Skip to content

POLICY ON APPLICANT MANAGEMENT AND HIRING

Summary:

Security Engineers, Inc (hereinafter “the Company”) Executive Management is committed to fostering a workplace that embraces equal opportunities for all, including an inclusive and diverse workforce. The Company’s hiring practices aim to reflect our values of fairness, transparency, and merit-based selection, ensuring every candidate has equal access to opportunities to create a truly inclusive hiring process.

Purpose:

The purpose of this policy is to establish guidelines for inclusive hiring that prioritize skills, qualifications, and merit. We aim to create a recruitment process that develops talent pipelines based on merit while eliminating bias in hiring decisions.

Scope & Severity:

This policy applies to all Company employees, workplaces and applicants.

Violations of this policy shall be considered as an Intolerable Violation under Security Engineers Performance Monitoring Program.

General Guidance:

The main objectives of this inclusive hiring policy are:

  • To create a hiring process that is merit-driven and skills-focused.
  • To ensure compliance with applicable federal, state, and local employment laws.
  • To build a collaborative, innovative, and inclusive workforce.

Equal Opportunity:

The Company is an equal opportunity employer.

Employees and Applicants for employment are covered by applicable federal, state, and local laws designed to safeguard employees and job applicants from discrimination on the basis of race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), parental status, national origin, age, disability, genetic information (including family medical history), political affiliation, military service, or other non-merit based factors. These protections extend to all management practices and decisions, including recruitment and hiring, appraisal systems, promotions, training, and career development programs.

Consistent with these obligations, the Company also provides reasonable accommodations to employees and applicants with disabilities; known limitations related to pregnancy, childbirth, or related medical conditions; and for sincerely held religious beliefs, observances, and practices.

Eligibility:

This inclusive hiring policy applies to all recruitment efforts initiated by the Company. It encompasses full-time, part-time, and temporary roles across all departments, regions, branches, and projects at all levels. Hiring Managers are responsible for ensuring compliance with this policy during every stage of the hiring process.

NOTE: This policy complies with all applicable local, state, and federal employment laws. Where local legislation exceeds these standards, compliance with local laws will take precedence.

Hiring Process

The Company aims to use the hiring process to support inclusion in every level of its hiring process. This includes:

  1. Job Postings
  2. Ensuring every job description is neutral and skills-focused, omitting any unnecessary criteria that may introduce bias.
  3. Posting job openings across a wide range of platforms to maximize reach.
  4. Blind Screening
  5. Removing identifiable information (e.g., gender, age, school affiliation, etc.) from resumes and applications during initial reviews to reduce unconscious bias.
  6. Leveraging technology to streamline the screening process and mitigate potential biases in candidate evaluation.
  7. Structured Interviews
  8. Developing standardized interview questions focused on technical competencies, past experiences, and new perspectives that would enhance the workplace and business objectives.
  9. Assessment
  10. Where appropriate, using standard skills-based assessments, simulated tasks, and tests to gauge a candidate’s abilities and fitness directly.
  11. Evaluation
  12. Eliminating identity-based factors in the evaluation criteria.

Procedures

Recruitment: The Company will partner with organizations and networks that focus on connecting employers with diverse talent pools.

Training: The Company will provide training for Hiring Managers to recognize and mitigate bias during the recruitment process.

Accessible Communication: The Company will ensure that all recruitment content, from job descriptions to interview scheduling, must be accessible, clearly written, and easily understood.

Ongoing Evaluation: The Company will analyze data from each hiring cycle to identify patterns, address gaps, and continuously improve the inclusivity of the process. It will also review recruitment trends and team performance to identify potential areas for improvement. Regularly audit hiring outcomes to confirm alignment with business goals.

Retaliation is Prohibited:

Employees and Applicants are also protected against retaliation.

Consistent with relevant federal, state, and local laws, acts of retaliation against an employee who engages in protected activity, such as reporting or opposing discrimination or harassment, participating in the EEO process, requesting a reasonable accommodation, or the exercise of any appeal or grievance right provided by law, will not be tolerated

Reporting Violations of this Policy:

Employees or Applicants who believe that they have been subjected to discrimination, harassment, or retaliation in violation of this policy should report their concerns by;

  • Call the Company Employee Relations Reporting Line at: (888) 408-7576
  • Dialing Extension 99192 on the Company internal telephone system
  • Send an email to: [email protected]