EEO, Anti-Harassment & No Retaliation Policy
CZI is committed to creating and maintaining a workplace in which everyone has an opportunity to participate and contribute to the success of the organization and are valued for their skills, experience, and unique perspectives. This commitment is embodied in our organization’s policies and the way we work. This policy explains some of the legal elements of creating a workspace free of discrimination, harassment, and retaliation.
This policy applies to all our employees and partners, including our grantees, vendors and contractors. In other words, we expect employees to ensure that our partners are not being discriminated against or harassed by any CZI personnel, and we prohibit them from harassing or discriminating against our employees.
Equal Employment Opportunity
CZI is committed to providing equal employment opportunities to all employees and applicants. CZI does not make personnel decisions based on an individual’s race, color, religion, religious creed (including religious dress and grooming practices), national origin, ancestry, citizenship, physical or mental disability, medical condition (including cancer and genetic characteristics), genetic information, marital status, sex (including pregnancy, childbirth, breastfeeding, or related medical conditions), gender, gender identity, gender expression, age (40 years and over), sexual orientation, veteran and/or military status, protected medical leaves (including under the Family and Medical Leave Act and the California Family Rights Act), domestic violence victim status, political affiliation, possessing a drivers license under section 12801.0 of the CA Vehicle Code, or any other category protected by applicable state, federal or local law.
This policy extends to all aspects of our employment practices, including but not limited to hiring, discipline, firing, promoting, transferring, compensation, benefits, training, leaves of absence, and other terms and conditions of employment.
CZI is also committed to complying with the laws protecting qualified individuals with disabilities, as well as employees’ religious beliefs and observances. CZI will provide a reasonable accommodation for any known physical or mental disability of a qualified individual with a disability and/or employees’ religious beliefs and observances to the extent required by law, provided the requested accommodation does not create an undue hardship for CZI. Any applicant who requires an accommodation should contact their recruiter, any employee who requires an accommodation should contact their manager or their People Business Partner.
CZI expects its employees and partners to show respect for each other and those with whom they work. Professional conduct furthers CZI’s mission and promotes productivity and collaboration. Accordingly, this policy forbids any unwelcome conduct that is based on an individual’s race, color, religion, religious creed (including religious dress and grooming practices), national origin, ancestry, citizenship, physical or mental disability, medical condition (including cancer and genetic characteristics), genetic information, marital status, sex (including pregnancy, childbirth, breastfeeding, or related medical conditions), gender, gender identity, gender expression, age (40 years and over), sexual orientation, veteran and/or military status, protected medical leaves (including under the Family and Medical Leave Act and the California Family Rights Act), domestic violence victim status, political affiliation, possessing a drivers license under section 12801.0 of the CA Vehicle Code, or any other category protected by applicable state, federal or local law.
Harassment as used in this policy refers to behavior that is personally offensive, intimidating, or hostile, or interferes with work performance, regardless of whether it rises to the level of violating the law. In other words, this policy is stricter than the law, in that this policy defines prohibited harassment more broadly than does the law.
Examples of Harassment. Harassment may take many forms, including the following conduct when based on the protected characteristics described above:
- Verbal. Epithets; derogatory comments, slurs, or name-calling; inappropriate jokes, emails or any other form of written communication, comments, noises, or remarks; repeated requests for dates, threats, propositions, unwelcome and unwanted correspondence, phone calls, and gifts; or other unwelcome attention.
- Physical. Assault; impeding or blocking movement; physical interference with normal work or movement; unwanted and unwarranted physical contact, such as touching, pinching, patting, grabbing, brushing against, or poking another employee’s body.
- Visual. Abusive or patently offensive images (whether in photographs, posters, cartoons, drawings, paintings or other forms of imagery); displaying abusive or patently offensive images, writings or objects; ogling, staring at or directing attention to an employee’s anatomy; leering; sexually oriented or suggestive gestures.
- Cyberstalking. Harassment using electronic communication, such as e-mail or instant messaging (IM), or messages posted to a website, blog, or discussion group.
