Reine is a nonprofit 501(c)(3), based in Nashville, TN (DBA Reine Institute). All donations are tax deductible, EIN 82-5189832.

If you would like to make a donation, you can mail a check directly to Reine Institute, 707 Main Street, #178, Nashville, TN 37206


Inclusion and Respectful Organization Policy

Reine’s Diversity and Inclusion Statement

Reine is committed to inclusion. Inclusion embraces diversity and difference, but inclusion moves beyond difference. Diversity is defined as the state or quality of being different and as individuals we are all uniquely different. Inclusion means respect and valuing those differences. To be an inclusive organization, we welcome people from all backgrounds, experiences, and viewpoints. The following sections outline Reine’s organization policies related to non-discrimination, anti-harassment, and reporting procedures. 

Harassment Prevention Policy

Reine is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal opportunities and prohibits discriminatory practices, including harassment. Therefore, Reine expects that all relationships among persons in the workplace will be business-like and free of bias, prejudice, discrimination, and harassment.

In order to keep this commitment, Reine maintains a strict policy of prohibiting unlawful harassment of any kind, including sexual harassment and harassment based on race, color, religion, national origin, sexual orientation, gender identity or expression, sex, age, physical or mental disability or any other characteristic protected by state, federal or local employment discrimination laws. This policy applies to all employer agents and employees, including supervisors and non-supervisory employees, and to nonemployees who engage in unlawful harassment in the workplace.

Individuals who violate this policy are subject to discipline up to and including the possibility of immediate discharge.

Examples of unlawful harassment include, but are not limited to:

  1. Verbal conduct such as epithets, derogatory jokes or comments, slurs or unwanted sexual advances, invitations or comments.

  2. Visual conduct such as derogatory and/or sexually oriented posters, photography, cartoons, drawings, e-mail and faxes or gestures.

  3. Physical conduct such as assault, unwanted touching, blocking normal movement or interfering with work directed at an employee because of the employee’s sex or other protected characteristic.

  4. Threats and demands to submit to sexual requests in order keep one’s job or avoid some other loss, and offers of employment benefits in return for sexual favors.

  5. Retaliation for having reported or threatened to report unlawful harassment.

Sexual Harassment

Sexual harassment includes, but is not limited to, making unwanted sexual advances and requests for sexual favors where either:

  1. Submission to such conduct is made an explicit or implicit term or condition of employment; or

  2. Submission to or rejection of such conduct by an individual is used as the basis of employment decisions affecting such individual; or

  3. Such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.

Any employee or other person who believes he or she has been harassed by a co-worker, supervisor, agent of Reine, or by a nonemployee should promptly report the facts of the incident or incidents and the names of the individual(s) involved to his or her supervisor, or in the alternative, to the Director of Human Resources (or whoever is responsible for human resource activities in Reine). Upon receipt of a complaint, Reine will undertake a prompt, thorough, objective and good faith investigation of the harassment allegations.

If the organization determines that harassment has occurred, effective remedial action will be taken in accordance with the circumstances involved. Any individual determined by Reine to be responsible for harassment will be subject to appropriate disciplinary action, up to and including termination.

Individuals and Conduct Covered

These policies apply to all applicants, employees, and agents of Reine, whether related to conduct engaged in by fellow employees or by someone not directly connected to Reine (e.g., an outside vendor, consultant, partner, or client).  If a nonemployee is found to be harassing a current employee, steps will be taken to ensure that the employee is no longer exposed to this harassment.

Protection from Retaliation

Employees will not be retaliated against for filing a complaint and/or assisting in a complaint or investigation process. Further, Reine will not tolerate or permit retaliation by supervisors or co-workers against any complaint or anyone assisting in a harassment investigation.