Diversity, Equity, Inclusion & Belonging
Daniel & Henry (D&H) is committed to fostering, cultivating and preserving a culture of diversity, equity, inclusion and belonging (DEI&B) for all personnel.
Our people are the most valuable asset we have. The collective sum of the individual differences, backgrounds, life experiences, knowledge, inventiveness, innovation, self-expression, unique capabilities and talent that our employees invest in their work represents a significant part of not only our culture, but our reputation and agency’s achievement as well.
We embrace and encourage our employees’ differences in age, race, color, disability, ethnicity, family or marital status, gender identity or expression, language, national origin, physical and mental ability, political affiliation, race, religion, sexual orientation, socio-economic status, veteran status, and other characteristics that make our employees unique.
D&H’s diversity initiatives are applicable, but not limited to, our practices and policies on recruitment, selection and retention; compensation and benefits; professional development and training; promotions; transfers; social and recreational programs including community service; layoffs; terminations; and the ongoing development of a work environment built on the premise of gender and diversity equity that encourages and enforces:
Respectful communication and cooperation between all personnel.
Teamwork and participation, permitting the representation of all groups and perspectives.
Work/life balance through flexible work schedules to accommodate employees’ varying needs.
Employer and employee contributions to the communities we serve to promote a greater understanding and respect for diversity.
All D&H personnel have a responsibility to always treat others with dignity and respect. All personnel should exhibit conduct that reflects inclusion during work, at work functions on or off the work site, and at all other company-sponsored and participative events.
Any personnel, producers included, found to have exhibited any inappropriate conduct or behavior against others may be subject to mandatory EAP referral and/or disciplinary action.
Personnel who believe they have been subjected to discrimination of any kind that conflicts with the company’s diversity policy and initiatives should seek assistance from an agency manager, an HR representative or a member of the Executive Operations Team.
Equal Opportunity and Commitment to Inclusion & Diversity
D&H provides equal employment opportunities to all employees and applicants for employment without regard to race, color, creed, ancestry, national origin, citizenship, sex or gender (including pregnancy, childbirth, and pregnancy-related conditions), gender identity or expression (including transgender status), sexual orientation, marital status, religion, age, disability, genetic information, service in the military, or any other characteristic protected by applicable federal, state, or local laws and ordinances. Equal employment opportunity applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leave of absence, compensation, and training.
D&H expressly prohibits any form of unlawful employee harassment or discrimination based on any of the characteristics mentioned above. Improper interference with the ability of other employees to perform their expected job duties is absolutely not tolerated.
D&H will endeavor to make a reasonable accommodation of an otherwise qualified applicant or employee related to an individual’s physical or mental disability, sincerely held religious beliefs and practices, and/or any other reason required by applicable law, unless doing so would impose an undue hardship upon D&H’s business operations.
Any employees with questions or concerns about equal employment opportunities in the workplace are encouraged to bring these issues to the attention of the HR manager. The company will not allow any form of retaliation against individuals who raise issues of equal employment opportunity. Employees who feel they have been subjected to any such retaliation should bring it to the attention of the HR manager.
Retaliation means adverse conduct taken because an individual reported an actual or a perceived violation of this policy, opposed practices prohibited by this policy, or participated in the reporting and investigation process described below. “Adverse conduct” includes but is not limited to:
Shunning and avoiding an individual who reports harassment, discrimination, or retaliation;
Express or implied threats or intimidation intended to prevent an individual from reporting harassment, discrimination, or retaliation; or
Denying employment benefits because an applicant or employee reported harassment, discrimination, or retaliation or participated in the reporting and investigation process.
Other examples of retaliation include firing, demotion, and denial of promotion, unjustified negative evaluations, increased surveillance, harassment, and assault.
Complaints of discrimination should be filed according to the procedures described.
Americans with Disabilities Act (ADA) & Reasonable Accommodation
D&H is committed to the fair and equal employment of individuals with disabilities under the ADA. It is D&H’s policy to provide reasonable accommodation to qualified individuals with disabilities unless the accommodation would impose an undue hardship on the company. D&H prohibits any harassment of, or discriminatory treatment of, employees or applicants based on a disability or because an employee has requested reasonable accommodation.
In accordance with the ADA, reasonable accommodations will be provided to qualified individuals with disabilities to enable them to perform the essential functions of their jobs or to enjoy the equal benefits and privileges of employment.
An employee or applicant with a disability may request an accommodation from the HR department and should specify what accommodation is needed to perform the job and submit supporting documentation explaining the basis for the requested accommodation, to the extent permitted and in accordance with applicable law. The company then will review and analyze the request, including engaging in an interactive process with the employee or applicant, to identify if such accommodation can be arranged, or if any other possible accommodation is appropriate.
If requested, the employee is responsible for providing medical documentation regarding the disability and possible accommodation. All information obtained concerning the medical condition or history of an applicant or employee will be treated as confidential information, maintained in separate medical files, and disclosed only as permitted by law. If is the policy of D&H to prohibit harassment or discrimination based on disability or because an employee has requested reasonable accommodation. D&H prohibits retaliation against employees for exercising their rights under the ADA or other applicable civil rights laws. Employees should use the procedures described in the harassment and complaint procedure to report any harassment, discrimination, or retaliation they have experienced or witnessed.