We recognize the contributions of everyone who works for or with us. This is without regard to, for example, ethnic or national origin, gender, age, disabilities, social status, health conditions, religion, opinions, sexual preferences or marital status. We do not hire, dismiss or promote based on these factors.
We Value Respect
Diversity and Inclusion
Q&A
No. We do not discriminate against candidates based on marital status. And asking the question may give the perception that we do. It might also indicate a desire to discriminate on sexual orientation. In either case, the question should be removed from consideration. Questions for job candidates should focus on job-related topics, not irrelevant personal information.
No. We respect the right of our employees to support the political parties or candidates of their choice. We also do not discriminate based on political opinion. This manager does not respect her employees’ rights regarding political activity. Her actions may also give the perception that she discriminates against those who support other parties.
We encourage and embrace the diversity of our workforce. We support equal opportunities in hiring and promotions.
Our respect for equal opportunity encourages social mobility for employees and other stakeholders.
By providing fair working conditions, salaries and benefits, we strive to improve the income and well-being of the families of everyone who works for or with us. We create opportunities for disadvantaged communities and everyone in our value chain. We do this without discriminating based on, for example, ethnicity, gender, social status or sexual orientation. This aligns with our strategy of inclusion, education and community development.
As signing members of the Target Gender Equality Program, and in accordance with our Diversity and Inclusion Policy, we participate in the global He for She movement. He for She encourages people of all genders to promote gender equality. This includes ending harmful stereotypes, using inclusive language, eradicating violence, assuming responsible parenthood and advancing the status of women within the company.
Q&A
Yes, absolutely. He is not treating all his coworkers with the dignity and respect that they deserve and that our Code requires. Whether they hear his comments or not, his reinforcement of those stereotypes is damaging to their status on the team and at the company. And it’s not only women who are offended by comments that demean them. Everyone deserves a workplace that is free from offensive commentary. Speak up in these instances and report the conduct if he does not stop.
Say something. His agreement does not make the stereotyping acceptable. The team lead’s comment is still a denial of equal opportunity based on ethnicity. Your coworker’s response may have been out of embarrassment or a desire to avoid confrontation. But even if his agreement is genuine, he doesn’t speak for everyone who shares his ethnicity. They are also harmed by the reinforcement of the stereotype. These generalizations also deny the company the opportunity to use the full range of talents of everyone regardless of their background.
Resolving Workplace Issues
We use dialogue to resolve workplace conflicts. We have formal communication channels to foster respect, transparency and cooperation among all stakeholders. We conduct a work environment survey every two years. The results help us learn about the opinions of our people.
We also have an internal Ambassador Program. Ambassadors are employees who are elected every two to four years to serve as change agents and liaisons between Vesta’s senior management and other employees. Ambassadors conduct periodic meetings with other employees to gather their ideas and address concerns, and they share these matters with senior management to help resolve workplace issues.
