The Foundation is committed to fostering, cultivating and preserving a culture of diversity, equity and inclusion.
Our human capital is the most valuable asset we have. The collective sum of the individual differences, life
experiences, knowledge, inventiveness, innovation, self-expression, unique capabilities and talents that our
employees invest in their work represents a significant part of not only our culture, but our Foundation’s reputation
and achievement as well.
We embrace and encourage our employees’ differences in age, color, disability, ethnicity, gender identity or
expression, language, national origin, political affiliation, race, religion, sexual orientation, socio-economic status,
veteran status, and other characteristics that make our employees unique.
The Foundation’s diversity policies are applicable but not limited to – practices and policies on recruitment and
selection; compensation and benefits; professional development and training; promotions; transfers; social and
recreational programs; 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 employees.
- Teamwork and employee participation, permitting the representation of all groups and employee perspectives.
- Employer and employee contributions to the communities we serve to promote a greater understanding and
respect for diversity.
All employees of the Foundation have a responsibility to treat others with dignity and respect at all times. All
employees are expected to exhibit conduct that reflects inclusion during work, at work functions on or off the work
site, and at all other Foundation-sponsored and participative events.
Any employee found to have exhibited any inappropriate conduct or behavior against others may be subject to
disciplinary action.
Employees who believe they have been subjected to any kind of discrimination that conflicts with the Foundation’s
diversity policy should seek assistance from their manager or IP’s HR Contact.