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Community Standards & Code of Conduct
Founded in 2009, The Improv Shop exists to provide St. Louis with a supportive space to explore improvisation. Our community is built on trust, mutual respect, artistic freedom, and shared responsibility.
We are committed to maintaining an environment that is welcoming, developmental, and free from harassment, discrimination, intimidation, coercion, retaliation, and violence.
Improvisation invites vulnerability and risk. It involves human complexity, emotional exploration, and social interaction. Not every uncomfortable moment constitutes harm. Our goal is not to eliminate discomfort, but to clearly distinguish between growth-oriented discomfort and conduct that undermines safety, participation, or fairness.
Participation in The Improv Shop is rooted in good faith. Community members are expected to conduct themselves with respect and integrity in all interactions. This includes honoring clearly stated emotional and physical boundaries, refraining from targeting, humiliating, or isolating others, and taking responsibility for the impact of one’s behavior.
The Improv Shop respects the diversity of personal beliefs held by members of its community. This policy does not regulate personal belief. However, participation in our programs requires interacting with others in a manner consistent with our standards for respect and inclusion. Personal beliefs do not exempt individuals from expectations regarding non-discrimination and respectful conduct within our programs. Conduct that targets, excludes, or creates a hostile environment for others may be addressed under this policy, regardless of the beliefs on which it is based.
Disagreement, provocation, or perceived offense does not justify retaliatory or escalating behavior. Community members are expected to raise violation concerns through established reporting processes rather than through interpersonal conflict.
Failure to uphold these standards may result in review under the policies outlined below.
I. Equal Treatment & Non-Discrimination
The Improv Shop is committed to equal opportunity and equal treatment in all aspects of participation and employment.
We do not tolerate discrimination based on race, color, religion or creed, national origin, ancestry, citizenship, age, disability, sex, sexual orientation, gender identity, gender expression, marital status, family status, veteran status, or any other characteristic protected by law.
These protections extend to employees, contractors, instructors, performers, volunteers, students, service providers, audience members, and guests.
Casting, hiring, promotion, teaching assignments, leadership opportunities, and other participation decisions will not be influenced by protected characteristics. Discrimination, whether explicit or implicit, undermines both artistic integrity and community trust.
Participation in The Improv Shop’s programs requires interacting with others in a manner consistent with our standards for respect and inclusion. Conduct that targets, excludes, or creates a hostile environment for others may be addressed under this policy, regardless of the beliefs on which it is based.
II. Anti-Harassment & Safety Standards
The Improv Shop does not tolerate harassment.
Harassment is unwelcome verbal, written, physical, or nonverbal conduct that is targeted at an individual or group and interferes with participation or creates an intimidating, hostile, or degrading environment.
Sexual harassment includes unwelcome sexual advances, repeated requests after rejection, sexual comments about a person’s body, unwanted physical contact, or conduct of a sexual nature that creates coercion or hostility. Sexual assault will be referred to law enforcement when appropriate.
The safety of our community is of the utmost importance. Acts or threats of physical and/or sexual violence, intimidation, or coercion will not be permitted. Violations may result in immediate removal from the premises, suspension of participation, termination of employment, or referral to law enforcement depending on severity.
Retaliation against any individual who raises a concern or participates in a review process is prohibited.
Workplace Harassment Policy
The Improv Shop is committed to maintaining a workplace free from unlawful harassment, discrimination, retaliation, and violence. This commitment applies to all employees, instructors, contractors, and individuals acting in supervisory or evaluative roles.
Harassment in the workplace is prohibited by law and by this policy. This includes harassment based on any protected characteristic outlined in the Equal Treatment & Non-Discrimination section of this policy.
The Improv Shop will take prompt and appropriate action in response to complaints or knowledge of workplace harassment. Disciplinary action may include coaching, written warning, suspension, removal of supervisory authority, termination of employment, or referral to law enforcement when appropriate.
Retaliation against any employee or instructor who reports harassment or participates in an investigation is strictly prohibited and may result in disciplinary action.
