Equal Opportunity and Non-Discrimination at Tufts University: Tufts is enriched by the many experiences and perspectives each member brings to our community. Tufts does not discriminate in admission, employment, or any of its educational programs or activities on the basis of race, color, national or ethnic origin, ancestry, age, religion, disability, sex, or sex (including pregnancy, sexual harassment, and other sexual misconduct, including sexual violence such as rape, sexual assault, harassment, sexual exploitation, sexual exploitation and coercion), relational/intimate violence and domestic violence), gender identity and/or expression (including transgender identity), sexual orientation, military or veteran status, genetic information, overlapping of such identities or other characteristics protected by federal law, applicable state or local. Retaliation is also prohibited. Tufts will comply with state and federal laws such as M.G.L.c. 151B, Title IX and its supporting provisions, Titles VI and VII of the Civil Rights Act, Americans with Disabilities Act, Sections 503 and 504 of the Rehabilitation Act of 1973, Age Discrimination in Employment Act, Vietnam-Era Veterans Readjustment and Rights Act, Presidential Decree 11246 and other similar laws prohibiting discrimination, all as amended. Tufts is an equal opportunity and affirmative action employer. See Diversity and Inclusion at Tufts. [Company] prohibits retaliation against anyone who files a complaint against harassment or discrimination. We encourage employees to come forward and participate in investigations. [Company] will use all reasonable efforts to keep investigations confidential and to protect individuals who file complaints.
GHC maintains “a safe and supportive school environment where all members of the school community are treated with dignity and respect.” Transgender and gender non-conforming students are protected from discrimination and bullying in the public school system. Students have access to the washroom and cloakroom, which corresponds exclusively and systematically to their gender identity at school. Where appropriate, a single shower cubicle or cloakroom can be used by any student who wants more privacy, regardless of the underlying reason. Workable provides an anti-discrimination policy that includes actionable elements for the company. These include: Your company`s non-discrimination policy can reflect your company and culture and vary greatly. For example, the World Health Organization describes non-discrimination in 59 words: * Federal, state, and local laws may prohibit other types of discrimination and/or require you to take reasonable precautions for other reasons. Federal, state, and local government websites may contain additional information about these laws. Diversity and inclusion is not limited to hiring people with a variety of skin tones. You need an anti-discrimination policy in your workplace, and this article will help you write one that reflects your company`s commitment to treating everyone equally. It`s much better, both financially and for your reputation, to involve your management and top performers in the same set of rules that everyone follows. Your company should not formally or informally exempt executives or highly paid employees from non-discrimination policies. They should also expect disciplinary action, including dismissal, if they violate your policies or local laws.
The California Regulatory Code defines “gender” as “gender and includes a person`s gender identity and gender-based appearance and behavior, whether or not they are stereotyped associated with the gender assigned to the person at birth.” 5 CCR § 49 10(k). GHC prohibits discrimination in all school curricula and activities based on gender, gender identity, gender expression and sexual orientation, among others. (a) direct discrimination where a person is treated less favourably on a prohibited ground; If you don`t currently have an anti-discrimination policy, you can use the information in this article as inspiration to write a document that can guide your business. (b) indirect discrimination where a provision, criterion or practice which appears to be lawful would cause a significant disadvantage to other persons on the basis of an unlawful reason for a significant number of a group of persons, unless that provision, criterion or practice is objectively justified by a legitimate aim and the means of achieving that aim are appropriate and necessary; When it comes to implementing an anti-discrimination policy, it`s important to make sure that everyone – senior managers and highly paid employees – under the same rules that everyone else follows. No one should be formally or informally exempted from the non-discrimination policy. A company`s non-discrimination policy reflects that organisation and its culture and can therefore vary considerably. Some companies have short policies, while others prefer a longer version or want to include actionable elements in their policy. DECLARATION OF NON-DISCRIMINATION: GHC is committed to creating a work and learning environment free from discrimination and harassment based on sex, sexual orientation, sex, gender identity, gender expression, genetic information, age, identification of ethnic groups, race, ancestry, national origin, immigration status, religion, skin colour or mental or physical disability or any other basis protected by the Confederation. state, local law, ordinance or ordinance.
Harassment under Title IX (sex), Title VI (race, colour or national origin) and Articles 504 and II of the ADA (mental or physical disability, including the perception that the person possesses any of these characteristics or is associated with a person who has or is perceived as such) is a form of unlawful discrimination; which is not tolerated by the school. Harassment is bullying or abusive behaviour towards a student or staff member that creates a hostile environment and may result in disciplinary action against the abusive student or staff member. Harassing behavior can take many forms, including verbal actions, graphic and written statements, or physically threatening or humiliating behaviors. .