Corus International is committed to ensuring equal employment opportunities, and I personally uphold this principle. We provide equal access to employment and advancement for all qualified applicants and employees. Corus does not and will not discriminate regardless of race, religion, color, national origin, sex, age, and status as a protected veteran or an individual with a disability, to any position for which an applicant or employee is qualified. 

Corus International protects individuals with disabilities and all protected veterans from employment discrimination. In accordance with Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended (VEVRAA), and any other federal, state, or local law requiring equal opportunity for disabled veterans, recently separated veterans, active wartime or campaign badge veterans, or Armed Forces service medal veterans. 

Corus International is committed to take action to employ and advance in employment individuals with disabilities and protected veterans. Such action shall apply to all employment practices, including recruitment, hiring, promotion, compensation, and selection for training. Decisions related to personnel policies and practices are based on an individual's capacity to perform a particular job and the feasibility of any necessary job accommodation. Corus International will make every effort to provide accommodation to any physical and mental limitations of individuals with disabilities and protected veterans unless such accommodation imposes an undue hardship on the operations of Corus International’s business. Employees and applicants may inform Global Human Resources if they need accommodation to perform a job for which they are otherwise qualified. 

Additionally, employees and applicants shall not be subjected to harassment, intimidation, threats, coercion, or discrimination because they have engaged in or may engage in any activity protected by state, federal or local anti-discrimination laws including, filing a complaint, assisting or participating in an investigation, compliance review or hearing, or other activity related to the administration of Corus’ Equal Employment Opportunity and Non-Discrimination policies. 

As President & Chief Executive Officer, I fully support our Equal Employment Opportunity and Non-Discrimination Policy. All staff participating in the recruitment, selection and employment process will adhere to the policy and ensure all qualified applicants and employees are treated in a non-discriminatory manner. 

I have appointed Frances Woodard, Chief People & Culture Officer, with responsibility for compliance with the organization’s EEO and Non-Discrimination policy and activities. The Chief People & Culture Officer has the responsibility for periodically reviewing compliance with this policy. Corus International’s policy includes an audit and reporting system, which uses metrics and other information to measure its effectiveness. It is the responsibility of each member of Corus International staff to make equal employment opportunities and non-discrimination practices an actual, functioning condition of work life at Corus International. 

Employees may choose to voluntarily disclose their sex, race, national origin, disability, and protected Veteran status at any time by contacting Global Human Resources. Such information will be maintained in a confidential manner and will not be used against an individual when making any employment decisions. 

If you have any questions regarding our equal employment opportunity, non-discrimination and harassment policies or complaint procedure, you may contact any member of Global Human Resources.

Daniel Speckhard
President & CEO