At Envoy, we respect and appreciate each person as a unique individual, and we value the great diversity this produces on our team. Our diversity gives rise to a wide range of viewpoints and new ways of thinking that contribute so much to our ongoing success as a company.
We are committed to fostering a safe work environment that is second to none – one that celebrates diversity, offers equal opportunities and where all employees feel secure, involved, valued, and respected. Respecting one another and valuing our differences is a core value of our culture.
Envoy is committed to ensuring equal opportunity in all business activities without regard to an individual’s race, color, religion, sex, sexual orientation, genetic information, gender, gender identity, age, national origin, citizenship status, disability, Vietnam-era or disabled veteran status, or other protected classification.
Envoy takes affirmative action to ensure that this policy is practiced in all personnel actions and conditions that include, but are not limited to recruitment, hiring, promotion, training and development, compensation, benefits, transfers, and all other conditions and privileges of employment and business relationships.
If you are a qualified individual with a disability or a disabled veteran, you have the right to request a reasonable accommodation if you are unable or limited in your ability to use or access www.envoyair.com as result of your disability.
Envoy 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 a 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.