It is the policy of Corus International and my personal commitment that equal employment opportunity be provided in the employment and advancement for all persons regardless of race, religion, color, national origin, sex, age, sexual orientation/gender identity and status as a protected veteran or individual with a disability at all levels of employment, including the executive level. Corus International does not and will not discriminate against any applicant or employee regardless of race, religion, color, national origin, sex, age, sexual orientation/gender identity and status as a protected veteran and/or individual with a disability to any position for which the applicant or employee is qualified. In addition, Corus International is committed to a policy of taking affirmative action to employ and advance in employment qualified protected veteran employees and qualified employees with disabilities at all levels, including the executive level. Such affirmative action shall apply to all employment practices, including, but not limited to hiring, upgrading, demotion or transfer, recruitment, recruitment advertising, layoff or termination, rates of pay or other forms of compensation, and selection for training, including apprenticeship and on-the-job training. Decisions related to personnel policies and practices shall be made 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 reasonable accommodations to any physical and mental limitations of individuals with disabilities and to disabled veterans.

Employees may choose to voluntarily disclose their sex, race, national origin, disability, and protected Veteran status at any time by contacting Human Resources.  Such information will be maintained in a confidential manner and will not be used against an individual when making any employment decisions. Employees and applicants with disabilities and disabled Veterans are encouraged to inform Human Resources if they need a reasonable accommodation to perform a job for which they are otherwise qualified.  Corus International makes reasonable accommodations to the known physical or mental limitations of an otherwise qualified applicant or employee to promote the employment of qualified individuals with disabilities and disabled Veterans unless such accommodations would impose an undue hardship on the operations of Corus International’s business.

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 the following activities: filing a complaint; assisting or participating in an investigation, compliance review or hearing, or other activity related to the administration of Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended (VEVRAA), and/or 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 or Section 503 of the Rehabilitation Act of 1973, as amended (Section 503) or any other federal, state or local law requiring equal opportunity for disabled persons; opposing any act or practice made unlawful by VEVRAA or its implementing regulations or any other federal, state, or local law requiring equal opportunity for veterans or Section 503, or its implementing regulations or any other federal, state, or local law requiring equal opportunity for disabled persons; or, exercising any other right protected by VEVRAA or Section 503 or their implementing regulations.  It is also Corus International’s policy not to discriminate because of a person’s relationship or association with a protected veteran. This includes spouses and other family members.

The Corus International is also committed to abiding with the Pay Transparency Nondiscrimination Provisions and therefore, will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. The Corus International’s employees who have access to the compensation information of other employees or applicants as part of their essential job functions are informed and trained to not disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) a response to a formal complaint or charge; (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the Corus International ’s legal duty to furnish the information.

The President & Chief Executive Officer fully supports our Affirmative Action Program (AAP) and directs staff engaged and/or participating in recruitment, selection, and employment to seek to achieve the stated aims of this program.  All staff will take an active part in Corus International’s AAP to ensure all qualified employees and prospective employees are considered and treated in a nondiscriminatory manner.

As President & Chief Executive Officer, I have appointed Frances Woodard, Affirmative Action Officer for Corus International, with responsibility for implementation of the Organization’s affirmative action activities. The Affirmative Action Officer has the responsibility for periodically reviewing progress in the compliance and implementation of this policy. Corus International’s AAP includes an audit and reporting system, which uses metrics and other information to measure the effectiveness of our program.  It is the responsibility of each member of Corus International staff to make equal opportunity an actual, functioning condition of work life at Corus International.

Parts of the Affirmative Action Plan may be reviewed, as appropriate, by making an appointment with the Affirmative Action Officer.  If you have any questions regarding our equal employment opportunity, harassment policies or the complaint procedure, you may contact any member of Global Human Resources.

Daniel Speckhard
President & CEO