EQUAL EMPLOYMENT OPPORTUNITY POLICIESGeneralThe foundation’s Guiding Principles outline its commitment toapproaching work in ways that are consistent with the ethos and values of thefoundation’s founders: The foundation is committed to acting honestly and withintegrity, in accordance with applicable laws and with the highest ethicalstandards, treating each other, foundation partners and grantees, and thecommunities served, with honor. In terms of employment, that means thefoundation is an equal opportunity employer committed to providing a work
environment that’s based on professionalism and respect, and is free fromunlawful discrimination, retaliation and harassment.
These Equal Employment policies (“EEO”) are detailed. If you have any
questions at all, please don’t hesitate to talk to your manager, another manager,
or any member of the Human Resources team.
Anti-Discrimination
The foundation’s policies and practices reinforce our commitment as an
EEO employer. This means the foundation recruits, hires, assigns, trains,promotes, compensates, provides benefits, disciplines and discharges (and allother terms and conditions of employment) based on merit, qualifications, job
requirements and other legitimate factors. The foundation does not unlawfully
discriminate on the basis of actual or perceived race, color, religion (including
religious dress and grooming practices), creed, sex/gender (including pregnancy,
child birth, breast feeding and/or related medical conditions), marital status, age,national origin, ancestry, physical or mental disability, medical condition (asdefined by California law), military or veteran status, sexual orientation, gender
identity, gender expression, genetic information, taking or requesting statutorily
protected leave, or on any other category protected by applicable law. The
foundation also does not unlawfully discriminate based on perceptions that aperson is associated with someone else who is in any of the protected categories.

The foundation absolutely will not tolerate unlawful discrimination
against our employees or applicants (or unpaid interns or volunteers), bymanagers, supervisors, co-workers or other third parties (such as partners,
funders, grantees, contractors, advisors, or vendors).
Reasonable Accommodations
There may be times when you may need an accommodation to help with adisability, a pregnancy or a pregnancy related disability. Please let your manager,
the hiring manager, or any member of Human Resources know right away if yourability to do your job or to interview with us is impacted by a disability,
pregnancy or pregnancy related disability. The foundation wants to work withyou on these things in a way that is consistent with applicable laws regarding
accommodations for employees and applicants. (If you are a supervisor or
manager and are asked about an accommodation, please be sure to contact the
Human Resources Director or any other member of Human Resources
immediately.)
After you let the manager or HR know, HR will start an “interactive
process” with you to talk about the barriers you’re navigating and possible
solutions. The goal is to figure out if there’s a reasonable accommodation thatwould enable you to interview for or perform the essential functions of your job,
and that doesn’t cause undue hardship to the foundation (or, create a direct
threat to workplace safety, consistent with legal requirements). The foundation
may even offer or provide a reasonable accommodation you haven’t considered.
The sooner you let your manager or HR know you have a need, the sooner you
and the foundation can collaborate in good faith to figure out how thefoundation may be able to help.
Religious Practices and Observances Accommodations
The foundation also makes reasonable accommodations for those
employees who have sincerely held religious beliefs. The foundation willreasonably accommodate an employee's religious beliefs or practices, unlessdoing so would cause an undue hardship on the foundation's operations. Among
options available, an employee may request that the foundation make reasonableadjustments to the work environment that will allow an employee to practice hisor her religion. The California Workplace Religious Freedom Act includes in its

