Diverse Lynx provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, age, gender, pregnancy, sexual orientation, gender identity, national origin, disability, genetic information, marital status, amnesty, status as a covered veteran or any other protected characteristics in accordance with applicable federal, state and local laws. Diverse Lynx complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities. Diverse Lynx does not tolerate discrimination of any kind, including treating an applicant or employee less favorably because of his or her age. Discrimination against an applicant or employee violates the law as well as company policy.

This policy applies to all applicants and employees, whether related to conduct engaged in by fellow employees or someone not directly connected to Diverse Lynx (e.g., an outside vendor, consultant or customer) and applies to all terms and conditions of employment, including recruiting, solicitation, referral, hiring, placement, promotion, termination, layoff, recall, transfer, leave of absence, compensation, pay, benefits, and training.

It is the responsibility of all employees of Diverse Lynx to implement and adhere to this policy. Incidents of discrimination should be reported to your supervisor, a manager or a company Human Resources representative. All supervisors and managers at every level are required to report to Human Resources any and all complaints of discrimination received. Furthermore, it is the responsibility of management at all levels to monitor the workplace for discrimination. If they suspect that such conduct has taken place, even if the discrimination originates from an outside vendor or client, it is their duty to report it to the appropriate personnel. If for any reason an employee is uncomfortable in reporting an incident as provided in this paragraph, Diverse Lynx makes available a toll free number, 877-628-6515, for reporting incidents of discrimination and also makes available a dedicated email ID feedback@diverselynx.com for this purpose.

It is the policy of Diverse Lynx to promptly, thoroughly and impartially investigate every report of unlawful discrimination. An investigation will begin as soon as the report is received and all parties involved will remain confidential to the extent possible for a thorough investigation. An impartial investigator will be chosen who will be able to interview all parties and recommend a resolution without bias. Interviews will be conducted with all parties, including the complainant, the accused and any potential witnesses. When all information has been collected, the investigator will present a proposed resolution to upper management for discussion and a final resolution will be decided upon. The results of the investigation will be shared with both the complainant and the accused, including any actions that may be taken. It is the goal of Diverse Lynx to complete an investigation within a week whenever possible. All reports of discrimination and investigations of those reports will be kept confidential unless disclosure is required for investigation or by law.

Employees and applicants have a right to report practices that they believe to be unlawful discrimination to government agencies, including the EEOC, which is the agency of the United States Government that enforces federal laws prohibiting employment discrimination and investigates reports of such discrimination.

Disregard for this policy by any member of Diverse Lynx is a violation of the law and company policy. Anyone found to be engaging in, supporting or perpetuating discrimination is subject to disciplinary action up to and including immediate termination.

Diverse Lynx prohibits retaliation against any individual including employees, job applicants, and prospective job applicants, for reporting discrimination or for participating in an investigation of a claim of discrimination. Retaliating is a serious violation of this policy and, like discrimination itself, will be subject to disciplinary action. Acts of retaliation should be reported immediately and will be promptly investigated and addressed.