Equal Employment Opportunity Policy

Dodge & Cox is committed to promoting a workplace that is diverse, professional, collegial, and secure, as well as one in which all employment candidates, employees, supervisors, managers, and vendors are treated, and treat others, with dignity and respect.

Dodge & Cox prohibits unlawful discrimination at any point in the employment relationship, and at any work-related setting, including in the work place and at sponsored events or work-related functions. Further, to protect the rights of individuals, and ensure compliance with its policy of equal employment opportunity, Dodge & Cox provides a process by which individuals can bring concerns about discrimination to the firm’s attention for resolution. Retaliation against any person who raises a concern about discrimination is strictly prohibited.

EQUAL EMPLOYMENT POLICY

It is the policy of Dodge & Cox to provide and promote equal employment opportunities to qualified individuals regardless of race, color, ancestry, national origin, creed, religion, sex (including pregnancy, childbirth, reproductive health decision-making, and related medical conditions), sexual orientation, gender identity and gender expression, medical condition (including AIDS/HIV), physical or mental disability, age (40 and older), genetic characteristics or information, marital status, familial status, military or veteran status, political affiliation or activities (including membership or activity in a local human rights commission), status as a victim of domestic violence, assault, or stalking, off the job cannabis use, status regarding public assistance or any other category protected by law (together, “Protected Characteristics”). This covers all personnel practices including, but not limited to, hiring, upgrading or promotion, demotion or transfer, recruitment or recruitment advertising, layoff or termination, rates of pay or other forms of compensation, and selection for training.

To promote these policies, we will continue to:

• Recruit, hire, train, and promote persons in all job positions without regard to Protected Characteristics.
• Base decisions on employment so as to further the principle of equal employment opportunity.
• Ensure that all personnel actions including, but not limited to, compensation, benefits, transfers, layoffs, return from layoffs, firm sponsored training, education and tuition assistance, and social and recreational programs, are administered without regard to Protected Characteristics.
• Ensure that promotion decisions are in accord with principles of equal employment opportunity by imposing only valid requirements for promotion.
• Make clear to prospective employees that Dodge & Cox is an equal employment opportunity institution.
• Grant reasonable accommodations that do not constitute an undue hardship, consistent with applicable law, including for qualified individuals with a disability.
• Evaluate the performance of management and supervisory personnel on the basis of their involvement in achieving these equal employment opportunity and affirmative action objectives, as well as other established criteria.
• Take corrective action as to any employee who does not comply with the company’s equal employment opportunity policies and procedures.

INVESTIGATION OF CONCERNS

Equal employment opportunity is not only the law, but it is a firm principle of Dodge & Cox’s operation. Any employee who has questions about this policy, or who believes they or others have experienced a violation of this policy should contact Sarah Clifford or Roberta Kameda. Please include details of the incident, including names of the individuals involved and names of any witnesses. Dodge & Cox will not tolerate retaliation against any person who raises concerns about discrimination, or who cooperates in its investigation of such concerns. Any manager or supervisor who receives a report of or becomes aware of a potential violation of the policy must immediately report such misconduct to Sarah Clifford or Roberta Kameda. If for some reason an employee does not feel comfortable reporting to Roberta Kameda or Sarah Clifford (e.g., the complaint involves them), they may report to Dana Emery.

Dodge & Cox will timely investigate, will reach a reasonable conclusion based upon the evidence, and will take prompt and effective remedial action to resolve, all concerns of harassment or bullying. All investigations will be documented and conducted by qualified personnel, in a fair and impartial manner that provides all parties appropriate due process. Confidentiality will be maintained to the extent possible consistent with the conduct of a thorough and impartial investigation.

Employees who believe they have been discriminated or retaliated against may also bring their concerns to the attention of the Equal Employment Opportunity Commission or California Department of Fair Employment and Housing.

Equal Employment Opportunity Commission
450 Golden Gate Ave, San Francisco, CA 94102
(800) 669-4000

California Department of Fair Employment & Housing
455 Golden Gate Ave., Suite 10600, San Francisco, CA 94102
(415) 557-2325