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Dodge & Cox is committed to promoting a workplace that is diverse, professional, collegial and secure and 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 OPPORTUNITY 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, religion, sex (including pregnancy, childbirth, 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, marital status, military or veteran status, political affiliation or activities, status as a victim of domestic violence, assault, or stalking, 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 implement 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.
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 been discriminated against in violation of the law should contact Sarah Clifford or Roberta Kameda. Please include details of the discrimination, 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.
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 conducted by qualified personnel, in a fair and impartial manner. 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
California Department of Fair Employment & Housing
455 Golden Gate Ave.
San Francisco, CA 94102