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Equal Opportunity Employer Policy

EEO Policy brief & purpose

Equal opportunity is for everyone, but it mainly impacts members of underrepresented groups – the ones who are most often disadvantaged in the workplace. We highly value contributions from different gender, sexual orientations, ethnicities/nationalities, disabilities, and more as they are key to not only making better and more useful customer experiences but help to foster a work environment where diversity can have far-reaching impacts on innovation and most importantly well-being.

Our equal opportunity employer policy reflects our commitment to ensure equality and promote diversity in the workplace.


Our equal opportunity employer policy applies to all employees, job candidates, contractors, stakeholders, partners, and visitors.

Equal opportunity is for everyone, but it mainly concerns members of underrepresented groups – they’re the ones who are traditionally disadvantaged in the workplace. We don’t guarantee employment or promotions for people in those groups, but we will treat them fairly and avoid discriminating against them either via conscious or unconscious biases.

Policy elements

Being an equal opportunity employer means that we provide the same opportunities for hiring, advancement, and benefits to everyone without discriminating due to protected characteristics like:

  • Age
  • Sex / Gender
  • Sexual orientation
  • Ethnicity/ Nationality
  • Religion
  • Disability
  • Medical history

What is an EEO policy?

We built our equal employment opportunity policy around preventive and affirmative actions to ensure fairness in all aspects of employment. These aspects include:

  • Hiring
  • Training
  • Evaluating performance
  • Administering compensation and benefits
  • Terminating employees

We also want to make sure that equal opportunity applies to other instances. For example, we don’t retaliate against employees, and we are committed to preventing and resolving any kind of harassment against our employees, including sexual harassment.

Our HR department is responsible for assessing our company's processes and ensuring they are bias-free. Whenever we find biases interfering, we will act immediately to refine our processes, train our people to combat their biases, and protect possible victims of discrimination. We will give everyone the chance to work in an environment where their rights are respected.


To promote equal opportunity, we first ensure we follow EEOC regulations and EEO laws that apply to each part of our company.

We will also take additional actions to promote fairness and diversity as part of our equal employment opportunity policy. We will:

  • Use inclusive language in all signs, documents, and webpages.
  • Modify services to accommodate people with disabilities.
  • Provide parental leave and flexible work arrangement policies.
  • Hire, train, and evaluate employees through job-related criteria.
  • Allow employees to take religious or national holidays that aren't included in our company's official schedule.
  • Implement open door practices so employees can report discrimination more easily.

Grievance Procedure

All supervisors and managers are responsible to use equal opportunity practices and make decisions based on objective, non-discriminatory criteria. Everyone should comply with our policy at all times.

If you see or suspect that our EEO policies are being violated, feel free to inform HR immediately. If you suspect that someone is behaving in a wrong way but doesn't realize it, you could also talk to them directly.

Disciplinary Consequences

When someone discriminates, they will be subject to disciplinary action depending on the severity of their actions. For example, unintentionally offending a coworker might warrant a reprimand, but harassing someone systematically might result in demotion or termination.