DIVERSITY, EQUITY, & INCLUSION
Last Modified: 1 July 2023
Advantage Foundry Network, LLC
Diversity, Equity, and Inclusion Policy
Advantage Foundry Network is an equal opportunity employer, and we ensure individuals have the same opportunities for employment and promotion based on their ability, qualifications, and suitability for the work. Our operations aim to provide value to our participants, their businesses, and Advantage Foundry Network, improve our employees' quality of life, and positively contribute to the community. To do so, we aim to create a safe, respectful, and inclusive place of work so our people can contribute to living our corporate values, improving our global brand, and achieving sustainable business results.
This Code of Conduct defines the overriding principles as follows:
Diversity - The quality of being different or unique as an individual or group, including but not limited to age, race, religion, ethnicity, color, physical features, sex, sexual preference/orientation, gender identity expression, language differences, nationality or national origin, family or marital status, physical, mental and developmental abilities, socio-economic status, education, work and behavioral styles, political affiliation, etc. It may also refer to different ways of thinking and ways of working.
Inclusion - A strategy to leverage diversity to ensure employees have equality of opportunity in the workplace without any impediments due to diversity characteristics, as stated above.
Our commitment to diversity and inclusion aligns with our corporate values of Relationships, Interconnection, Learning, Execution, and Joy and is reflected in our overall Code of Conduct. This Diversity and Inclusion Code of Conduct aims to articulate proper behavior and accountabilities, reinforcing respect for each other. We are committed to enforcing and evolving this code over time.
This Code of Conduct applies to interactions in our shared professional lives, including daily office encounters, shared online spaces (e.g., Workplace), social media (e.g., Facebook, Twitter, Linkedin), conferences, or other events where we represent Advantage Foundry Network.
Communicate respectfully with all colleagues, regardless of title or level. Be mindful of remote communication, where opportunities for misunderstanding are greater. Use video communication when it makes sense since face-to-face discussion benefits from all social cues that may be absent from other forms of communication. Behave in a way that does not offend, intimidate, degrade, insult, or humiliate others. This includes jokes, banter, ridicule, or taunts. Be generous in both giving and accepting feedback. Feedback is an important part of our culture. Good feedback is kind, respectful, clear, constructive, and focused on goals and values rather than personal preferences. Understand and act upon the fact that what may be acceptable to one person may not be to another. Go out of your way and across cultures to include people in casual, conversational, or work-related team interactions. Avoid statements or idioms that might not translate across cultures or be deliberate in explaining them to share our diverse cultures and languages.
Be respectful of time zones. Embrace inclusive and productive habits for team members wherever they are, using asynchronous communication tools (i.e., non-real-time) when practical and devoting attention to time zones when scheduling meetings.
Challenge poor practice in others, helping to promote good practice and create change (e.g., do not ignore inappropriate banter, jokes, etc.)
Commit to self-improvement. If you are approached as having acted in a way that has offended another, listen with an open mind and do better.
Ensure that there is no discrimination towards or against employees of diverse attributes in relation to the recruitment, remuneration, and promotion of all employees.
Exhibit strong leadership, taking personal responsibility for progressing equality, diversity, and inclusion and achieving results. Conduct regular remuneration reviews to identify any gender pay gaps. Attract and develop female talent and educate our leaders about gender equality.
Invest in our employees' physical, mental, and emotional well-being through ongoing education around inclusion and diversity initiatives.
Encourage transparent and cooperative discussion on flexible work arrangements, where appropriate, to accommodate employees' needs. Exclusionary behaviors, which may include incivility, bullying, and workplace violence, discriminate and isolate different individuals and groups, whereas inclusive behaviors encourage diversity.