scope of religious protections “religious creed,” “religion,” “religious
observance,” “religious belief,” and “creed” including all aspects of religious
belief, observance, and practice, such as religious dress and grooming practices.
Any employee who believes that they may need an accommodation for hisor her religious belief should talk to their manager or to Human Resources.
Anti‑Harassment Including Sexual Harassment
Also consistent with our values and those of our founders and the law, thefoundation prohibits unlawful harassment in employment based on actual or
perceived race, color, religion (including religious dress and grooming practices),
creed, sex/gender (including pregnancy, child birth, breast feeding and/or related
medical conditions), marital status, age, national origin, ancestry, physical ormental disability, medical condition (as defined by California law), military or
veteran status, sexual orientation, gender identity, gender expression, genetic
information, taking or requesting statutorily protected leave, or on any othercategory protected by applicable law. We also prohibit unlawful harassment
based on perceptions that a person is associated with someone who’s in any ofthese protected categories.
The foundation absolutely will not tolerate unlawful harassment. This
includes harassment against any of our employees, applicants or contractors (orunpaid interns or volunteers) by managers, supervisors, co-workers, or otherthird parties (like partners, funders, grantees, contractors, advisors, or vendors).
Definitions of Harassment and Sexual Harassment
Unlawful harassment is a complex topic, so we’d like to help clarify what
this means. If you have questions after reading this, don’t hesitate to reach out toyour manager, any other manager, or a member of the HR team.
Unlawful harassment includes all kinds of unwelcome visual, physical orverbal conduct based on any of the protected categories when:• Your submission to the conduct is made a term or condition of youremployment, either directly or by implication;• Your submission to the conduct or your rejection of it is used as the basisof making employment decisions about you; or• The conduct has the purpose or effect of unreasonably interfering withyour work performance or creates an intimidating, hostile, or offensive
working environment.
Some examples are:
• Verbal conduct such as making or using derogatory comments, epithets,slurs, jokes, or comments based on someone’s protected characteristic (asoutlined above);• Visual conduct such as making racial gestures, or displaying offensive
objects, pictures, cartoons or posters; or• Physical conduct such as unwanted touching, impeding or blocking
movement, or assault• Refusal to address someone by their preferred pronoun after being asked
to do so• Undermining another person’s work performance by deliberately andrepeatedly withholding information or otherwise sabotaging their work
based upon a protected characteristic or category.
As for sexual harassment specifically, here’s some additional information to help
explain what it is:
Unlawful harassment because of sex is a form of sex/gender
discrimination and includes sexual harassment, gender-based harassment(including gender identity and gender expression) and harassment based on
pregnancy, childbirth, breast feeding and related medical conditions. It isunwanted sexual advances, or visual, verbal or physical conduct based on sex orof a sexual nature (but it doesn’t have to be motivated by sexual desire). There
are many kinds of offensive behaviors that can be considered sexual harassment,
including harassment of a person who is the same sex as the harasser.
Importantly, the person offended by the unwelcome conduct does not have to be
the person who was the target; unwelcome conduct can offend others too.
In the interest of clarity, here are some more specific examples of prohibited
conduct, whether based on sexual harassment or any other protected category:• Unwanted sexual advances;• Offering employment benefits in exchange for sexual favors;• Making or threatening reprisals after a negative response to sexual
advances;• Visual conduct: leering, making sexual gestures, displaying sexuallysuggestive objects or pictures, cartoons or posters;• Verbal conduct: making or using derogatory comments, epithets, slurs,
sexually explicit jokes, comments about a person’s body or dress;• Verbal sexual advances or propositions;• Verbal abuse of a sexual nature, graphic verbal commentary about anindividual’s body, sexually degrading words to describe an individual;suggestive or obscene letters, notes or invitations;• Physical conduct such as unwanted touching, impeding or blocking
movement, or assault;• Use of the foundation’s property (including but not limited to computers)
for the purpose of accessing, viewing, displaying, discussing, ordisseminating material that is sexual in nature;• Continued referral to an older employee as “grandpa, grandma or
dinosaur;”• Refusal to refer to an employee by the pronoun of the gender for which
they identify rather than their birth gender;• Mocking an employee’s mental or physical disability;• Using jokes, slurs, or threats because of an employee’s race, sexual
orientation or gender identity; and• Using jokes, slurs, or threats to mock an employee’s religion or religious
garb.
This anti-harassment policy also prohibits abusive conduct (bullying).
Abusive conduct is: conduct of an employee in the workplace, with malice, that areasonable person would find hostile, offensive, and unrelated to an employer’s
legitimate business interests. Abusive conduct may include repeated infliction ofverbal abuse, such as the use of derogatory remarks, insults, and epithets, verbal
or physical conduct that a reasonable person would find threatening,
intimidating, or humiliating, or the gratuitous sabotage or undermining of aperson’s work performance.
The bottom line is that everyone should avoid engaging in conduct thatreasonably could be interpreted as harassment or is otherwise inappropriate
under this policy. And that’s true even if you don’t mean to offend anyone.

Reporting Discrimination, Harassment, Failure to Accommodate
If you experience inappropriate behavior at work, suspect it, or hear about
it from others, it’s important for you to raise it with the foundation so it can findout what’s going on and respond appropriately. This section on reporting isdesigned to support you in doing just that.
If you think you’re being discriminated against or harassed, or denied areasonable accommodation, or if you’re aware of any conduct you think may
violate these EEO policies, you should report it immediately. If you even think orsuspect it may be happening to someone else, you should report that too. You
can tell your manager, any other manager or supervisor with whom you feel most
comfortable talking, or anyone in HR. We know one size doesn’t always fit all, so
you’ll see that you’ve got several different reporting options from which you canchoose. The important thing is that you come forward.
If you’re a supervisor or manager and someone comes to you with acomplaint or report, if you suspect the behavior, or you hear about a concern
from someone else, you must report it immediately to the foundation President,
the Human Resources Director or any other member of Human Resources. You
also need to report any possible retaliation to a member of the HR team (seeRetaliation section below). And, if someone says or suggests that you personallyengaged in inappropriate conduct, you must report that as well, and suggest thatthe employee report their concerns to Human Resources. This is the best way
for the foundation to address conduct and try to resolve the issues quickly andinternally.
While it’s preferable for you to put your complaint or concerns in writing,it’s not required. But, whether you provide something in writing or verbally, it isimportant for you to be as specific as possible about certain things, such as: thedate(s) of the incident(s), all the details about what happened, the names ofanyone you think may be involved, and the names of any others you think may bewitnesses or have relevant information. The foundation needs all theinformation you have so it can look properly and fully into your complaint.
Again, the foundation takes all complaints and reports seriously and willassign a qualified internal representative or outside investigation consultant (asappropriate to the circumstances) to conduct a timely and thoroughinvestigation that provides appropriate opportunities for all parties to be heard.

