Mutual Non-Disclosure Agreement

NDA (#6)

This Agreement is entered into as of the 1st day of April, 2024, the “Effective Date”, by and between every party that signs this agreement including: SEED: Strategies for Ethical and Environmental, Development Inc., Veg Foundation, American Vegan Society, CreatureKind, Our Honor, We The Free, Associação Vegetariana, Portuguesa, Animal Rights Coalition, Vegan Activist Alliance, Animal Save Movement, LEAP (Leaders for Ethics, Animals, and the Planet), Rethink Your Food, Oslo Vegetarfestival, Growing Plant-Based Association Coexister, Animal Enterprise Transparency Project, Portuguese Vegetarian Association, Green REV Institute, Sociedad Chilena de Medicina y Nutrición Preventiva, Luvin Arms Animal Sanctuary, Greyton Farm Animal Sanctuary, Animal Place, Asociația de Conștientizare a Industriei Agricole, DifusionV, Animal Defense Partnership, Our Planet. Theirs Too., Hope Haven Farm Sanctuary, La Planta, and VARC.

All Parties are participating in a private strategic planning workshop with Dr. Krista Hiddema of For The Greater Good. Through this process, the goal is that each Party will produce a comprehensive strategic plan, and in so doing, may share information with the other Parties that is considered to be proprietary and confidential (“Confidential Information”).

All Parties agree to keep private all information shared with them by the other Parties. This information could include program plans, financial information, human resources information, donor information, and any other information related to the organization.

All Parties also agree that:

  1. Each Party may disclose Confidential Information to the other Parties in confidence in the course of the Parties relationship and such information shall be deemed confidential regardless of whether the disclosing Party identifies it as such.
  2. All Parties will protect such Confidential Information from inadvertent disclosure using the same care and diligence that each Party uses to protect its own proprietary and Confidential Information, but in no case less than reasonable care. 
  3. The recipient of Confidential Information will notify the disclosing Party if the recipient becomes aware of any information leak or if that Party is asked to disclose Confidential Information by a court of law. 
  4. All Confidential Information disclosed under this Agreement will be and remain the property of the disclosing Party. 
  5. The Parties further agree to align their behavior to the Respectful Communications Policy attached here, and agree to comply with all guidelines within it.
  6. This Agreement, including the Respectful Communications Policy, contains the entire agreement between the Parties and in no way creates an obligation for any Party to disclose information to the other Parties or to enter into any other agreement.
  7. This Agreement shall remain in effect for a period of three years from the Effective Date unless otherwise terminated by any Party giving notice to the others of its desire to terminate this Agreement. The requirement to protect Confidential Information disclosed under this Agreement shall survive termination of this Agreement.
  8. This Agreement was entered into in the Province of Ontario, Canada, and any disputes will be governed by the laws of the Province of Ontario.

Respectful Communications Policy

Dr. Krista Hiddema of For The Greater Good (“FTGG”) is committed to providing a safe and professional work environment free from all forms of inappropriate conduct, including discrimination, bullying, intimidation, non-sexual harassment, sexual and gender-related harassment, and other inappropriate conduct (summarized as “Discrimination and Harassment” throughout this policy).

Discrimination and Harassment can have significant negative effects on the mental, emotional, and physical wellbeing of individuals experiencing or witnessing these harmful behaviors. Discrimination and Harassment can also harm morale, overall work culture, productivity, and ultimately, our ability to carry out our mission to empower advocates to maximize their effectiveness in reducing animal suffering. 

FTGG has therefore developed this policy to demonstrate our commitment to complying with all anti-harassment and anti-discrimination laws in the countries in which we and our clients operate, and to foster an organizational culture in which everyone is treated with respect and dignity.


The Workplace” is defined as any place (physical or virtual) where work-related activities occur, including meetings, conferences, training sessions, travel, social functions, and electronic communication. Online communication includes but is not limited to Google Workspace, Zoom, email, phone calls, and any other business-related communications. The Workplace includes any of the aforementioned activities in any of the countries where FTGG has clients.