Right to Refuse Service & Remove from Premises
The Improv Shop reserves the right to refuse service or remove any individual from its premises, classes, rehearsals, performances, or events when behavior is disruptive, unsafe, threatening, or inconsistent with the standards outlined in this policy.
This authority may be exercised in real time when necessary to protect the safety, comfort, and integrity of the community. The Improv Shop will not refuse service or participation on the basis of any protected characteristic outlined in the Equal Treatment & Non-Discrimination section of this policy.
Decisions regarding removal or refusal of service are made at the discretion of The Improv Shop leadership or designated staff.
Scope of Responsibility
On-Premise Activity
This policy applies to conduct occurring in classes, rehearsals, performances, official communication channels, and all Improv Shop-sponsored activities.
Off-Premise Activity
Conduct that occurs outside official Improv Shop programs, including private messages or personal relationships, will be reviewed on a case-by-case basis. The Improv Shop may address such conduct when it meaningfully impacts participation, creates a hostile or intimidating environment within our programs, involves abuse of authority connected to Improv Shop roles, demonstrates a pattern of harassment, or presents a safety concern within the community.
The Improv Shop is not responsible for mediating every interpersonal conflict or private dispute between community members. In particular cases that do not rise to the level of policy violation but may benefit from professional mediation, the Improv Shop may make the choice to defer involvement and refer parties to outside resources (including such organizations as CRCSTL). Not all uncomfortable interactions rise to the level of policy violation. Determinations regarding whether conduct falls within the scope of this policy, and what steps (if any) are appropriate, are made at the discretion of The Improv Shop leadership.
Reports will be handled as discreetly as possible consistent with a fair and thorough review process.
Discomfort, Miscommunication, and Misconduct
Improvisation involves experimentation and social interaction. Social awkwardness, misread cues, or a one-time mistake corrected after feedback do not automatically constitute policy violations.
Conduct becomes misconduct when it reflects repeated disregard for clearly expressed boundaries, targeting or isolating behavior, retaliation, coercion, abuse of influence, discrimination, or a pattern of conduct that makes participation feel unsafe.
When concerns arise, The Improv Shop evaluates them based on context, intent, impact, pattern, and response to feedback when determining whether conduct constitutes a misstep, a boundary issue requiring education or mediation, or a violation of this policy.
Not every misstep results in disciplinary action. However, repeated disregard for community standards or behavior that undermines safety may result in corrective action at the discretion of The Improv Shop leadership.
Good Faith Reporting & Policy Misuse
This policy exists to protect community safety, not to gain leverage in personal conflicts.
Knowingly making false allegations, materially misrepresenting events, or attempting to weaponize this policy to harm another individual’s reputation or standing within the community is itself a violation of this policy.
At the same time, we recognize that misunderstandings can occur in good faith. A report made sincerely, even if not substantiated, is not considered misuse.
All reports are evaluated carefully, proportionally, and with attention to context and impact.
Proportional Response
Concerns are addressed proportionally. Depending on severity and pattern, responses may include conversation and education, mediation, formal warning, removal from a class or team, suspension, permanent exclusion, termination of employment, or referral to law enforcement.
III. Employee & Instructor Code of Conduct
Employees, instructors, producers, and leadership hold authority within The Improv Shop community and are therefore held to a higher standard of conduct.
Those in positions of authority must not use their influence, access, or decision-making power in ways that create coercion, favoritism, intimidation, or perceived obligation.
No employee or instructor may imply or condition casting decisions, teaching opportunities, leadership roles, advancement, or other benefits on romantic involvement, sexual access, or personal loyalty. Rejection of personal interest must never result in negative consequences.
The Improv Shop recognizes that it is a social and creative environment in which personal and professional lines may intersect. Romantic or sexual relationships between consenting adults are not automatically prohibited. However, relationships involving a power imbalance, including instructor/student or supervisory dynamics, are strongly discouraged.
If such a relationship develops, the employee or instructor is expected to exercise sound judgment and remove themselves from any evaluative or decision-making role involving that individual. Leadership retains the authority to adjust responsibilities when necessary to preserve fairness and trust.
In cases where a personal relationship pre-exists participation, the relationship must be disclosed to leadership so that appropriate steps can be taken to preserve fairness and avoid conflicts of interest.
