HHI Commitment to Diversity

Equal Opportunity Statement

EQUAL EMPLOYMENT OPPORTUNITY

Principles of diversity and inclusion are at the heart of who we are and what the Hall Hunger Initiative does. We recognize that differences in age, race, gender, nationality, sexual orientation, physical ability, thinking style and background bring richness and creativity to our work environment. We commit to maintaining an inclusive culture in which you can be who you are at work and where everyone feels valued and respected, has opportunities for growth, celebrates their uniqueness, and is engaged in contributing to our overall success.

We are committed to equal employment opportunities and to treating all employees in an equitable and professional manner. We seek to attract, develop, and retain highly qualified talent representing the diverse communities we live and serve. Our policies and decisions on employment and promotion are based on merit, qualifications, performance, and business needs.

Our commitment to equal employment opportunity and non-discrimination applies to actual and perceived individual characteristics and statuses including:

  • Race

  • Color

  • Religious creed

  • National origin
    Ancestry

  • Citizenship status

  • Gender, gender identity, or expression

  • Pregnancy, childbirth, and related medical conditions
    Age

  • Sex

  • Sexual orientation

  • Marital statusMilitary and veteran status
    Physical or mental disability
    Genetic information

  • Protected medical condition as defined by applicable state or local laws

  • Any other characteristic protected by applicable federal, state, or local laws

We provide equal employment opportunities with respect to hiring, placement and promotion, transfer, training, compensation, benefits, employee activities, and access to facilities and programs.

Equal Opportunity Statement

REASONABLE ACCOMMODATIONS

As guided by federal, state, and local law, the Hall Hunger Initiative will provide reasonable accommodations to allow our employees to perform the essential functions of their position, unless doing so would create an undue hardship upon the Organization’s business operations. Such accommodations may be extended to:

  • Those with a known physical or mental disability

  • Pregnant individuals and/or individuals with pregnancy or childbirth-related medical conditions, which may include more frequent or longer bathroom or rest breaks; breaks to express breast milk; access to or modification of equipment or seating; job restructuring or transfer to a less strenuous or hazardous position; a modified work schedule; light-duty assignments; and leave to recover from childbirth

  • Victims of domestic violence, sex offenses or stalking.

  • Employees with religious observance and practice obligations

If you believe you need accommodation for any of the above reasons, you should notify your Supervisor. We will consider your accommodation request in good faith and engage in cooperative dialogue with you when considering your request.

While we strive to choose your preferred reasonable accommodation, we may approve an appropriate alternative reasonable accommodation or deny a reasonable accommodation request if it would result in undue hardship to the Organization.

Upon reaching a final determination, we will provide you with a written approval or denial of the accommodation request. The Organization will maintain the confidentiality of information regarding your request and status on a need-to-know basis or as otherwise required by law.

We will not take adverse action against employees who request or use reasonable accommodation under this policy or deny employment or promotion opportunities.

CIVIL RIGHTS COORDINATOR

Alexandra Klug serves as the Civil Rights Administrator for the Hall Hunger Initiative. She can be reached at alex@hallhungerinitiative.org

<AUDIO VERSION COMING SOON>