Examples of Sexual Harassment. Sexual harassment includes, but is not limited to, making unwanted sexual advances and requests for sexual favors where:
- Submission to such conduct or communication is either explicitly or implicitly made a term or condition of an individual’s employment; or
- Submission to or rejection of such conduct or communication by an individual is used as a basis for employment decisions affecting such individual; or
- Such conduct or communication has the purpose or effect of unreasonably interfering with an individual’s work performance or creates and/or perpetuates an intimidating, hostile, or offensive work environment.
- As defined by law, sexual harassment can also take the form of other unwelcome conduct or communication that has the purpose or effect of unreasonably interfering with an individual’s work performance or creates and/or perpetuates an intimidating, hostile, or offensive work environment. Such other conduct or communication may take the form of verbal abuse of a sexual nature, unwanted touching, leering, sexual gestures, a display of sexually suggestive objects or images, sexually explicit or offensive jokes, stories, cartoons, nicknames, slurs, epithets, and other communications of a sexual nature.
Harassment can occur in one-on-one interactions or in group settings and can involve a co- worker or manager, or can involve partners such as a grantee, vendor, or contractor. Harassment can also occur in the context of a relationship that was once consensual but has changed so that the behavior is no longer welcome by one party. It is impossible to specify every action or all words that could be interpreted as harassment. The examples listed above are not meant to be a complete list of objectionable behavior.
Make a point of paying attention to others’ reactions and stated requests and preferences, respecting their wishes, and treating them in a professional manner, regardless of gender, race, religion, nationality, age, sexual orientation, sexual identity or expression, or other protected characteristic.
Reporting and Investigating Discrimination & Harassment
Employees that feel that they have been discriminated against or harassed because of their protected status, have been improperly denied a reasonable accommodation, have experienced retaliation, or have witnessed, been subjected to, or are aware of conduct that is otherwise inconsistent with this policy, should immediately contact (verbally or in writing) their manager, their People Business Partner, or the Ethics Hotline (which may be anonymous). Supervisors or managers who receive any complaint of harassment, discrimination or retaliation are required to promptly report such complaint to their People Business Partner or the Ethics Hotline. Partners should reach out to the Ethics Hotline.
All claims will be investigated in a timely, objective and thorough manner by an impartial and qualified person. Upon conclusion of such investigation, appropriate corrective action will be taken where warranted.
The investigation will be documented and tracked to ensure reasonable progress. CZI expects full cooperation in any investigation, and prohibits any hindering of internal investigations and the internal complaint procedure. All complaints of harassment will be treated with as much confidentiality as possible, consistent with the need to conduct an adequate investigation.
Violation of this policy will subject an employee to disciplinary action, up to and including immediate termination. Offenders may also be personally liable. Moreover, any employee, supervisor or manager who condones or ignores potential violations of this policy will be subject to appropriate disciplinary action, up to and including termination. For non-CZI employees, inappropriate behavior may be reported to their organization.
In addition to CZI’s internal complaint procedure, employees should also be aware that the federal Equal Employment Opportunity Commission (EEOC) and the California Department of Fair Employment and Housing (DFEH) investigate and, in appropriate cases, prosecute complaints of harassment, discrimination, and retaliation in employment. The EEOC and DFEH may, after a hearing, award damages to individuals actually injured as a result of such conduct, as well as other remedies. Information about the EEOC complaint procedure can be found on their website (www.eeoc.gov), or by calling 1-800-669-4000 (English), or 1-800-669-6820 (TTY). Information about the DFEH can be found on their website (www.dfeh.ca.gov), or by calling 1-800-884-1684 (English), or 1-800-700-2320 (TTY).
Prohibition Against Retaliation
CZI will not tolerate intimidation or retaliation against anyone because they have engaged in or may engage in filing a complaint of discrimination, harassment or retaliation; assisted or participated in an investigation; opposed any act or practice made unlawful by any local, state, or federal law; or exercised any other legally protected right.
Your notification of any concerns is essential to us. We cannot help resolve a problem unless we know about it. Therefore, please bring any concerns to our attention as soon as possible so that we can take whatever steps are necessary to address the situation.