harassment, misconduct, or prohibited behaviors that they hear about, observe, suspect, or otherwise become aware of. No Leader may ignore or fail to report conduct that violates or may violate this policy. See Prohibited Conduct section.

How to Make a Report

Sacred Spaces welcomes and encourages reporting in whatever format is most comfortable and accessible for the individual making the report. A report can be made in person, over the phone or via a video call, by sending an email, or by completing a reporting form. The reporting form can be found here and may be completed electronically or printed.

A report can be made to all supervisors, the CEO, and the board chair. If an employee is uncomfortable reporting to the individuals designated in this policy, they may report their concerns to any board member. All Leaders are trained in receiving and responding to reports.

If you require support in completing the reporting form or if you would like to speak with someone directly about your report, you may approach, call, or email any of the Leaders listed below.

A report can be made to the following Leaders:

Shira Berkovits (she/her)

President and CEO

(646) 481-1088

Lauren Litton (she/her)

Vice President of Consulting Services

(216) 236-4349

Michelle Friedman (she/her)

Board Chair


All Leaders:

Can I make an anonymous report?

Yes. Sacred Spaces affirms that individuals may want to submit a report anonymously; therefore, we provide an option to do so. An anonymous report will be evaluated in the same manner as a report with an identified complainant. In order to give full and fair consideration to a report, Sacred Spaces may conduct interviews or engage in processes that could identify an anonymous reporter. Though we cannot guarantee complete confidentiality, we will make every effort to ensure that information is shared only on a need-to-know basis for the purposes of an assessment or investigation.

If you prefer to submit a report anonymously, you may do so online or send it to 5915 Beacon Street, Pittsburgh, PA, 15217 CONFIDENTIAL ATTN: [name of Leader]. The more information and detail you are able to provide, the more effective we can be in our follow up.

What other things should I know?

Retaliation2 is prohibited against anyone for making a good faith report about a perceived violation of our policy. If you experience or witness retaliatory behavior after reporting, please contact a Leader as soon as possible.

In addition to notifying Sacred Spaces about your concerns, you may wish to seek support and information from external organizations. For additional supportive resources and external reporting agencies, see here.

1 Third-party reports: Third-party reports are those brought forward by an individual who is not directly involved. For example, a supervisor might report an overheard conversation between two individuals who witnessed an incident of discrimination, a staff person may observe harassing behavior between individuals, or a consultant may observe discriminatory remarks towards an individual.

2 Retaliation is the imposition of negative consequences on someone who has reported, assisted in the investigation of, or otherwise taken action to identify or address prohibited behavior. Protection against retaliation extends to everyone participating in a complaint: the complainant, the witnesses, those conducting the investigation, and those deciding how to address misconduct. Importantly, when related to a report, retaliation is independent of the outcome of an investigation. If someone reports conduct because they believe it is a violation of policy or law, but an investigation finds otherwise, the complainant, witnesses, and others involved are still protected from reprisal.