Employees and instructors are required to report conduct they witness or become aware of that may constitute harassment, discrimination, abuse of authority, retaliation, or violence. Failure to report known misconduct that affects community safety may itself constitute a violation of this policy.
Violations may result in coaching, formal warning, suspension, removal of authority, termination of employment, or referral to law enforcement. All determinations are made at the discretion of The Improv Shop leadership.
IV. Reporting & Review Process
When a concern is raised, The Improv Shop follows a general process designed to provide timely acknowledgement and a fair and proportional response. Retaliation against any individual who submits a report in good faith or participates in a review process is strictly prohibited and may result in disciplinary action.
- Submission of Report
Individuals submit a report outlining their concerns, observations, and relevant evidence to the Improv Shop’s reporting form: LINK.
Concerns filed via the reporting form are sent to the Improv Shop’s executive leadership team which includes Andy Sloey, Melanie Penn, Ryan Myers, and Ashley Rube.
- Acknowledgment of Report
Once a concern is received, leadership will quickly respond with receipt of report and determine whether safety concerns require immediate action.
Depending on the gravity of a report, “immediate action” may include removal of individuals from Improv Shop buildings and/or events while investigations are conducted.
- Initial Assessment
Leadership will review the information provided to determine whether the matter falls within the scope of this policy. During this stage, leadership may seek clarification from the reporting and/or accused party/parties to better understand the concern and desired outcome.
Not all concerns require a formal investigation. Some matters may be appropriately addressed through conversation, clarification, or mediation.
- Review or Investigation (If Warranted)
If a more formal review is necessary, leadership may:
- Speak with the reporting party
- Speak with the responding party
- Speak with relevant witnesses
- Review voluntarily submitted documentation
All reviews are conducted on a case-by-case basis with attention to context, impact, and fairness.
- Determination & Response
After review, leadership will determine whether a policy violation occurred and what response is proportionate. Responses may range from education or mediation to formal warning, removal from participation, termination of employment, or referral to law enforcement, depending on severity.
All determinations regarding scope, investigation, and next steps are made by The Improv Shop leadership in accordance with this policy.
- Communication
Both parties will be informed that the matter has been addressed. Specific disciplinary details may remain confidential.
Information is shared on a need-to-know basis. Absolute confidentiality cannot be guaranteed, but discretion is prioritized.
Nothing in this policy prevents individuals from pursuing external legal remedies.
V. Conflict of Interest & Review Integrity
The Improv Shop recognizes that, as a community-focused organization, members of leadership may have familiarity or prior working relationships with individuals involved in a report. Such familiarity is an inherent part of a collaborative arts environment and does not, on its own, constitute a conflict of interest.
A conflict of interest exists when a member of leadership has a close personal relationship, direct involvement in the reported conduct, or a material interest in the outcome that could reasonably impact their ability to remain impartial. In such cases, that individual will recuse themselves from the review and decision-making process.
The Improv Shop is committed to administering this policy in good faith, with attention to fairness, consistency, and accountability. Leadership is responsible for stewarding a review process that is thoughtful, proportionate, and responsive to context, impact, and community safety.
When possible, reviews will involve more than one member of leadership to support balanced and informed decision-making. In situations where recusal or capacity limits the number of available reviewers, The Improv Shop may incorporate additional perspectives.
In cases involving heightened complexity, potential conflicts of interest, or significant impact to individuals or the broader community, The Improv Shop may consult with or engage an external advisor. External advisors may include professionals or experienced individuals outside of The Improv Shop community who can provide guidance, review information, or offer an independent perspective. The use of an external advisor is determined at the discretion of leadership based on the needs of the situation.
Final determinations remain the responsibility of The Improv Shop leadership and are made in accordance with this policy.
VI. Continued Improvement and Accountability
This policy is a living document and is subject to change and improvement as we grow and learn. As such, this policy will be formally reviewed on an annual basis by members of the Improv Shop Leadership Team, faculty, and staff. Any updates will be communicated and published on the Improv Shop Website where the Harassment Policy will remain public and accessible for all members of our community.
Last updated April 2026
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