Venable is committed to ensuring that our workforce reflects America's diverse population. We know that such diversity will enrich us with the talent, energy, perspectives, and inspiration we need to achieve our goals. Venable strongly believes in a policy of equal employment and opportunity for all people based on merit and commitment to the principles of diversity. It is our policy to recruit, hire, train, and promote individuals in all job titles, and administer all programs, without regard to membership in any of the protected categories under applicable law to include: race, including but not limited to, hair texture and protective hairstyles such as braids, locks, and twists, color, religion, creed, age, sex, national origin or ancestry, alienage, marital status, family responsibilities, familial status, pregnancy, childbirth or related medical conditions, caregiver status, personal appearance, physical or mental disability, perceived disability, sexual orientation, sexual and other reproductive health decisions, gender identity or expression, genetic information, matriculation, citizenship status, military or veteran status, political affiliations, union affiliation, or any other category protected under applicable laws.
In addition, other categories protected by Equal Opportunity Employment laws in our respective offices include:
- Washington, DC: Political affiliation, matriculation, credit information, and victims or family members of victims of domestic violence, sexual offense, or stalking
- San Francisco: Place of birth, height, weight
- New York State: Familial status (including pregnancy), domestic violence victim status, sex (including transgender), predisposing genetic characteristics, disability (including gender dysphoria), and religious attire, clothing, or facial hair
- New York City: Arrest or conviction record, caregiver, credit history, partnership status, salary history, active military service member, unemployment status, and status as victim of domestic violence, sexual violence, or stalking
- Chicago: Arrest record, expunged and concealed convictions, housing status, unfavorable military discharge, orders of protection. The Human Rights Act will also apply to working environments beyond the physical location at which employees work, such as any instances of remote work or any work performed outside of the workplace.
All personnel actions, such as compensation, benefits, transfers, social and recreational programs, etc., will be administered without regard to race, color, religion, sex, age, disability, national origin, protected veteran status, or any other basis prohibited by applicable law.
Employees and applicants shall not be subject to harassment, intimidation, threats, coercion, or discrimination because they have engaged in or may engage in any of the following activities:
- Filing a complaint
- Assisting in or participating in an investigation, compliance evaluation, hearing, or any other activity related to the administration of the affirmative action provisions of Executive Order 11246, Section 503 of the Rehabilitation Act of 1973 (Section 503), VEVRAA, or any other federal, state, or local law requiring equal opportunity based upon race, color, religion, sex, age, disability, or veteran status
- Opposing any act or practice made unlawful by Executive Order 11246, Section 503, VEVRAA, or their implementing regulations or any other federal, state, or local law requiring equal opportunity based upon race, color, religion, sex, age, disability, or veteran status
- Exercising any other right protected by Executive Order 11246, Section 503, VEVRAA, or their implementing regulations
To ensure compliance with the plan, Sheila Turybury, Affirmative Action Officer, has been designated to administer and monitor the plan and make reports to senior management. The plan is available for inspection in accordance with applicable regulations. This policy has the full support of firm management, including the firm's chair.