As a company that delivers Diversity & Inclusion products and services it is our duty to be a living example of best practices. The Anti-Discrimination Policy is shared with our team, trainers, clients and stakeholders. It’s also publicly available on our website.
Our anti-discrimination policy explains how we prevent discrimination and protect our team, trainers, clients and stakeholders from offensive and harmful behaviors. This policy supports our overall commitment to create a safe and happy workplace for everyone.
Mike Veny, Inc. complies with all anti-discrimination laws, including Title VII of the Civil Rights Act of 1964, Americans with Disabilities Act (ADA) and Age Discrimination in Employment Act (ADEA.) We explicitly prohibit offensive behavior (e.g. derogatory comments towards people of a specific gender or ethnicity.)
This policy applies to all team members, trainers, clients and stakeholders.
Discrimination is any negative action or attitude directed toward someone because of protected characteristics, like race and gender. Other protected characteristics are:
Our anti-discrimination and anti-harassment policies go hand-in-hand. We will not tolerate any kind of discrimination that creates a hostile and unpleasant environment for team members or clients.
This is not an exhaustive list, but here are some instances that we consider discrimination:
Team members who harass their fellow team members will go through our disciplinary process and we may reprimand, demote or terminate them depending on the severity of their offence.
We recognize that sometimes discrimination is unintentional, as we may all have unconscious biases that could be difficult to identify and overcome. In case we conclude that an employee unconsciously discriminates, we will support them through training and counseling and implement processes that mitigate biases as we indicate in the next section. But, if this person shows unwillingness to change their behavior, we may demote or terminate them.
We will not be lenient in cases of assault, sexual harassment or workplace violence, whether physical or psychological. We will terminate employees who behave like this immediately.
To ensure that our conduct and processes are fair and lawful, we:
If you are the victim of discriminatory behavior (or if you suspect that others are being discriminated against,) please talk to the CEO as soon as possible. The CEO is responsible for hearing your claim, investigating the issue and determining punishment.
If you decide to make a claim to a regulatory body, we are committed and bound by law not to retaliate against you.
The CEO is proactive and responsive about determining whether discrimination occurs. For example, we: