Policy: Chicago House will do everything within its power to ensure non-discrimination in employment and opportunity because of race, color, religion, creed, national origin, ancestry, disability, sex/gender identity, age, relationship status, sexual orientation, or draft status. The agency is also committed to, as much as possible, employ staff reflective of its service population.
Procedure: Chicago House will strictly follow state and federal laws (Civil Rights Act of 1964, Rehabilitation Act of 1973 and its amendments, the Americans with Disabilities Act of 1990, and the Illinois Accessibility Code of 1997) as well as personnel policies and other internal recommendations to ensure equal opportunity for the populations described above.
To be in accordance with its Non-Discrimination Policy, it is the agency’s charge to:
- Follow its executed Affirmation Action Plan
- Consult on a yearly basis with the Cultural Competency Committee regarding their yearly assessment of agency strengths weaknesses regarding cultural competency as it relates to hiring practices.
- Review on yearly basis the agency’s compliance with the American’s with Disabilities Act, including seeking out recommendations for recruitment strategies to the disabled community.
- Make reasonable accommodations, as required by law, wherever necessary for all employees or applicants with disabilities, provided that the individual is otherwise qualified to safely perform the duties and assignments connected with the job.
- Thoroughly investigate instances of alleged discrimination and take corrective action if warranted.
- Be continually alert to identify and correct any practices by individuals that are at variance with the intent of the Non-Discrimination Policy.