Diversity, Equity, Inclusion, & Belonging (DEIB) Policy

Effective date: November 9, 2025

Applies to: Employees, contractors, applicants, interns, vendors, and clients who engage with CoreSymmetry Group.

Purpose and Statement of Commitment

CoreSymmetry Group exists to help people do their best work. We recognize that varied identities, backgrounds, and abilities strengthen judgment, creativity, and performance. This policy converts that belief into standards we apply to how we hire, develop, pay, promote, deliver services, and show up for partners. Our aim is simple: fair access to opportunity, consistent criteria for decisions, and a daily culture in which people can contribute fully.

Scope

This policy governs recruiting and hiring; compensation and benefits; performance management and advancement; learning and development; client delivery; marketing and communications; events; digital products and services; vendor selection; and conduct in any setting where CoreSymmetry Group operates, online or in person.

Core Principles

We value difference because it improves decisions. We pursue equity by using job-related criteria and by examining outcomes, not just intentions. We practice inclusion through everyday behaviors that invite contribution and credit work accurately. We monitor belonging by checking whether people have what they need to do their best work and whether participation and progress are shared across groups.

Roles and Responsibilities

Leaders are accountable for resourcing this policy and modeling the standards it sets. Managers apply consistent, documented criteria in hiring, evaluation, workload, and advancement and make expectations explicit. Every team member maintains professional conduct, raises concerns promptly, and participates in training. Vendors and clients are expected to uphold comparable standards when work occurs on their sites or platforms; in mixed environments we follow the stricter policy and report issues through both channels when appropriate.

Fair Employment and Advancement

Recruitment, selection, pay, and promotion are based on job-related qualifications. We define role expectations and pay bands in advance, use structured interviews with rubric-based evaluations, and keep appropriate documentation. We review candidate pools, offers, pay relative to bands, promotion timing, performance ratings, workload distribution, and access to stretch roles. When patterns are uneven, we investigate causes, take corrective action that fits the facts, and check the results in the next review cycle.

Accessible Work and Services

We aim to meet or exceed WCAG 2.2 AA for public-facing digital content and to provide reasonable accommodations for applicants, employees, and clients upon request. Accommodations may include adjustments to interviews, meetings, schedules, training, tools, deliverables, or communication channels. To request an accommodation, email Contact@CoreSymmetryGroup.com with “Accommodation Request” in the subject line. We will acknowledge requests promptly, explain next steps, and keep information confidential to the extent permitted by law.

Conduct, Anti-Harassment, and Non-Retaliation

CoreSymmetry prohibits harassment, discrimination, stereotyping, and hostile conduct in any medium. We expect professional behavior in meetings, classrooms, workshops, digital forums, and client settings. Anyone who experiences, observes, or learns of a concern should email Contact@CoreSymmetryGroup.com with “DEIB Concern” in the subject line or raise it with a manager. We assess concerns promptly and fairly and communicate outcomes as appropriate. Retaliation for raising a concern or participating in a review is not permitted and may result in corrective action, up to and including ending the relationship.

Reporting and Review Process

Reports should include dates, locations, participants, and any supporting materials. We confirm receipt quickly, outline the process, and assign a reviewer who was not involved in the events at issue. We gather relevant information, assess the facts against this policy and applicable law, and determine appropriate steps, which may include coaching, training, process changes, or disciplinary action. We keep records consistent with our privacy commitments and applicable retention requirements.

Data and Measurement

To ensure this policy works in practice, we review the movement of candidates through hiring stages, representation across teams and levels, pay relative to role bands, timing of promotions and recognition, workload variance, access to development opportunities, participation patterns in facilitated settings, feedback completion rates, and retention trends. We use these data to identify barriers, adjust processes, and communicate targeted improvements to affected teams.

Clients and Vendors

We expect partners to uphold fair treatment and professional conduct. When our staff work on client platforms or premises, they follow the stricter policy. If conduct or access concerns arise in partner environments, we raise them through the client’s channel and through Contact@CoreSymmetryGroup.com so CoreSymmetry can track and address them.

Training and Communication

We provide periodic training on respectful conduct, structured hiring, feedback practice, and accessible communication. This policy is introduced at onboarding, is available on our website and internal channels, and is reviewed at least annually or sooner if business conditions, law, or data trends call for an update.

Legal Compliance

CoreSymmetry follows applicable federal, state, and local nondiscrimination and accessibility laws, including reasonable accommodations for disability and for sincerely held religious practices. As relevant to our operations, this includes federal statutes such as Title VII, the ADA, the ADEA, the Equal Pay Act, and, when applicable to contractor engagements, Sections 503 and 504. It also includes New York State Human Rights Law and the Delaware Discrimination in Employment Act. Where laws differ, we apply the standard that provides greater protection.

Privacy

We collect only the information needed to run fair processes, we restrict access to those with a work-related need to know, and we retain data consistent with legal requirements and our Privacy Policy. Questions about how DEIB-related data are handled may be sent to Contact@CoreSymmetryGroup.com.

Governance and Review Cadence

This policy is owned by CoreSymmetry leadership. We schedule a semiannual review to check outcomes, confirm resource needs, and revise content where needed. The current version is always posted on our website. Proposed changes can be sent to Contact@CoreSymmetryGroup.com with “DEIB Policy Feedback” in the subject line.

Contact

Questions, accommodation requests, reports, and feedback can all be sent to Contact@CoreSymmetryGroup.com. We route each message to the appropriate internal owner and respond promptly.