Equal Opportunity

Employment decisions at Dow Aero (“Company”) are based on merit, qualifications, and abilities to provide equal employment and advancement opportunities to all individuals.

The Company does not discriminate in employment opportunities or practices for:

  • Age (40 years or older);

  • Color;

  • Disability;

  • Genetic Information;

  • National Origin;

  • Race;

  • Religion;

  • Sex (including gender identity, sexual orientation, and pregnancy);

  • Veteran status; and

  • Any other characteristic protected by applicable federal, state, or local law.

Employees with questions or concerns about discrimination in the workplace are encouraged to bring this to their superiors’ attention or the Company’s Human Resources (“HR”) department. Employees can raise concerns and make reports without fear of reprisal.

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.

Select here to view Equal Employment Opportunity posters for multiple languages >

Commitment to Diversity

The Company is committed to fostering, cultivating, and preserving a culture of diversity and inclusion.

Our human capital is the most valuable asset we have. The collective sum of individual differences, life experiences, knowledge, inventiveness, innovation, self-expression, unique capabilities, and talent that employees invest in their work represents a significant part of our culture, reputation, and achievements.

We embrace our employees’ differences to better our organization. These can include age, color, disability, ethnicity, family or marital status, gender identity or expression, language, national origin, physical and mental ability, political affiliation, race, religion, sexual orientation, socio-economic status, veteran status, and other characteristics.

The Company’s diversity initiatives are applicable, but not limited to, our practices and policies on:

  • Recruitment and selection;

  • Compensation and benefits;

  • Professional development and training;

  • Promotions;

  • Transfers;

  • Social and recreational programs;

  • Layoffs;

  • Terminations; and

  • An ever-evolving work environment built on the premise of gender and diversity equity that encourages and enforces:

    • Respectful communication and cooperation between all employees.

    • Teamwork and employee participation, permitting the representation of all groups and employee perspectives.

    • Work/life balance through flexible work schedules to accommodate employees’ varying needs.

    • Employer and employee contributions to the communities we serve to promote a greater understanding and respect for diversity.

All employees at the Company have a responsibility to treat others with dignity and respect at all times while exhibiting conduct that reflects inclusion during work, work functions, and other Company-sponsored and participative events. Employees shall complete appropriate training to enhance their knowledge to fulfill this responsibility.

Any employee who exhibited any inappropriate conduct or behavior against others may be subject to disciplinary action. Employees subjected to any conduct that conflicts with this policy and our initiatives should seek assistance from a direct superior or the Company’s Human Resources (“HR”) department.

Americans with Disabilities Act (ADA) and Reasonable Accommodation

To ensure equal employment opportunities to qualified individuals with a disability, the Company will make reasonable accommodations for the known disability of an otherwise qualified individual unless undue hardship on the operation or performance would result.

Employees wishing to request reasonable accommodation should contact their immediate superior, department lead, or the Company’s Human Resources (“HR”) department.

Anti-Bullying

The Company will not, in any instance, tolerate bullying behavior. The definition of bullying is:

  • Seeking to harm, intimidate, or coerce an individual.

Such behavior violates the Company’s Code of Conduct and Community Guidelines, which implies that employees shall receive respect.

Select here to view examples of bullying >

Third-Party Influences

The Company is committed to treating its employees with respect and dignity while providing excellent benefits, optimum and safe working conditions, and competitive wages. As such, the Company understands that employees may have concerns and suggestions for improvements. For this reason, the Company encourages its employees to speak up and take advantage of the openness and transparency found throughout our organization. Managers, supervisors, and other Company officials shall seriously consider employees’ reasonable comments and concerns.

The direct personal relationship between the Company’s employees, their manager or supervisor, and other management up to the highest levels ensures the best environment for individual achievements and Company goals. With this, the Company believes that a third-party influence would erode its well-established and successful employee-manager relationship.

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