Discrimination is the differential treatment of or hostility toward an individual on the basis of certain individually identifying characteristics such as race, color, ethnicity, national origin, citizenship, religion, sex, gender or gender expression, sexual orientation, marital status, age, ability, or any other factor that is legislatively protected in the country in which the individual works.

FTGG extends its definition of discrimination to include the differential treatment of or hostility toward anyone based on any characteristics such as socioeconomic status, body size, political affiliation, or other belief- or identity-based expression.

Bullying, intimidation, and non-sexual harassment refer to unwelcome conduct—including physical, verbal, and nonverbal behaviors—that upsets, demeans, humiliates, intimidates, or threatens an individual or group. Harassment may occur as one incident or many, and if these behaviors become habitual they may be described as bullying.

Harassment has the purpose and/or effect of interfering with an individual’s work performance, adversely affecting an individual’s employment opportunities, and may also impact an individual’s dignity and self-respect. When the conduct is pervasive or severe, it can create an intimidating, hostile, or offensive work environment.

Examples include but are not limited to:

  • Gaslighting
  • Verbal aggression or yelling
  • Spreading malicious rumors
  • Epithets, slurs, or negative stereotyping
  • Humiliation in front of colleagues, such as subjecting one to practical jokes or ridicule
  • Offensive jokes or comments that undermine the individual’s role
  • The display or distribution of material showing hostility or aversion toward an individual or group in the Workplace, printed or electronic
  • The threat, attempt, or use of physical force against an FTM in the Workplace that causes or could cause physical injury

Harassment can occur between two or more people regardless of whether or not one is in a position of power; however, FTGG encourages everyone to be conscious of power dynamics.

Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other physical, verbal, and nonverbal behaviors of a sexual nature. Sexual harassment may include both overt and subtle behaviors and may involve individuals of the same or different genders, or those who don’t identify with a specific gender. 

Examples include but are not limited to:

  • Unwelcome physical contact, including touching, patting, pinching, grabbing, stroking, kissing, hugging, or brushing against another’s body
  • Whistling, leering, or other sexually-suggestive gestures
  • Stories, teasing, jokes, or innuendo with a sexual tone
  • Sexually explicit messages or the display of sexually explicit material, printed or electronic
  • Comments about one’s body, sexual activity, sexual prowess, or sexual deficiencies
  • Unwanted flirtations or sexual advances
  • Pressure for sexual activity or the use of threats or rewards to solicit sexual favors
  • Insults based on one’s sexual orientation, sex, gender identity, or gender expression
  • Gender policing
  • Repeatedly and willfully misgendering someone
  • Physical violence, including sexual assault

Other inappropriate conduct is described as disrespectful or disruptive behavior, such as repeatedly interrupting colleagues during conversations or meetings, disregarding others’ opinions, taking credit for others’ work, chastising or mocking others, using inflammatory language with the intention to intimidate or make others uncomfortable, and otherwise acting in a manner that harms others or the mission of the organization.

In Closing:

While FTGG clients are largely external to FTGG, if a FTGG client is found to have acted inappropriately, FTGG will address the situation seriously and proceed in the manner most reasonable and appropriate under the circumstances.

FTGG will provide this policy to all clients, and clients will be asked to sign a document indicating that they have received, read, and understood the policy. 

Every FTGG client is responsible for contributing to positive workplace communications. As such, clients who become aware of Discrimination or Harassment in the Workplace—even if they are not directly involved—are expected to bring it the attention of Krista. It is then Krista’s responsibility to address the situation and assist as necessary in finding a resolution.

This policy was developed with the intention to foster a safe and respectful experience when working with FTGG. As FTGG grows and learns, this policy may be periodically adapted. If changes are made, clients will be informed and then asked to read and sign a document confirming their understanding of the policy again.