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It is Stifel's policy not to discriminate against qualified individuals with disabilities with regard to
<br />application procedures, hiring, advancement, discharge, compensation, training, or other terms,
<br />conditions, and privileges of'cnployment. An applicant who can be reasonably accommodated
<br />for ajob, without undue hardship to Stifel, will be given the same consideration for that position
<br />as any other applicant. Any individual who seeks a reasonable accommodation should contact
<br />I -Inman Resources -
<br />Anti -Discrimination and Anti -Harassment
<br />Stifel is committed to it wort: environment where all individuals are treated with respect and
<br />dignity. Every individual has the right to work in a professional amnosphere where equal
<br />opportunity is encouraged and promoted, where diversity is accepted and valued, and where
<br />discriminatory practices, including harassment, are prohibited.
<br />Discrimination and harassment arc violations of Stifcl's Code of Conduct. Therefore, Stifel
<br />expects that all interactions and relationships among individuals who conduct business for and
<br />with the Firm will be professional and free of bias, prejudice, and harassment. These individuals
<br />include, but are not limited to, all Associates (including supervisors and managers), clients,
<br />contractors, vendors, and outside agencies. Discrimination, harassment, and inappropriate
<br />behavior will not he tolerated and will be addressed promptly and appropriately.
<br />Unlawfid discrimination is defined as behavior that displays prejudice towards an individual based
<br />on age, ancestry, citizenship status, color, gender, gender expression, gender identity, genetic
<br />11112nmation, marital status, medical condition, military or veteran status, national origin, physical
<br />or mental disability, pregnancy, race, religion, creed, sex, sexual orientation, weight, sexual and
<br />reproductive health decisions, or any other basis protected by federal, state, or Local laws.
<br />Unlawful harassment is defined as unwelcome conduct toward an individual because of his or her
<br />age, ancestry, citizenship sinus, color, gender, gender expression, gender identity, genetic
<br />information, marital status, medical condition, military or veteran status, national origin, physical
<br />or mental disability, pregnancy, race, religion, creed, sex, sexual orientation, weight, sexual and
<br />reproductive health decisions, or any other basis protected by federal, state, or local laws, when
<br />the conduct creates an intimidating, hostile, or offensive work environment, and/or negatively
<br />affectsjob opportunities.
<br />Examples of harassment that may violate the taw and will violate this policy include, but are not
<br />limited to:
<br />• Oral or written connmunioations that contain offensive name-calling, jokes, shrrs, negative
<br />stereotyping, or threats. This includes comments orjokes that are distasteful or targeted at
<br />individuals or groups based on any characteristic noted above: or otherwise protected by
<br />Federal, state, or local law.
<br />• Nonverbal conduct, such as staring, leering, or giving inappropriate gifts.
<br />• Inappropriate physical contact, including any unwanted touching.
<br />• Visual images, such as derogatory or offensive pictures, cartoons, drawings, or gestures.
<br />Such prohibited images include those in bard copy or electronic form.
<br />L❑ective 2019
<br />S ubsp;
<br />C;ily Council
<br /> 23 lndash:lnbsp;225
<br />5/1 S/2021
<br />'@nhsp,
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