EQUAL EMPLOYMENT OPPORTUNITY AND ANTI-DISCRIMINATION POLICY
EFFECTIVE JANUARY 1, 2019
OVERVIEW & SCOPE
Impact Hub Houston is part of the global Impact Hub network, which strives to create inclusive environments that embrace diversity and foster equitable community empowerment. We believe that valuing diversity and inclusiveness is core and critical to achieving our vision to create unmatched value for our members, communities, ecosystems, partners, and stakeholders.
Impact Hub Houston has established an Anti-Discrimination and Equal Employment Opportunity Policy (“EEO”). This policy applies to all aspects of the relationship between Impact Hub Houston and its employees, as well as independent contractors, temporary employees, and any other persons or firms doing business for or with Impact Hub Houston.
POLICIES
- Diversity and Inclusion. Impact Hub Houston defines Diversity as the quality of being different or unique as an individual or group. This includes but is not limited to differences in age, ethnicity, gender, gender identity or expression, language, nationality or national origin, family or marital status, physical, mental and development abilities, race, religion, sexual orientation, skin color, socio-economic status, education, work and behavioral styles, political affiliation, veteran status, the perspectives of individuals shaped by their nations, experiences and cultures—and more. Even when people appear the same on the outside, they are still individually diverse.
We define Inclusion as the act of including: Inclusion activates and leverages diversity. Diversity always exists in social systems. Inclusion, on the other hand, must be created. Impact Hub Houston actively practices inclusion by creating an environment where diverse people feel supported, listened to, and empowered to do their personal best. - Discrimination and Affirmative Action. Impact Hub Houston embraces and supports our employees’ diversity. Impact Hub Houston shall not tolerate, under any circumstances, any form of discrimination based on the diverse differences stated above or on other statuses protected by the law.
Impact Hub Houston proactively seeks to increase the representation and participation of people from marginalized and/or minority communities. - Leadership Responsibilities. Diversity and inclusion are sponsored at all levels of the organization. Communication is respectful between all employees regardless of title or level. Insights of diverse groups are sought and welcomed; employees are not alienated or excluded because they don’t fit into a set of cultural norms. To alleviate disadvantage and discrimination in the workforce, flexible working practices are available where appropriate, as we appreciate that not everyone can work in the same way.
Managers will implement this Policy as part of their day-to-day management of employees and apply policies and practices in a fair and equitable way. Employees will make an effort to recognize unacceptable behavior and take immediate appropriate action, implementing this Policy in their day-to-day work and their dealings with colleagues and customers. - Harassment. Impact Hub Houston is committed to providing a work environment that is free from harassment. Any behavior that is unwanted and offensive to the recipient, which creates an intimidating, hostile, or humiliating work environment for that person, violates this policy and will not be tolerated.
Harassment is verbal, written or physical conduct that denigrates or shows hostility or aversion toward an individual because of his or her race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, marital status, citizenship, genetic information, or any other characteristic protected by law, and that has the purpose or effect of:
a) creating an intimidating, hostile, or offensive work environment,
b) unreasonably interfering with an individual’s work performance, or
c) otherwise adversely affecting an individual’s employment opportunities. - Sexual Harassment. Unwelcome or unwanted sexual advances, requests for sexual favors, and other conduct of a sexual nature constitute harassment when: The submission to such conduct is made either explicitly or implicitly a condition of the employee’s continued employment; is used as the basis for any employment decisions affecting the employee; or creates an intimidating, hostile or offensive working environment, or unreasonably interferes with an employee’s work environment.
Examples of what may constitute sexual harassment, besides sexual advances and requests for sexual favors include, but are not limited to: Suggestive comments, noises or gestures; statements or questions about personal sexual matters; insults, threats or jokes about personal or physical traits; the use of literature, emails or pictures which are sexually suggestive, revealing, demeaning or pornographic; or any unwanted physical touching. - Disabilities Accommodation. Impact Hub Houston values the contributions of persons with differing abilities and is committed to the inclusion of persons with disabilities in our community. We recognize that at some time during employment a person with a disability may require a reasonable accommodation to perform the essential functions of their job.
An accommodation is an adjustment to a job, the work environment or the way things usually are done, which enables a qualified individual with a disability to perform the essential job functions of his/her job or to enjoy equal benefits and privileges of employment. Requests for accommodations are voluntary and confidential. If you think you require accommodation during your employment, please inform your manager or Human Resources. - Reporting Discrimination or Harassment. If an employee feels that they have been harassed, they should immediately report the matter to management through any verbal or written means. Should the employee not feel comfortable reporting to their direct manager, they may report to other leadership in the organization , including an Executive Committee member of the Board of Directors. Once the matter has been reported, it will be promptly investigated and any corrective action will be taken when deemed appropriate. All complaints or harassment will be handled as confidentially as possible. Timely reporting is encouraged: Delays may limit the effectiveness of a response or the ability to prevent the recurrence of the behavior in violation.
- Retaliation. Impact Hub Houston prohibits retaliation against any employee for making a good faith report of actual or suspected violations of laws, regulations, or this Policy, whether they are directly or indirectly involved. All incidents reported are assumed to be made in good faith. Any allegations that are proven false will be treated as a serious matter.
- Disciplinary Measures. Disciplinary action, including possible termination of employment, will be taken against any employee or agent in breach of this policy, whether or not an actual law has been violated.