Your cooperation throughout the investigation is critical. The foundation willdraw reasonable conclusions based on the information obtained through theinvestigation and will take appropriate responsive action, if warranted.
Investigations will be documented and tracked for reasonable progress. They’ll
also be concluded in a timely manner and the foundation will report back to you
as necessary.
It’s important for you to understand that the foundation keeps thecomplaint/investigation confidential to the extent possible. That means you
should be aware that information sometimes may be disclosed on a need-toknow basis. For example, certain information may be shared with the person
accused or with other witnesses in order to do a complete investigation and/or to
respond to the investigation and/or findings.
If the foundation finds that unlawful discrimination or harassment has
taken place, or that someone has been improperly denied a reasonableaccommodation, or if there has been other inappropriate conduct in violation of
the EEO policies, it will take prompt and effective remedial action thefoundation considers appropriate to the circumstances, such as disciplinary
action, up to the possibility of immediate termination of employment or contract
services. The foundation may also take other actions to prevent or deter similar
conduct in the future.
Please keep in mind the foundation has the right to and may take action
under these EEO policies to respond to what it considers unacceptable orinappropriate conduct, even if it’s not illegal conduct. You should also be awarethat under some laws, like California’s, any person who engages in unlawful
workplace harassment may be held personally liable.
An important note: If you are comfortable talking to the person who
offended you, the foundation hopes you don’t let this reporting procedure stopyou. In fact, you are encouraged (but are not required) to talk to the offender
directly so you can say that the behavior isn’t welcome and you want it to stop.
Sometimes this is the quickest way to change behavior, particularly if the person
isn’t aware it was offensive to you. Regardless of whether you approach theperson or not, the foundation stills want you to report the incident under theseEEO policies. That way, the foundation is in a better position to decide whether
to take additional action and will be aware of it if it were to ever happen again.

Retaliation
Just as the foundation does not tolerate unlawful discrimination orharassment in the workplace, it also prohibits and won’t tolerate unlawful
retaliation against you for, in good faith, making a truthful complaint or reportunder this policy, or filing, testifying, assisting or participating in an investigationor proceeding regarding alleged unlawful discrimination or harassment. Thatmeans the foundation prohibits adverse employment actions against you
because, for example, you complained about conduct you believe violates theEEO policies. If you think you’re being retaliated against, please report it
immediately to your manager (unless your manager engaged in the conduct you
are complaining about), any other manager, or any member of Human
Resources. The foundation is committed to looking into what’s going on so it cantake action it considers an appropriate response. Violators of this retaliation
policy will be subject to disciplinary action, up to and including termination of
employment or contract services.
External Agencies
The foundation sincerely hopes you’ll use the internal processes to speak
up if you got a concern. That way, the foundation can look into it internally andthen respond to unlawful conduct more quickly and efficiently. But, if you’re not
comfortable doing that, here’s the agency information too where you can report
workplace discrimination, retaliation and harassment concerns:

Federal:Equal Employment Opportunity Commission
https://www.eeoc.gov/• 1-800-669-4000• 1-800-669-6820 (TTY for Deaf/Hard of Hearing callers only)• 1-844-234-5122 (ASL Video Phone for Deaf/Hard of Hearing callers
only)State:
California Department of Fair Employment and Housing
https://www.dfeh.ca.gov/• 800-884-1684 (voice)• 800-700-2320 (TTY)• California’s Relay Service at 711
Fraternization
Friendships can affect the workplace positively, adding to the sense of
teamwork and camaraderie. The foundation understands that romantic
relationships can sometimes result from workplace friendships. While these
relationships may be consensual, managerial or supervisory employees' personal
relationships with employees who report to them may be perceived as favoritism,a conflict of interest, misuse of authority, or potentially, sexual harassment.
They can also impact morale, security and jeopardize supervision. For thatreason, the foundation's fraternization policy is meant to address impacts to andconflicts in the workplace as a result of supervisor/subordinate romantic
relationships at work.
Romantic relationships between a manager and a subordinate staff
member are prohibited when that staff member reports directly or indirectly tothat manager. The foundation expects managers to take the primary
responsibility in trying to avoid such relationships and to immediately inform
HR if such a relationship develops. If a romantic relationship does develop
between a manager and subordinate employee, he or she must inform Human
Resources immediately. The foundation will discuss with the employees anddecide what actions it considers necessary to take in regard to re-assignments of
the impacted employees involved in the relationship so that they are not in thesame line of reporting authority. If the employees cannot agree onreassignments, the foundation will make a reassignment, if possible and/or
appropriate. Depending upon the circumstances, which might include the lack ofpossible reassignments, one of the employees may need to separate fromfoundation employment.
If employees do not understand the implications of this fraternization
policy and or have questions about how to comply, they should contact Human
Resources.
Policy Violations
Employees who disregard any of these policies will receive disciplinary actions
up to and including employment termination