No part of this writing is intended to offer legal or policy advice. Any policies at work should be reviewed by qualified legal partners and approved by the executive team.
📮 [email protected] | 📅 Book a Consultation | 🌐 CodeTravellerHR.com
The world we exist in is not binary, and celebrating nuance is foundational to the success at [COMPANY]. It only makes sense that we extend that celebration to the identities of our employees. While this philosophy offers some examples around ethnicity, gender, sexual orientation and national origin, we expect each individual to contribute to building a welcoming environment for all their colleagues. In short, we hire an excellent team, trust that they know themselves best and hope to affirm and celebrate their identity when appropriate.
We look for ways to infuse affirmation of identities in our day to day work. The following examples set a minimum expectation, knowing that we embody a growth mindset and consistently work to build a place where everyone has the opportunity to thrive.
Language Small adjustments in our language can help more folks feel welcomed in our spaces. We avoid gendered addresses like “Hi, guys!” or phrases born from a harmful past like “low on the totem pole”.
Sharing Pronouns We encourage folks to share their pronouns in visible places such as their email signature, slack profiles, and zoom handle. This helps normalize seeing, respecting and using pronouns in and outside of the binary.
Work Practices To help accommodate a variety of learning a working styles, we commit to well documented operational approaches, and sharing information in a variety of ways.
💡 Link any SOP, playbooks or other documents that outline work practices.
To go beyond acceptance, we seek out ways to celebrate those who have been traditionally under-recognized. Internally our Employee Resource Groups (ERGs) are given a budget to use to help celebrate communities represented at [COMPANY].
💡 Link to your ERG policy
Additionally, we recognize key days of observation across various communities by giving an educational feature slide at a company all-hands, a slack message in #learning-about-lives and a deep informational dive in our Educational Observation Page here.
<aside> 💡
Offer a way for employees to suggest days or periods that are significant to them. Don’t know where to start?
</aside>
In order to curate an environment that our entire team can thrive in, we hope individuals will take the opportunity to self-identify information around gender, ethnicity, sexual orientation, and care giving status HR system (insert HRIS).
Employees will be asked to share this information when completing the [HRIS] onboarding, and will always have the ability to access and update it. Each identity field will have a few pre-selected options, including an open text field and the opportunity to decline.
Our job is to understand the employee experience from a variety of lenses, not out an individual. This information is used in aggregate to understand our employee population, check for bias in the employee experience, and to develop better people programs. Learn more about reporting and ***anonymity thresholds.***
This data is kept confidential and secure, with the same respect as other information employee file like tax and banking information. Only administrators of [HRIS] will be able to access this data; managers and the executive leadership team do not have access to this.
As a commitment to protect employees, no individual’s data will be share externally or with a third party. Demographic data will not be added to an Artificial Intelligence tool.
This data set influenced by the Human Rights Campaign. Consider working with your employees to create the best options.