See why diversity, equity and inclusion (DEI) are important to us by learning about our DEI Council.
Annual Reviews is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion or creed, sex, gender identity, gender expression, sexual orientation, national origin, physical or mental disability, medical condition, genetic information, marital status, age (40 and above), military status, status as a protected veteran or any other characteristic protected by federal, state, or local law.
If you need a reasonable accommodation for any part of the employment process, please contact the Director of Human Resources at 650-493-4400 or by email at [email protected] and let her know the nature of your request and your contact information. Requests for accommodation will be considered on a case-by-case basis. Please note that only inquiries concerning a request for reasonable accommodation will be responded to from this phone number or email address.
Equal Employment Opportunity and Affirmative Action Statement of Policy
It is the policy of Annual Reviews not to discriminate or allow the harassment of employees or applicants on the basis of sex, gender identity, gender expression, sexual orientation, race, color, religious creed, national origin, physical or mental disability, medical condition, genetic information, protected veteran status, military status, marital status, age (40 and above), or any other characteristic protected by law with regard to any employment practices, including recruitment, advertising, job application procedures, hiring, upgrading, training, promotion, transfer, compensation, job assignments, benefits, and/or other terms, conditions, or privileges of employment, provided the individual is qualified, with or without reasonable accommodations, to perform the essential functions of the job. This policy applies to all jobs at the organization. The organization will continue to ensure that individuals are employed, and that employees are treated during employment, without regard to their sex, gender identity, gender expression, sexual orientation, race, color, religious creed, national origin, physical or mental disability, medical condition, genetic information, protected veteran status, military status, marital status, age (40 and above), or any other characteristic protected by law in all employment practices as follows:
Employment decisions at the organization are based on legitimate job-related criteria. All personnel actions or programs that affect qualified individuals, such as employment, upgrading, demotion, transfer, recruitment, advertising, termination, rate of pay or other forms of compensation, and selection for training, are made without discrimination because of any basis protected by law. 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. The organization makes, and will continue to make, 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 the organization’s business.
Annual Reviews is fully committed to principals of equal employment opportunity and affirmative action. As President & Editor-in-Chief, I support the successful implementation of the organization’s Affirmative Action Programs. I have appointed Lisa Wucher, Affirmative Action Officer for the organization, with responsibility for implementation of the organization’s affirmative action activities. The Affirmative Action Officer has the full support of top management and the staff necessary to fully implement this Program. All managers and supervisors will take an active part in the organization’s AAP to ensure all qualified employees and prospective employees are considered and treated in a nondiscriminatory manner with respect to all employment decisions. Furthermore, Annual Reviews will solicit the cooperation and support of all employees for the organization’s Equal Employment Opportunity and Affirmative Action Policy.
Our Affirmative Action Programs include an audit and reporting system, which, among other things, uses metrics and other information to measure the effectiveness of our Programs. The Affirmative Action Officer has been assigned responsibility for periodically reviewing progress in the compliance and implementation of the policy of affirmative action. In accordance with public law, the organization’s program of affirmative action for qualified individuals with disabilities and the program of affirmative action for protected veterans are available for inspection in the Human Resources Department, Monday through Friday, from 9:00 a.m. to 5:00 p.m. upon request.
In addition, employees and applicants will not be subjected to harassment, intimidation, threats, coercion, or discrimination because they have engaged in, or may have engaged in, 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, Executive Order 11246, all as amended, and/or any other federal, state, or local law or regulation regarding Equal Employment Opportunity, opposing any act or practice made unlawful, or exercising any other right protected by such laws or regulations. Annual Reviews 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. However, employees who have access to the compensation information of other employees or applicants as part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in 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 contractor's legal duty to furnish information.
President & Editor-in-Chief