Equal Employment

Statement of Commitment

Hanover is committed to creating a diverse, equitable, and inclusive environment for everyone.  We believe that embracing our varied background in age, gender identity, race, sexual orientation, physical ability, ethnicity, religion, and global perspectives is fundamental to our success.  It is our policy to comply with all applicable federal, state, and local equal employment opportunity laws and to establish an inclusive work environment that is free from discrimination.

Equal Employment Opportunity

Hanover Research provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, veteran status, or any other characteristic protected by applicable federal, state, or local law.

This policy relates to, but is not limited to, the following: recruiting, employment, placement, compensation, selection for training, promotion, transfer, demotion, reduction in workforce, termination, the use of all facilities, and participation in all company-sponsored employee activities.

Recruitment, selection, placement, transfer, promotion, reinstatement, training and education, tuition assistance, compensation, benefits, and layoff decisions made by the supervisors or managers of this company will be based upon the job-related qualifications and abilities of candidates. Employees who apply for a promotion or transfer will be given equal consideration, however, in some cases, seniority may be treated as a factor to be considered in the selection process. Employees who apply for a promotion or transfer will be given equal consideration.  In addition, in accordance with the EEO laws, bona fide occupational qualification, business necessity, or age limitations will be adhered to by the company where appropriate.

Supervisors may only use objective, job-related criteria when selecting workers for any employment related action, including hiring, training, promotions, and terminations. Additionally, supervisors may not make certain Hanover pre-employment inquiries when interviewing candidates for positions.

All other personnel policies and practices of this company, including compensation, benefits, discipline, safety and health programs, as well as other activities, will be administered and conducted without regard to an individual’s race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, veteran status, or any other characteristic protected by applicable federal, state, or local law.

To the extent it does not impose an undue burden on the company, reasonable accommodation will be made for religious needs and for qualified individuals with disabilities.

As an employer, Hanover Research will continually review our personnel practices and procedures to ensure that all supervisors and managers are adhering to our commitment to Equal Employment Opportunity principles.

Affirmative Action

As an employer, it is our policy to utilize Affirmative Action as a tool to ensure Equal Employment Opportunity.

The Chief People Officer has been designated as the Affirmative Action Officer and shall maintain responsibility for establishing, monitoring, and evaluating our Affirmative Action efforts at all company establishments.

Hanover Research’s commitment to Affirmative Action means that we will do more than examine our policies and procedures to ensure against discrimination on the basis of race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, veteran status, or any other characteristic protected by applicable federal, state, or local law. We will also make a good faith effort to provide hiring opportunities for minorities and women and provide training to employees that further reinforce our commitment to Diversity, Equity and Inclusion.

 EEO/AA CommunicationThis Affirmative Action and Equal Employment Opportunity Policy Statement shall be communicated to all supervisors and managers. It shall also be posted conspicuously (on company bulletin boards, common areas, and internal website) and in areas where applicants are typically screened, interviewed, and tested. The intent of this communication of the Policy Statement is that all of the company’s employees are alerted and that job applicants are informed of our commitment. It is also the company’s intent to
include this Policy Statement in employee handbooks or orientation literature and to keep employees informed of Policy Statement changes or updates.

Wes Givens
Chief Executive Officer