EEO Policy

Hispanic Access Foundation integrated values of equity, inclusion and diversity into internal and external work upon its founding in 2010. Hispanic Access Foundation’s purpose is to create access and achieve equity for underserved, hard-to-reach Latino communities using these four guiding interpretations. We have addressed these principles by creating access, developing customized tools, providing training, elevating voices, and creating a seat at the decision-making table for our communities. Hispanic Access Foundation aims to represent the full diaspora of the Latino community; that is, the vast diversity of race, culture, language, identity, and beliefs which encapsulate the community.

EQUAL EMPLOYMENT OPPORTUNITY

In order to provide equal employment and advancement opportunities to all individuals, employment decisions at Hispanic Access Foundation will be based on merit, qualifications, and abilities. Hispanic Access Foundation does not discriminate in employment opportunities or practices because of their actual or perceived race (including traits historically associated with race, such as hair texture and protective hairstyles), religious creed, color, national origin, ancestry, physical or mental disability, medical condition, genetic information, marital status (including registered domestic partnership status), sex and gender (including pregnancy, childbirth, lactation, and related medical conditions), gender identity and gender expression (including transgender individuals who are transitioning, have transitioned, or are perceived to be transitioning to the gender with which they identify), age, sexual orientation, Civil Air Patrol status, military and veteran status and any other consideration protected by federal, state or local law (collectively referred to as "protected characteristics").

ANTI-HARASSMENT POLICY

HARASSMENT

Hispanic Access Foundation is committed to a workplace that is free of harassment based on protected characteristics Harassment is prohibited, both in the workplace and off the premises, including at social activities sponsored by Hispanic Access Foundation.

Harassment is verbal, written, or physical conduct that denigrates or shows hostility or aversion to an employee because of their protected characteristics when such conduct has the purpose or effect of unreasonably interfering with an employee's work performance, creating an intimidating, hostile, or offensive work environment, or otherwise adversely affects an individual's employment opportunities.

Employees should refrain from activity such as verbal abuse, including slurs, epithets, and stereotyping; offensive jokes and comments; threatening, intimidating or hostile acts; displaying or distributing offensive materials, writings, graffiti, or pictures; and other similar activities.

SEXUAL HARASSMENT

Sexual harassment is defined as:

  •       unwelcome sexual advances;
  •       requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
      • submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment;
      • submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting them; or such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment.

Sexual harassment can occur between individuals of the opposite or same sex.

Employees should refrain from activities such as:

  •       physical conduct that is sexual in nature;
  •       sexually oriented gestures, noises, remarks, jokes or comments about a person’s sexuality or sexual experience;
  •       repeated unwelcome requests for a romantic relationship;
  •       displaying pictures, posters, calendars, graffiti, objects, promotional materials, reading materials or other materials that are sexually suggestive, sexually demeaning or pornographic; and
  •       other similar activities.

DISABILITY ACCOMMODATION

Hispanic Access Foundation will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training.

RELIGIOUS ACCOMMODATION

Hispanic Access Foundation respects the religious beliefs and practices of all employees and will consider requests for accommodation for such observances when a reasonable accommodation is available that does not create an undue hardship on the conduct of Hispanic Access Foundation’s business.

ANTI-BULLYING

Hispanic Access Foundation defines bullying as “repeated inappropriate behavior, either direct or indirect, whether verbal, physical or otherwise, conducted by one or more persons against another or others, at the place of work and/or in the course of employment.” All employees will be treated with dignity and respect and Hispanic Access Foundation does not tolerate bullying behavior.

Bullying may be intentional or unintentional. Hispanic Access Foundation considers the following types of behavior examples of bullying:

  •       Verbal bullying: Slandering, ridiculing or maligning a person or their family; persistent name calling that is hurtful, insulting or humiliating; using a person as the butt of jokes; abusive and offensive remarks.
  •       Physical bullying: Pushing, shoving, kicking, poking, tripping, assault or threat of physical assault; damage to a person’s work area or property.
  •       Gesture bullying: Nonverbal threatening gestures or glances that convey threatening messages.
  •       Exclusion: Socially or physically excluding or disregarding a person in work-related activities.

PROCEDURE FOR COMPLAINTS

All Hispanic Access Foundation employees, and particularly supervisors, have a responsibility for keeping our work environment free of discrimination and harassment. Any employee who feels that they have been the victim of discrimination or harassment, should report it to their supervisor or the President and CEO of Hispanic Access Foundation. Any employee who becomes aware of an incident of discrimination or harassment, whether by witnessing the incident or being told of it, must report it to their supervisor, the Human Resources Representative, or the President and CEO of Hispanic Access Foundation.

If you are exposed to conduct which you find discriminatory or offensive, we strongly encourage that you state your opinion clearly and promptly in the moment, rather than inadvertently permitting others to believe that you do not consider the conduct to be discriminatory or offensive. If you believe that such a response is not appropriate, report the problem.

Employees who do not feel comfortable discussing the problem with their supervisor, who believe that the problem involves their supervisor, or who believe a complaint that they made was not adequately addressed should contact the Chief Operating Officer or the President and CEO.

All complaints will be handled with as much confidentiality as possible, and there will be no retaliation. An investigation will be conducted, and if the complaint is found to have merit, appropriate corrective measures, including disciplinary action (up to and including termination of employment) will be taken.

Any supervisor who becomes aware of possible discrimination or harassment should promptly advise their supervisor who will handle the matter in a timely and confidential manner.

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About Us

Hispanic Access Foundation connects Latinos and others with partners and opportunities to improve lives and create an equitable society.

Phone: (202) 640-4342

Email: This email address is being protected from spambots. You need JavaScript enabled to view it.


EEO Policy

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